You won’t improve your retention or recruiting if you don’t know what works and what fails. That’s why you need to keep data on them.
And if you aren’t thinking about recruiting and retention strategies now, you need to be. Otherwise, the great resignation will hit your company, and others will snatch up your best people. Don’t let that happen to you.
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Your hiring and retention competitors are not just the people who make and sell similar products and services; they are also anyone who hires people similar to your employees.
In addition to salary, people are looking for flexibility. Wheth...
You should look for people who have a solid and versatile foundation and the ability and desire to learn new things.
Keep this in mind for a recruitment and retention strategy as well. Too often, companies don’t want to promote from within because they want someone in the p...
Do you know what makes your current employees happy? Do you know what makes them miserable? If you can’t, you may find yourself struggling to hold onto good people.
You need to know what your employees want and need before you develop your training and development programs...
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Don’t assume a defensive position towards your employees or extrapolate that they’re going to be jealous, disrespectful, and bitter toward you.
Let go of your assumptions, check your ego at the door, and convey how much you respect and value your employees so they will be more accepting...
Everyone you care about does NOT need to support every decision you make.
Even if things don’t turn out as you anticipated, at least you will learn what you needed to learn, and you won’t have to spend the rest of your life wondering what could have been.
You can often get surprisingly good data just by talking to people in your field.
Most people don’t love being asked, “What do you earn?” but will happily share if you ask, “What would you expect a job like X at a company like Y to pay?” You can also try talking to recruiters and se...
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