Recruitment and Retention

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HR Resources » Human Resource Advice » Recruitment and Retention

What makes a good employee leave – or stay
What makes a good employee leave may not always come down to pay. In fact, a good employee may leave your company in spite of the pay and benefits you offer. Good employees often leave because they’re frustrated with their career development, [ go]

Employee benefit plans that small firms can afford
Employee benefit plans often scare away small businesses. But employee benefit plans don’t have to be expensive. Although offering medical, dental, vision, disability and retirement plans can help you recruit and retain talent, small firms can stay competitive with a host of inexpensive benefits. [ go]

Employee retention programs - ideas for retaining staff
Employee retention programs offer organizations several strategies for reducing turnover. Since people are the only assets that can literally get up and walk out the door, employee retention programs can be vital in a tight job market. [ go]

Telecommuting advantages: how to get to the win-win in telecommuting
Telecommuting advantages may just be a matter of clever management. Although some managers worry that telecommuters will abuse their privileges, telecommuting advantages often outweigh the drawbacks. [ go]

Small business employee benefits
Small business employee benefits have emerged as keys to winning the war for talent. Small and midsized business employee benefits can be strategic as the labour market continues to thrive and there is increasing competition for top talent. [ go]

Problem employees: seven tips for managing problem employees
Problem employees — you’ve worked with them, perhaps for them and now you’re in a position where you need to manage them. Problem employees pose a range of costs for employers, [ go]

Employee retention programs
Employee retention programs can help you hang on to your most valuable assets – your star performers. By implementing even basic employee retention programs, [ go]

Managing a Shorthanded Summer
School is out, the warm weather is calling and your employees are making plans for golf dates, island getaways and family vacations. Many organizations are already operating with leaner teams, [ go]

Turning around turnover: how to keep the best employees™
Decrease employee turnover and your organization will be in a better position. You’ll need to decrease employee turnover to deal with imminent workforce changes. [ go]

Performance review tips | Tips for conducting a better performance review
Performance review tips can help managers better achieve goals. Performance reviews tips can help you strike the right balance between praise and constructive criticism [ go]

Employee performance goals: inspiring top performance from employees
Employee performance goals are one of the most important skills required of successful managers. Managing employee performance goals really depends on your ability to inspire team members. [ go]

How to identify what motivates your employees - recruitment and retention

How to Identify What Motivates Your Employees
When conducting exit interviews, many firms are surprised by the reasons employees give for moving on. Often there are little things that add up to the big decision to look elsewhere for alternate employment. [ go]

How to write an effective online employment advertisement
Job advertisements should gain you the best possible applicants for your vacant position. Don’t waste money by paying for non-performing employment advertisements. [ go]

Top 5 Managerial Dilemmas
Whether you’re managing your own company or one department within the regional office of an international corporation, there are universal challenges every supervisor faces. These difficulties test the mettle and resourcefulness of even the most seasoned and skilled supervisor. [ go]

Hiring Employees - Seven Winning Strategies
Choosing the right employee for your business is a very important decision that can often be a time-consuming and expensive process. Thoughtful, up-front preparation will reduce the possibility of adding a poor candidate to your existing team. Busy managers are often tempted to fill positions quickly which may result in a marginal employee who can cost you lots of money. [ go]

Hiring - What not to do
A person who is able to the job, and willing to do the work. Someone with team spirit, and who is manageable. Someone who fits within the organization’s culture, and is personally compatible with the organization and our current employees. An emotionally mature adult with sound and rational judgment. That’s all. [ go]

How to Hire and Manage Search Firms
Our experience has repeatedly shown that there is a wide-spread lack of understanding about the different types of search and recruiting firms, the types of services offered by search firms, what search firms actually do and what is the best type of firm to use in a given situation. [ go]

Choosing Between Two Equally Qualified Candidates
You’re facing a dilemma many managers would like to have: You’ve found more than one strong candidate for a position. [ go]

Hire Smart: Staffing Strategically for Cost Effectiveness
Effective management of human resources is one of the most important elements of a competitive business. In lean times and periods of economic uncertainty, it’s especially critical to carefully monitor and manage your biggest expense: labour. [ go]

Temporary employees - maximizing the productivity of your temps
Temporary employees have a huge influence on the success of a company. In today’s fast-paced business environment, hiring temps – temporary project professionals – is an integral part of a company’s ability to remain competitive. [ go]

Employee retention ideas - ideas for retaining top performers
Employee retention ideas can help you cut your human resources costs. When top performers start jumping ship, it’s most often for professional, not personal, reasons. [ go]

Boosting Employee Morale
Boosting employee morale creates satisfied, dependable and productive employees. Often a customer will choose to purchase your product or service based on the employee who represents that product or service, and the happier the employee, the more likely he is to attract customers. [ go]

