Archive for the ‘Hiring, Selection and Retention’ Category
I know this is an off beat title for a business service, yet, to me it hits the right nerve for getting people to think about the hiring process.
Dating services are unique and a little mysterious for anyone who has not used one (like me). The principles they use is to MATCH people to improve the probabilities of a long term relationship. Actually, that sounds like a very good purpose when you look around at all the unhappy relationships and bad marriages.
In the world of business, the dating game is expanded to both finding excellent talent for your organization and finding prospects and customers who match your ideal customer profile for excellent business relationships.
Today, I want to focus upon the Job Matching function for hiring and selection of superior talent. Continue reading ‘Job Matching is NOT a Dating Service – Maybe it Should Be’ »
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Posted by Voss Graham on October 31, 2011 at 4:14 pm under Hiring, Selection and Retention.
Tags: Hiring Process, hiring talent, Job Matching, job success practices, list of bad hring habits, Voss W Graham
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Recently I was in a conversion with an executive about the cost of turnover in his organization and realized this executive had no understanding to the true cost of his turnover problem. If you are only looking at the salary loss or replacement, then you are short sighted on the other factors involved.
Yes, salary lost is the main factor as is the benefit packages you offer to your employees. Then there are another eight factors to look into when calculating the true cost of turnover. These factors can be quite large when you get them all added up. And, you need to know the true cost of employee turnover – if you want to get motivated to proper fix the problem.
Here are the Eight Factors involved in Employee Turnover… Continue reading ‘The True Cost Factors of Employee Turnover’ »
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Posted by Voss Graham on August 15, 2011 at 1:55 am under Hiring, Selection and Retention.
Tags: candidates, cost of turnover, job and talent matching, lost productivity issues, professional hiring systems, true cost of turnover, Voss W Graham
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Often I have discussions regarding the use of assessments in the hiring and selection process. And during my discussions I run into third camps of thought.
Two camps are dangerous or less than reliable while the third camp of thought is the most effective and desirable for the good of an enterprise. In my opinion, the first two camps of thought usually lead to high turnover or compliance issues.
So, let’s review the three camps of thought regarding the use of assessments… Continue reading ‘How Assessments Help You Hire High Performers’ »
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Posted by Voss Graham on June 21, 2011 at 1:49 am under Hiring, Selection and Retention.
Tags: finding personal traits necessary for the job, hiring selection process, successful hiring practices, using assesments in the hiring and selection process, using the interview process, Voss W Graham
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One of the most aggressive Federal Agencies is using a legal precedence to “proactively” go after organizations to discover any type of discrimination taking place in your organization. They are looking for discrimination based upon gender, race, disability or veteran status.
The basis of the Adverse Impact (also known as Disparate Impact) is the “80 percent” rule. This 80 percent rule is applied to any particular employment practice they target to determine if there are unlawful disparate impact in the selection practices.
As an Executive for any large organization, you should place this item on the front burner of things to check out with your human resources group and possibly your legal advisers. Why? Because the fines can be huge depending upon the size of your organization AND there are retroactive over several years.
One company who recently learned their “adverse impact” lesson was 3M receiving a $12 million fine due to the selection process of their Six Sigma process. The EEOC found their selection system discriminated against their older employees.
Several people have asked “how does this 80% rule work?” Continue reading ‘Look Out for “Adverse Impact” and the EEOC’ »
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Posted by Voss Graham on June 20, 2011 at 1:29 am under Hiring, Selection and Retention.
Tags: 80 percent rule for compliance, adverse impact, disparate impact issues, hiring and selectino processes, statistically significant data, using assessments properly, Voss W Graham
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Every CEO or business owner should know who his or her top performers are. Every department manager and division manager should also know each top performer by name and by motivation type. Why motivation type? Because we all have intrinsic motivators that make us tick (or not!)
