Job satisfaction…down
Employee engagement…down
Hiring…down
Profits…down
Consumer spending…down
Consumer confidence…down
YIKES!!
How do we stay UP when things around us are down? Continue reading ‘Everything seems down in the Global Recession’ »
Posts tagged ‘hiring’
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In today’s economy, every business executive, owner, CEO and president should be asking themselves one important question:
“Do I have the talent to take this business to the next level?”
If the answer is no, you probably want to begin looking, but if the answer is yes, then employee retention should be at the top of your list. With employee retention statistics that prove your best employees may be sitting on your payroll while patiently waiting for the “right” job, you need to be sure that you are managing employee retention with specific individuals in mind and long-term goals in place.
Employees Are Not All A Like. A good manager knows the strengths and weaknesses of their employees, but do they know what motivates them? In employee retention studies, TTI has found that money is NOT the reason most employees leave a job, which seems contrary to popular belief. In our latest study of over 19,000 job seekers, only 19% said money was the reason they were looking for a new job. Instead, more popular reasons included stress, mismanagement, lack of room for advancement and lack of employee development. Continue reading ‘Retaining the Right Talent to Reach the Next Level’ »
Many people ask me why they should use assessments – primarily in their hiring process. Many believe that the only tool necessary is the behavioral question model and hiring will be great. My response to these people is that the behavioral question model is an excellent tool and I encourage its use in the selection process.
However, just as assessments are not the only tool you should or can use in the selection process, behavioral questions are not the only tool to use either. Why? Because one tool will only give you one part of the result – not necessarily the right result.
Okay, let me explain why only using the behavioral questioning model is a possible mistake. There are three primary reasons for caution if only using behavioral questions. Continue reading ‘Using Assessments in the Hiring and Selection Process’ »
