In the acquiring talent
world, there is a more dominant word that mirrors with recruiting. This word
may be looked at as the other half of the see-saw for a recruiter’s work; a
constant battle of up and down. The word is known as retention. (Dun dun dun…)
Retention is a hot topic among our company and among many others as well. It seems to be a constant theme among most of our meetings, and in our daily conversations with our peers. Jim Stroud heartily jests about retention in his article “Retention is the new recruiting.” Stroud even opens the article up with a little song, “Cheaper to Keep Her,” by Johnnie Taylor. He talks about a recent Randstad survey of 11,000 workers on why they left their last job. And more importantly not only why these workers left, but what would make them stay. Ever thought what would make you stay in your current role at your company? Most workers said “good riddance” to their previous employer, because there was a lack of career growth, low compensation and poor leadership.According to the 11,000 surveyed a better work/life balance, competitive salary, flexibility, and corporate financial health are the top items that would entice them stay.
In the article, while Stroud addresses possible solutions to the HR executives to consider, it is also important for the current job seekers out there to pay mindfulness to the key points made by Stroud. Ask yourself if there is career growth at this company? How is the compensation and leadership? And don’t forget to inquire about the work/life balance?
Retention is just as important as recruiting. It is a consistent tug-of-war between the two, but you cannot have one without the other. Therefore, do your homework on the company you are inquiring about, and ask questions that are important to you in a new employer. Remember you are interviewing them as much as they are interviewing you!
https://www.linkedin.com/pulse/retention-new-recruiting-jim-stroud
Retention is a hot topic among our company and among many others as well. It seems to be a constant theme among most of our meetings, and in our daily conversations with our peers. Jim Stroud heartily jests about retention in his article “Retention is the new recruiting.” Stroud even opens the article up with a little song, “Cheaper to Keep Her,” by Johnnie Taylor. He talks about a recent Randstad survey of 11,000 workers on why they left their last job. And more importantly not only why these workers left, but what would make them stay. Ever thought what would make you stay in your current role at your company? Most workers said “good riddance” to their previous employer, because there was a lack of career growth, low compensation and poor leadership.According to the 11,000 surveyed a better work/life balance, competitive salary, flexibility, and corporate financial health are the top items that would entice them stay.
In the article, while Stroud addresses possible solutions to the HR executives to consider, it is also important for the current job seekers out there to pay mindfulness to the key points made by Stroud. Ask yourself if there is career growth at this company? How is the compensation and leadership? And don’t forget to inquire about the work/life balance?
Retention is just as important as recruiting. It is a consistent tug-of-war between the two, but you cannot have one without the other. Therefore, do your homework on the company you are inquiring about, and ask questions that are important to you in a new employer. Remember you are interviewing them as much as they are interviewing you!
https://www.linkedin.com/pulse/retention-new-recruiting-jim-stroud
Have any questions? Feel free to email Janessa.Reyes@mfrm.com
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