Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces on retention, low-balling candidates, expensive recruiting, and professional assessment tools.
From HR Morning: Work-Life Fit and Enjoying What They Do Top the List of retention reasons
“Maybe this retention stuff isn’t so complicated after all. A new study from the American Psychological Association says slightly more than two-thirds of U.S. employees (67%) stay with their employers because their jobs fit well with other aspects of their jobs. The same percentage said they stuck around because they like the work they do. Sixty percent said they were sticking around for their benefit package; 59% cited their pay as the chief reason for staying.”
From Chuck Csizmar at Compensation Cafe: Cheap Talent Can Cost You
“What you have now is a bad hire – a situation that’s unnecessary and easily avoidable if you treat candidates fairly. Look at it from the candidate’s perspective; when your back is to the wall and you feel your “rescuer†is taking advantage, that feeling causes a pit-of-the-stomach resentment that lingers and festers. And it costs.”
From Suzanne McMinn the Human Capital League: The True Costs of Poor Recruitment Campaigns
“Even a mid-level recruitment campaign can quickly get expensive. After all, it takes time to sort through applications, interview candidates and select your final choice. But that exercise is just the tip of the iceberg; you then enter into a comprehensive induction process where your new employee learns all about the company, the job and their colleagues. There may be the additional costs of new equipment, uniform, tools or computers to ensure that the new person can “hit the floor running.” In effect, by the time the new person starts you are way over the pleasantries of trying to sell your company to them, you just want them to understand what is needed and get on and deliver it!”
From Steve Roesler: Professional Assessments: Are You Getting What You Need?
“Self-assessments, 360 degree feedback, assessment centers, and other similar tools are widely used in the workplace. What’s your experience with them? A lot of information is generated during the assessment process. I was reviewing some feedback that was coming in for a client and realized that there are lots of good uses for it. And we may not always be taking the best advantage of the information and the potential process.”
Carnivals and Such
