Clients

SHOULD YOU WORK WITH RECRUITING PARTNERS?

While technology has made significant strides in enabling the recruitment process, there is no true replacement for a human being when it comes to helping talent and hiring managers navigate the recruitment landscape. In fact, nine out of 10 employers in the survey use recruitment/staffing firms to flood their sourcing pipelines, with 46% saying their use is heavy.

Compared to digital technology, expert recruiting partners possess a deeper knowledge of talent, including who the top professionals are, where they are, what they earn, and what it will take to recruit them based on a candidate’s priorities and why they may be looking to make a move.

Recruiters also know a client’s business and culture, as well as who the competition is and what makes the organization unique. Drawing from those insights, recruiters make personalized connections with the best pool of candidates, communicating specific aspects of the job that best align with a candidate’s personal goals and interests.

Talent Search Survey data shows that the more specialized, the better the experience a recruiter can provide to hiring managers and talent alike.

Specifically, a majority (86%) of employers and nearly nine out of ten (88%) candidates believe it is more important to work with a specialist recruiter over a generalist. While the fundamentals of recruiting are largely the same for any role, the nuances of job skill and industry matter in building a strategic and trusted partnership among the recruiter, candidate, and hiring manager.

VIDEO RESOURCES

These videos will assist with ensuring an accurate and long-term match between your organizational objectives and our candidate’s career goals. Your Search Consultant is always available as a resource throughout this process.

Winning the War for Talent

To secure and retain top talent in your organization, review these specific tips for successful candidate attraction. We are is pleased to offer this video to our clients and candidates as a part of our search process. Our recruiters are always available as a resource to you.

Client Interview Preparation

This video provides quick tips for hiring managers to ensure an effective candidate interview. We are pleased to offer this video to our clients and candidates as part of our search process. Our recruiters are always available as a resource to you.

Successful Candidate Onboarding

To secure and retain top talent in your organization, review these specific tips for successful candidate on boarding. We are pleased to offer this video to our clients and candidates as a part of our search process. Our recruiters are always available as a resource to you.

Components of Relocation

As your recruiter, we will walk through each step of this with both you and a prospective hire, but this video can be shared with others on the team involved in the hiring process so they also understand the granular details of relocation.

TOP 3 REASONS EMPLOYEES QUIT

1. Job Stress and a Lack of Work/Life Balance (40%)

Work-related stress is a reality for most employees, but it may be surprising that stress is most prevalent when starting a new job.There are two core reasons for this: poor or non-existant onboarding practices, or the realization that the job or workplace is not as expected. The latter might be referred to as the “post-recruitment surprise,” when new employees realize their expectations for the job and/or organization will not be met.When the workload is heavier than anticipated and work/life balance is compromised from the get-go, many new recruits don’t hesitate to quit immediately. This reality is even more poignant as it relates to attracting, engaging, and retaining Millennials who are “working to live,” as opposed to the Boomers who were “living to work.”

How to prevent this type of turnover:
During the recruitment process, give the candidate an accurate look into your organizations’: values, beliefs, mission, goals, and culture. Open your Kimono, as I say in my keynote speeches. By doing so, both you and the candidate will see if there is a mismatch between the person and the job.
Likewise, encourage candidates to openly share their expectations, values, beliefs, and desires.
Clearly establish and document the competencies required to perform each position and job function.
Ensure there is a good fit between a candidate’s skills and the job requirements by conducting a strong, competency-based selection process.
Provide an awesome onboarding experience to the candidate. For eight awesome ideas on onboarding, see my blog post.
Give new employees information on what to expect on their first day and beyond. Also make it clear as to what you expect from them, sharing how their performance will be managed and measured, as well as your organization’s approach and commitment to learning & development.
Conduct new hire surveys to discover how the post-recruitment and onboarding processes could be improved upon.

2. Pay (23%)

Managers should have a solid understanding of where their company’s wage rates are relative to other similar jobs in the community.Bad managers ignore when their employees are receiving sub-par compensation and never “go to bat” for them by fighting for wage increases and/or bonuses.On the flip side, good managers recognize that making salary adjustments to correct pay inequities will prevent the much higher cost that comes with future turnover.

How to prevent this type of turnover:
Conduct regular and consistent salary surveys to ensure your organization’s wage rates are at or above the market average. If you discover that the wage rates are below market, make adjustments.
Openly share the results of the salary surveys with managers and employees so they know they are being paid fairly.
Conduct a thorough review of the wages for each position within your organization, thereby ensuring internal pay equity. If and when you discover wage inequities, correct them.
Get confidential feedback from the employees about their pay through regular employee surveys.