The improving economy and declining unemployment rate have made this a great climate for employees looking to switch positions. They have options, and recruiting efforts are becoming increasingly competitive as recruiters attempt to fill open positions from a dwindling worker pool. These circumstances can make it difficult for companies to retain their employees and maintain the number of workers they need to succeed. In this week’s RPOA Roundup, we have found the top tips for an employee retention strategy to help your company stay ahead of the competition and keep your best talent.
How Do You Keep Your Best Employees From Quitting? – RPOA - @RPOAssociation
With a low unemployment rate, a record number of jobs open, and a highly competitive recruiting field, it can be very difficult to attract the talent your company needs and keep the talent you already have, particularly as other companies throw out increasingly attractive lures. One of the best ways to both retain your best employees and ensure that you have a steady stream of talent for your top positions is to institute succession plans. This article introduces succession plans as strategic plans to fill internal vacancies by training existing employees to fill those spots as they become available. It examines the benefits and challenges of succession plans, and how they positively impact employee engagement and retention.
Employee Well Being: What Does It Mean for Recruiting and Retention? – Yoh - @YohCorporate
Yoh recently began a study with HRO Today in which employees fill out a quarterly survey to determine how they feel about their job security. This article discusses the results of the study from February and the implications for recruiting and retaining top employees. The study found that younger age and higher income are both correlated to trusting leadership more than older workers and those with lower incomes. The article concludes with takeaways and potential action items based on the study that employers can implement to maximize recruitment and employee retention.
Here’s the Real Secret to Employee Retention – ERE - @ERE_net
This article argues that the one things most employees absolutely hate is change. Leaving a job, taking a new one, potentially moving to a new city for that job are all major changes, and this article maintains that employees would rather not deal with that unless they feel they have to. It suggests reviewing internal issues and making changes to keep employees happy, but minimizing the amount of change and change-related fanfare related to improvement. It suggests that the best way to do that is to communicate change effectively, and recommends keeping change messages focused and simple, and not over-hyping change that doesn’t warrant it.
Retaining Recruiters – Human Resource Executive Online – @HRExecMag
This article presents the results of a recent LinkedIn Talent Trends survey, which showed that recruiters are simultaneously most satisfied with their work and most likely to be actively seeking a job change. The article suggests that the higher rate of job-hopping may be due to both the nature of the work and the fact that recruiters are usually the first to hear about openings and opportunities. It recommends steps that employers can take to keep their recruiters with their companies, including treating them as strategic partners, valuing their input, and creating a sense of community within the company’s recruiting arm.
5 Ways You Can Proactively Work to Improve Your Employee Retention – ERE - @ERE_net
With the improvement in the economy and the decrease in the unemployment rate, employees are more confident in quitting their jobs to find ones more aligned with their skills sets, lifestyles, or financial needs. This kind of turnover can spell serious trouble for businesses, as they have to allocate more resources to recruiting and the loss of employees makes it difficult to hit company goals. This article suggests five ways that companies can improve employee retention, including increasing compensation, offering additional benefits, referrals, training, and learning programs, and reviewing and improving internal procedures.
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