Category: Employment Retention

YOU SHOULD PLAN ON SWITCHING JOBS EVERY THREE YEARS FOR THE REST OF YOUR LIFE

Posted on by The Organic Recruiter in Employment Retention, Latest News and Articles, New Job

By Vivian Giang

The stigma when I talk to recruiters is that all the candidates I am finding are job hoppers and we will not hire them.  This article by Vivian addresses the whys and why we should still be looking at them.  And / or what we need to do to retain the great people we have. ~ The Organic Recruiter

Changing jobs every couple of years used to look bad on a resume.

Workers who stay with a company longer than two years are said to get paid 50% less, and job hoppers are believed to have a higher learning curve, be higher performers, and even to be more loyal, because they care about making a good impression in the short amount of time they know they’ll stay with each employer.

Patty McCord, former chief talent officer for Netflix, says job hopping is a good thing, and young people should plan to do so every three to four years.

“In terms of managing your own career, if you don’t change jobs every three years, you don’t develop the skills of getting a job quickly, so then you don’t have any career stability,” Trunk tells Fast Company.

I read a lot of research about what makes a good employee … and people used to think that the longer you kept an employee, the more worth they are to you, because you train them and they get used to their job and then they do it.

An employee who stays on the job and isn’t learning at a really high rate is not as engaged, so they’re not doing as good work.

~ for complete article: http://www.fastcompany.com/3055035/the-future-of-work/you-should-plan-on-switching-jobs-every-three-years-for-the-rest-of-your-#

HOW HOLIDAY EXPECTATIONS CAN DRASTICALLY AFFECT EMPLOYEE ENGAGEMENT

Posted on by The Organic Recruiter in Employment Retention

By Cord Himelstein | November 25, 2015

The holiday season is a time for togetherness and peace, but in the 9-to-5 workplace it is also crunch time, when businesses close out for the year and try to finish the fourth quarter with a bang. It’s a very different kind of togetherness that isn’t always peaceful. It is also a time when expectations of employees can run high.

In a worst-case scenario, the employee is tasked with doing something completely outside of his or her expertise.

While defying market expectations is generally seen as positive behavior for companies, defying employee expectations is anathema to engagement.

“When we talk about employee engagement, aren’t we talking about increasing the amount of discretionary effort? Don’t we want employees to go above and beyond?” I humbly submit that there is a world of difference between employees showing discretionary effort on their own as opposed to being forced or roped into it.

Discretionary effort is meaningless if the employee is asked to do something outside of their skill set in the first place.

We have to always take into account the employee’s entire experience at work, and it can seem callous to put the pedal to the medal during a time when things are supposedly winding down.

To stay ahead of this, predict questions and have the answers ready – You know what questions generally accompany a request for a wild goose chase, so stay ahead of your employees’ own expectations by thoroughly examining assignments and getting more information before you assign them.

Employees won’t feel as adrift if they have the confidence of knowing you’re on the case with them.

If the work is asking for something outside an employee’s normal job duties, be sure to have a conversation that recognizes that fact, and offer assistance: “I know this is asking a lot, and you are completely the wrong person to bring this to, and I’m sorry about that. But I’m here to help, so let me know if you need anything from me.” Recognize, recognize, recognize – When your employees do come through in the pinch, let them know how much it means not just to the company, but to you personally as well.

Respect vs. Fear

What it comes down to is making sure your employees are undertaking difficult or high-pressure work out of respect as opposed to doing it out of fear – ruling with an iron fist sends completely the wrong message, and during the holiday season, its effect on morale can be catastrophic.

~ for complete article: http://www.eremedia.com/tlnt/how-holiday-expectations-can-drastically-affect-employee-engagement/

HOW GOOD INTERVIEWS BECOME BAD HIRES

Posted on by The Organic Recruiter in Employment Retention, Interviewing

By Scott Wintrip | December 3, 2015

Just like a few good dates with an attractive person of interest can lead to a bad relationship, a good series of interviews with a talented job candidate can lead to a bad hire.

Why do our business leaders make poor hiring choices? Common culprits include: Weak interviewing skills; Inaccurate hiring criteria; Poor cultural fit; Dishonest candidates; Hasty hiring decisions; All of these factors can cause hiring mistakes.

Your Hiring Style ultimately affects your particular flavor of perceptual blindness, so understand what your Hiring Style is.

When you understand your Hiring Style, you can remove the blinders from your eyes and avoid making bad hires.

  • Tacklers tend to hire candidates they think will condense timelines and hit targets fast.

  • Tailors tend to hire candidates they think are capable of cultivating strong workplace relationships.

  • Testers tend to hire candidates who offer quantitative evidence that they’re right for the job.

~ for complete article click here: http://www.eremedia.com/ere/how-good-interviews-become-bad-hires/