Succession Planning: Preparing for the Future
Succession planning is the key to selecting and developing the people you'll need to carry out the vision for your company. Often referred to in the realm of family business, it isn't just about replacing the boss upon retirement. [ go]

Employee Surveys Yield Important Insights
Employee surveys can make your business more efficient, more attractive and more profitable. You may think everything’s under control, but getting your employees’ input will give you a fuller picture of what's working well and what areas of your organization might benefit from change. [ go]

Workplace Health Creates Workplace Wealth
There are undeniable facts that relate workplace health and workplace wealth. Reports show that for every dollar invested in workplace health and wellness, returns from $2.30 to $10.10 can be measured through reduced sick days, fewer WorkSafeBC claims and increased productivity. [ go]

Employee Retention – Understanding Employee Motivation
Employee retention is a battle for hearts and minds. Most companies are not putting in place the people strategies that will alleviate the challenges of employee retention. There is insufficient understanding of employees’ motivation to engage them and sustain their loyalty. [ go]

Four generations in the workplace
Four generations in the same workplace? It’s a reality for some companies. With the Millennials, Gen X, Baby Boomers and Veterans under one office roof, companies need to manage a range of work and lifestyles. [ go]

Flexible work options: the skinny half-sweet latte of work
In this age where people customize everything from their 10 am lattes to their lunchtime sandwich, “one size fits all” no longer applies. Employees want to customize when, how and where to work, too. Offer flexible work options and your company will have an edge. [ go]

The importance of employee engagement
In February 2006, Towers Perrin released an international workforce study called Winning Strategies for a Global Workforce. The purpose of the study was to “identify the drivers of attraction, retention, and engagement through the eyes of employees.” [ go]

Ideas for offering flexible work options
Flexible work options can help you manage a workforce of individuals with diverse needs. It can also help you brand your company to create a distinct workplace culture. If you’re interested in flexible work options, take a look at the wide range of offerings. [ go]

Retaining top employees by rewarding their achievements
Retaining top employees should be one of your top human resources goals. Like it or not, some of your employees have made it their resolution to pursue new career opportunities. If you’re a manager, this can actually work in your favour in ways that may surprise you. [ go]

Five-step plan for promoting from within
The practice of promoting capable staff members to management-level positions – rather than hiring someone from outside the firm – is a powerful motivation and retention tool. Using this strategy sends a clear message to your current employees that you reward talent, hard work and loyalty. [ go]

Onboarding: call to senior leaders
Why is onboarding important? If for no other reason, it's because organizations are doing do it more frequently than ever. As the shortage of workers escalates exponentially, future-focused leaders need to be strategic about how to integrate their new hires quickly and effectively. [ go]

New hire training: paving the way for new staff
New hire training, orientation and communication tactics can help you get staff up to speed as soon as possible. Managers often want to “on ramp” staff quickly, whether they’re new hires or inter-departmental transfers. However, starting a new job can present an array of challenges and the learning curve can vary depending on the individual. [ go]

Tips on how to keep your seasonal employees coming back
As a seasonal employer, you know how difficult it can be to find qualified, committed, and motivated employees who will work for a short period of time (winter or summer season). Imagine being able to keep the stars of your organization coming back year after year. [ go]

Employee turnover – how much is it costing you?
We all subscribe to the adage that it is cheaper to keep a current customer than to acquire a new one. The same premise applies to employees. Recruiting new staff is a time consuming and expensive exercise that directly affects your bottom line. [ go]

Manpower Employment Outlook Survey Reveals Employers Expect a Positive Hiring Climate for the Fourth Quarter of 2008
Canadian employers expect a positive hiring climate for the October to December period of 2008 according to the latest results of the Manpower Employment Outlook Survey, the most extensive,forward-looking employment survey in the world. [ go]

Job seekers in accounting and finance say respect on the job more important than salary
These days, when talented employees are becoming increasingly hard to find in the labour market, attracting the best people and keeping them motivated are hot topics for Canadian and Montréal businesspeople. During the 1990s, offering high wages was sufficient to keep a workforce satisfied and attract the most qualified talent. [ go]

Effective mentoring – the structure of learning relationships
Effective mentoring is far from easy. While companies recognize the value of mentoring programs and commit to implementing them in their workplaces, many fail to recognize the structure and skills required to make a relationship-based, informal feedback development process, such as a mentoring program, work. Effective mentoring takes planning. [ go]

Give staff the training they really need
Today more than ever, employers are aware of the importance of encouraging adaptability, specialist skills and development in their employees. Keeping up with new industry practices and technological change are essential if employees are to meet the challenges of the future. For employers, this means training is an aspect of staff development they cannot afford to ignore. [ go]