Country: Australia
International :: Supply Chain CareerDeutschland :: Supply Chain Career中国 :: Supply Chain CareerNetherlands :: Supply Chain CareerEspaña :: Supply Chain CareerIndia :: Supply Chain CareerSingapore :: Supply Chain CareerBelgium :: Supply Chain CareerViệt Nam :: Supply Chain CareerUnited Kingdom :: Supply Chain CareerUnited States :: Supply Chain CareerAustralia :: Supply Chain CareerCanada :: Supply Chain Career


Forgot the password? Register New Account

Recruitment & Retention – Keeping the Best of Both Worlds

Selecting and retaining great staff is key for business success. Talented people who continue to develop skills and increase their value to your organization and to your customers are your most important resource. Here's how to select and retain these people and create an environment in which they continue to thrive.

The primary elements of any plan to improve the quality of the staff you employ include improving the quality of new hires, identifying and retaining superior employees, and developing employees (especially those with high potential for growth). A performance development approach to providing job expectations and feedback will assist with this process.

At the same time, you need to take a look at underperforming staff. Ask whether each individual is in the wrong job. Determine whether you have provided specific and clear requirements so the individual knows what you expect from him. Make sure you have provided feedback against goals and objectives so the person knows he is not meeting expectations.

Decide if a performance improvement plan will help the individual contribute within your organization. If you have done your part to create an environment in which an individual can succeed - and the person is not succeeding - let the person go. Your organization will be better off for his absence and the individual will have the opportunity to locate a job in which he can perform.

Suggested Ideas:

How would you like to increase your pool of candidates for selection, add value to your interview process, heighten employee loyalty, build supportive peer relationships, and improve retention rates simultaneously? By implementing a team recruitment strategy, you will achieve all this and more.

There are four steps in the team recruitment process:

The most effective team-recruitment approach will include employees at all four stages of the process.

Involve Current Employees in Recruiting Employees

While there are myriad methods of involving employees in the recruiting process, this article highlights the three most common strategies: employee as agent, employee as contributing evaluator, and employee as sponsor or peer mentor.

Employee as Agent in Recruiting Employees

Establishing a modest recruitment incentive program will encourage positive public relations and improve employees' perceptions of their relationship with the company. An existing employee adds value to an employee recruiting campaign for several reasons.

Normally, an employee is offered a modest monetary incentive in comparison to external agency fees. Half of the amount is paid after the contract is signed, and the balance is provided upon successful completion of a probationary period (encouraging peer support even after the initial offer is made.)

Employee as Contributing Evaluator in Recruiting Employees

Inviting employees to participate in the interview process as contributing evaluators augments employee perceptions of value and offers front line insights regarding candidate suitability and fit within an existing team structure. While employees may or may not participate actively during the interview session, their post-interview comments to managers can be very helpful in evaluating first round interviewees. This method of inclusion has a wide range of benefits.


References

http://humanresources.about.com/od/employeeretention/a/teamrecruitment.htm


Partners & Events

  • Participate in Survey!

HR News

Global Industry Research


Recruiters' Resources

  • Global Salary Development Report
    The latest HR Research Report by Europhia Consulting has revealed that around half of the employees in the logistics industry seem to be satisfied with current salary levels with only 11% of the employees not satisfied at all. However, some regional differences between Asia and Europe exist. »»
  • Employee Stress Over Economy Puts Firms’ Employee Communication Efforts to the Test
    The current economic crisis presents a test for companies to reassure workers who are worried about losing their jobs and the value of their financial investments, employers say. »»
  • Embracing Diversity and Removing Bias
    Diversity significantly contributes to an organization's competitive advantage. The ability of an organization to commit to hiring a diverse workforce is challenging for a number of reasons. »»
  • Integrating New Employees Successfully
    Your new employee orientation is a make 'em or break 'em experience, for a new employee. At its best, the process of new employee orientation solidifies the new employee’s relationship with your organization. »»
  • Interview Techniques
    If both parties are to get the most out of an interview it is important to give careful consideration to the type of questioning technique you are going to adopt. »»
  • Selecting the ‘Right’ Candidate
    These nine tips will help you in recruiting and hiring a candidate who will become a successful, contributing superior employee. »»
  • Recruitment & Retention – Keeping the Best of Both Worlds
    Selecting and retaining great staff is key for business success. Talented people who continue to develop skills and increase their value to your organization and to your customers are your most important resource. »»
  • Talent crunch as big a threat as credit crunch
    The combination of ageing workforces in the West and intense demand for skilled workers in developing nations has created a global talent crunch that could in time rival the financial credit crunch for its effect on the ability of firms to function and expand. »»
  • Despite Success, There Are Reasons to Be Wary of Referral Programs
    Employers unfamiliar with referral programs can inadvertently create an HR phenomenon known as inbreeding, which occurs when companies continuously recruit candidates that are virtual clones of the existing workforce population. »»
  • 200 Questions Job Candidates May Ask Your Company
    Some questions that applicants may ask recruiters, managers, HR pros, and others. Some of them you may start hearing more often as the balance of power continues to tilt toward employees. »»

Global News

Freight and Shipping