When expertly executed, an effective employer brand strategy can make a positive impact on talent attraction, as well as talent retention. Here are five articles curated to help you recruit and retain best-fit talent. Enjoy!
Retention strategies for talent should be every company’s priority. It’s something that simply cannot slip past your radar. Competition is stiff, the market is actively looking for talented individuals and you have some of them. You have to be on your guard otherwise you’ll quickly watch your top resources slip away leaving behind a huge void in your talent pool.
There are several strategies companies have employed to encourage retention. Some of them include bonus plans, reward programs, training and so on. But if you’re working with a tight budget and still want to hold on to your top talent try these retention strategies.
What does the word average mean? The dictionary says “having qualities that are seen as typical of a particular person or thing.” No employer wants to be seen as average, but, by default, most fall into this category.
The question is, should you be investing in breaking free—differentiating your recruiting strategy? Of course, no employer truly wants to be average. So the answer to that question is yes. But like everything else, it’s easier said than done.
Support has an employee retention problem. Part of the fix is building career paths for individual contributors.
Let's be honest: customer support has a problem with employee retention.
The discipline of customer support is fighting a negative public perception, created by corporate behemoths that view support as a cost center and deliberately deliver a poor customer experience. Yet as we witness a rise in executive-level positions for customer support, it's clear that a shift is occurring in how companies value support as a critical component of the success of their operation.
Many companies in the integration industry, which notoriously struggles to recruit new candidates and has an epidemic of incestuous company-hopping , are extremely focused on keeping their talent in-house.
One attendee shared his firm’s approach of giving meaningful gifts to employees upon reaching milestones including, in one instance, a shotgun. The audience got a chuckle out of the unique gift choice, but it also got the point that it’s important to think outside the box in order to show authentic appreciation for employees’ contributions.
The session, moderated by IMS Technology Services’ Mike Shinn with panelists Joseph Legato of USIS and Jeremy Caldera of Integrated Audio, covered recruitment, too. Notably with Shinn , a member of NSCA’s committee to develop its Ignite recruitment program, discussing its benefits.
The promise of performance incentives starts early. Preschoolers get stickers for good behavior. Later, parents might buy their teenagers pizza for scoring well on tests. And in the business world, employers dangle bonuses for achieving certain goals.
But what do these incentives actually achieve? Researchers have studied their effects primarily from two angles: how well people perform and how they feel about the task for which they are being rewarded. But “there’s really a third question that, to the best of our knowledge, has not been asked,” says Loran Nordgren, an associate professor of management and organizations at the Kellogg School. “Does it affect the value you place on the reward itself?”
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Shannon Smedstad (@shannonsmedstad) is a Lead Consultant & Project Manager for exaqueo, a workforce consultancy that helps organizations build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about our employer brand innovation, workforce research and recruiting strategy offerings.