KeenHire Blog by Margaret Graziano

Retention Is Everyone’s Issue

One might argue that retention is not a recruiters issue and should be none of their  concern.

I have a different opinion, I think it is very much a recruiter's issue and that as an industry or an as individual we need to step in and show concern for this very real inhibitor to our ability to build long term relationship with our hiring managers.  There are some recruiters who feel if their clients did a better job in retaining people that they would lose revenue and then there are the other recruiters who feel if their clients did a better job of retention, employee development and succession planning that would lead to additional revenue, more placements and more credibility.

Let's get real;   in today’s business climate everyone wants top talent. Very few companies are settling for what they can get, on the contrary they are taking the stand that they can be picky and hold out for the right candidate. With that attitude they are opening themselves up to the better candidates, however a great candidate being hired for a not so great team is just as bad of an investment as a mediocre candidate being hired for a great team.  It makes sense to take a look at your retention strategies and determine if you have what it takes to attract and secure top talent.

When looking at Retention, look for strategies that fall into one of five categories; Environmental, Relationship, Support, Growth and Compensation.  There are many of schools of thought that believe that as I have listed it, compensation is the last of the 5 most influential strategies. 

Environmental strategies can include creating an environment that people feel they are part of something really great, something bigger than what they bring to the table as an individual, and something where they feel collaboratively that the team is out to make a difference. This includes elements like a compelling mission & vision, customer focus, ethical business practices and a company that operates with a high level of integrity.  It also includes ensuring that the employees work in a safe secure environment, as well as an environment that is consistently staffed with likeminded, competent people. In a nut shell companies that practice environmental retention, walk their talk, hire right and believe that like attracts like; they also de-emphasis status and privilege. Additionally, they take the stand that every team member is just as valuable as the next, regardless of their role.

Chicago Training Sessions - Behavioral Interviewing

2 Day Intensive

Keenhire training guarantees you take
 Your Hiring to the Next Level!

Hire Strategically and Hire Right

2 day - 16 hour course that promise to elevate your power in hiring the right people, reducing turnover and increasing employee retention

   

● Learn the O.D. Approach & Method to role benchmarking
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● Avoid costly hiring mistakes
● Fill your organization with difference makers

  September 15-16th      

Cost is $1100 for 2-day course

Each training includes a 90 day subscription to KeenView –
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Contact Stephanie at 877-533-6929 or SMarberry@Keenhire.com to reserve your seat!  Find more information at www.keenhire.com

 

Use Jack Canfield's Success Principles to Empower Your Sales Force

I am on day 4 in Jack's Breakthrough to Success Seminar in Scottsdale Arizona. This has been an amazing week so far, and what I am walking away with already is an amazing plan of action for my Human Capital consulting business and my life

The success principles covers ways of being and operating from the law of attraction, to visualization to specific goal setting and action planning. We have learned the power of daily conditioning of our mind, body and our spirit.  If you have not read the Success Principles, I highly recommend it. It is by far the largest contribution to my having the power and courage to alter the course of my life and up my game.

Overall there are 40 Principles, much more than the 7 habits, and for the sake of keeping your attention I am listing the top eight to ten that have helped me in my career. If you want more, tell me and I will continue on this subject for the next few weeks.

1.    Taking 100% responsibility for your life, for your production, for your candidate submittals for the quality of client you are working with, to the amount of clients you generate to the money in your bank account. This seems easy; however every time you complain, justify or blame you are avoiding responsibility for the way things are going. When   you avoid accepting responsibility you are rendered powerless to change your situation. Like it or not --YOU are behaving like a victim. 

2.    Define your purpose and your mission for being in the business of recruiting, for being alive. I have met many recruiters who tell me their purpose is to make a lot of money; I believe they answer this way because they think I want to hear that answer. Many of us who chose to make recruiting and talent related careers our life’s work operate in our business with a purpose that is much more inspiring and meaningful than money. Money is the end result of our hard work and our passion; it is however not our purpose. My purpose it to be a conduit for people to embrace their personal power, live extraordinary lives and make a difference in the world.  What ‘s yours?

People Don't Quit Jobs - They Quit Managers

Building first class team begins with you. Are you the type manager that you would want to work with and reach for, or are you a type of manager that you would run away from, as fast as you can? It is a very pointed question, and one that takes time and consideration.

After reading Jack Canfields’ “Success Principles”, attending several seminars and workshops on personal power and effectiveness and coaching many leaders and emerging leaders it has become a passion of mine to communicate the need of good management as one of the solutions to the retention quandary.  

Not only does each and every manager and business leader need to own the accountability of new employee selection and internal employee advancement they must also own and forward their personal accountability in doing the right things with the right people when they get them. It is not just a Jim Collins cliché, it is a reality of being in management today.  Great people want to work for great people; it is a complete waste of time and money to conduct a search, pay for selection instruments and then pay a finder fee for a stellar candidate only to put them in a situation with a no win manager.

Each one of us in a leadership and people management role must do what we can to be the best mentors, coaches and developers of the people who work with and support us; it is one of our most poignant responsibilities.

Hiring For The Succession Plan

When a company hires someone who does not succeed, it can cost 3-6 times the amount of the hiring salary. Besides salary, taxes and benefits, there are an immense number of hidden costs related to hiring the wrong person for a key role; from the loss of new business and business in general, to the impact on employee performance, productivity and morale. A deeper look reveals more impact specifically directed at the hiring manager (ultimately accountable for the failed attempt) loss of reputation amongst peers and staff as well as credibility as a leader capable of surrounding himself with winners.  Let’s not forget to mention the risk related impacts when a poor hire terminates; legal, hr, intellectual capital, unemployment, etc.

Media from the Wall Street Journal to CNN, “Good to Great”, “Top Grading”, and hundreds of CEO's with whom I’ve spoken, agree that one of the top strategic initiatives of many companies is hiring not only new talent, but also the right talent. What recruiters need to understand and embrace is that while there is a talent shortage, growth oriented companies are demanding more of their workforce, and are unwavering in their expectations to attract and hire 'difference makers.' 

This means our industry as a whole needs to get better, fast. The opportunity to make an impact has never been greener than it is and will be for the next 15 years.