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Everyone knows the importance of hiring top talent when it comes to increasing ROI -- and even predicting turnover. Once you’ve found your rock star candidates, how can you improve your onboarding methods to ensure they’ll spell success for your company?
Employee quits alone are more costly than you think. Research shows it typically costs a company about 20 percent of the resigned employee’s annual salary to replace them. More alarmingly, that rate can reach up to 213 percent of the annual salary depending on the job type.
I host a show called DriveThruHR. I have done 1,000 podcasts where I have asked each guest to tell me what's keeping them up at night. I've decided to bubble those things up to five recurring themes.
If you are not getting the right candidates, one of the first things you may be thinking is: "I need to pay more!" This makes a lot of sense: if you are paying less than your competitors, why should qualified candidates choose you?
However, if you are one of the highest-paying companies, you may be attracting “vulture” candidates, i.e., those who are in it for the money and nothing else. This kind of candidate may not perform as well, may jump ship if they find a higher paying position, and may even damage the company’s culture.
Whenever I read an article about new trends in human resources or the workforce, I am reminded that there are no new ideas in art, pop culture or HR. Everything is a remix. But it's the end of the year, and while everything old is new again, I do see three hot trends that talent advisors ought to know about in 2015 and beyond.
This is the year you change your momentum and make a big impact, connecting roles to top employees who are going to get things done. This is the year you conquer hiring challenges and acquire highly skilled, in-demand workers.
To Our Beloved Readers,
Since we launched The Hiring Site several years ago, we’ve grown up a bit, learned quite a lot, and managed to squeeze in references ranging from Dirty Dancing to Mindy Kaling -- and everything in between -- into our writing. Along the way, we've strived to bring you the best, most up-to-date content on recruitment issues and challenges that matter to you — but that doesn't mean we can't do better!