Many organizations have found it necessary to cut training expenses in this troubled economy. Critically reviewing expenses is very smart business. Cutting training expenses for your top performers, or A-Players, is not good business! Why? Because your top performers usually work circles around average employees! Your “A Players” have an inner drive to succeed. When the labor market improves, smart companies will have already established smart initiatives to retain top talent!
Some ways to hold on to your Top Performers: Continue reading ‘Important Message… Work Now to Retain Your Top Performers’ »
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Posted by Inneractive Consulting Insights on May 3, 2011 at 2:36 am under Hiring, Selection and Retention.
Tags: a players, intrinsic motivators, Judy W Bell, retaining high performers, retention, Success Habits, training initiatives
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Recently spoke to a new college graduate of computer science, who informed me about a new wave of job seekers. When I asked exactly what he meant by “new wave” I was told the real job competition is coming from people who have jobs currently and are looking for new positions with different companies.
So, the bottom line is while the unemployed are still looking for jobs in record numbers, they are competing with experienced people who have jobs currently. In fact, many of these job seekers are looking for lateral positions – even at the base level positions.
While this information is disturbing, it is expected. Why is it expected you may ask? Continue reading ‘It is Time to Watch Your Retention Rates’ »
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Posted by Voss Graham on January 28, 2011 at 3:38 am under Hiring, Selection and Retention.
Tags: employees retention, Employment engagement, recongnition for employees, retention and results, Retnetion, strategic value, Voss W Graham, wave of job seekers
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Following up on our earlier post about job assessments… the added effectiveness when hiring as well the legal side of validation… we can look even further at job benchmarking.
An effective Job Benchmark will give you: Continue reading ‘Job Benchmarks: What Information You Can Expect to Learn’ »
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Posted by Inneractive Consulting Insights on January 25, 2011 at 3:09 am under Hiring, Selection and Retention.
Tags: better on-boarding process and system, job assessments, Job benchmakring, Job Benchmark, Judy W Bell, Key Accountabilities, performance factors, performer comparisions, talent assessments, talent managemen system
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Does your hiring system really work for you is a great question. You need to look into the answer.
So what is a hiring system supposed to do for you?
Here is a short list of things your hiring system should do for you…
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Posted by Voss Graham on August 13, 2010 at 2:00 am under Hiring, Selection and Retention.
Tags: Hiring System, Job Benchmark, Match Job and Talent, on-boarding process, retention, ROI of hiring, Selection System, superior performers, Voss W Graham
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I ran across a situation recently that made me scratch my head. A very smart group of managers were discussing their newly discovered “benchmark” for a particular classification of job. While I do get excited about gaining insight through the use of matrix, I was disappointed in the overall effort or structure they used to develop their “benchmark.”
Here was their system or process for developing a broad benchmark for a job position. Seems they took a number of people who had been selected as “top performers” and then ran some assessments on this group, averaged the data across the group and decided the data from the average was good for a usable benchmark.
Well, this plan had several major flaws and will probably get them in trouble legally with the EEOC and other watchdog agencies. Here is a list of the flaws I found in their system… Continue reading ‘Beware of Averages – Especially with Benchmarks’ »
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Posted by Voss Graham on November 4, 2009 at 4:54 am under Hiring, Selection and Retention.
Tags: Beware of Averages, fatal flaws to watch out for in benchmarking, hiring and selection, job benchmarking, job or position analysis, performance standards, Targeted Interview questions, using a control group, Voss Graham
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During this time of high unemployment rates, it seems strange to discuss the six drivers for employee satisfaction. Yet, it is very important to keep your current employees happy and satisfied because you need to retain your best talent.
So here are six key drivers to providing employee satisfaction – which is a key factor in employee retention… Continue reading ‘Six Drivers for Employee Satisfaction’ »
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Posted by Voss Graham on August 27, 2009 at 4:35 am under Hiring, Selection and Retention.
Tags: Achievement, Corporate Culture, employee retention, Employee Satisfaction, Generation X and Y, Opportunity
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