Careers In Government, Inc.’s Post

We all know that boosting employee retention is important...  But how do you go about doing it in notoriously high-turnover roles such as marketing and sales?  Here are some practical tips from Forbes Human Resources Council members:  👉 Be direct, honest, and transparent in your communication, including in job descriptions.    👉 Emphasize collective responsibility to share success and failure across functions.    👉 Clearly outline performance expectations during the interview process.    👉 Offer mentors to provide guidance and stability to new hires.    👉 Screen candidates for experience, skills, 𝐚𝐧𝐝 traits that suggest a good cultural fit.    👉 Invest in career development, skills augmentation, and career pathing for your staff.    👉 Ask your staff for input to learn exactly what they want, need, and expect from an employer.    What does boosting employee retention look like to you?    You can hear even more perspectives here: https://lnkd.in/eTWK-D2a    #Recruiting #HiringTips #EmployeeEngagement

Want to damage your EVP and destroy your talent attraction brand? Here are ten steps; 1. CEO approaches a senior, well connected HR candidate, amazing with talent management, DE&I, ESG and proactive Employee Relations. CEO is excited and due to this persons reputation in the market the CEO outlines a great opportunity that they think they would be great for. 2. Ask this HR professional what their aspirations are, how they can add true value to the commercial outcomes of the business and agree on remuneration for this amazing opportunity. 3. Put said candidate through a 5 round process with c-suite, the board and stakeholders. 4. Get them to do a case study on a problem you already have in the business. 5. Do references. 6. Give a verbal offer on a Thursday afternoon. 7. On Monday the CPO calls saying that they no longer have the budget for the role and they were pulling the offer. 8. CEO calls on Tuesday and asks what has happened and that they are still really keen to get this person on board. Tells this person to go away and think about it. 9. CPO emails candidate on Wednesday and says they "loved" meeting them, but they are not proceeding. 10. Amazing candidate drops the mic and walks away from the clown show. wow - what a whirlwind!! This is a true story BTW. Easy to do damage when you really want to!! #evp #employerbrand #candidateexperience

Tip for #hiring managers: Foster trust and clarity by sharing compensation and total rewards information during the hiring process. Candidates appreciate transparency, which builds a foundation of mutual understanding right from the start, and enhances retention of top talent. #PRSG #HiringTips #TransparencyInHiring #BuildTrust #TuesdayTips #TipsforSuccess

"It's who you know, not what you know." Sadly, this is true, but it shouldn’t be when hiring candidates. First, it encourages nepotism, which leads to favoritism once a candidate is hired. Second, when we hire those we know, we unconsciously exclude marginalized groups; studies show that people's connections broadly include people who look like them. Let’s go on: 3. Limits Diversity of Thought – different perspectives on success 4. Undermines Meritocracy – the concept that people are hired and promoted based on their skills and qualifications rather than friendships 5. Reinforces Bias – Allowing your unconscious bias to marginalize underrepresented people further. You might think hiring your friend is harmless because you know and trust them, but it isn’t! 6. Stunts Innovation – Diverse teams are proven to be more innovative. Period. 7. Disregards Obligation to an Equal Opportunity – Are CEOs forgetting the law? There is a complete disconnect between the questions on the application, “Do you have any friends or family that work here?” and the practices I have observed by hiring managers. 8. Creates a closed system—This is a big one! Opportunities are only available to those in social circles. Candidates spend hundreds of hours applying for jobs they can’t get into because they plan to hire a friend. 9. Stunts your company's growth: lazy and fast recruiting might be ok for now, but you’ll miss out on talent and ultimately will… 10. Erode trust and morale among the team. You are sending your company to a sad place to work. Your worst nightmare!!! Hiring should not be a popularity contest.  If you’re a recruiter or a CEO and feel a little lost about best practices, I’m here to help. Audit this course for free: https://lnkd.in/dXDkhjMw Don’t be negligent. Don’t be cheap. “It’s not a priority” is B/S, as are automatic rejections for 100% qualified candidates. Diversity is a priority. #diversity #hiring #diversityandinclusion #prioritizemarginalizedgroups #fightthegoodfight #bealeader #fixthesystem

Thinking about hiring a new team member? Before you post that job ad, consider looking within your organization! Internal recruitment can be a game-changer for employee retention and growth. Discover why promoting from within is a smart strategy that benefits both your team and your company: https://buff.ly/3Y57apR #EmployeeRetention

This article makes a great case for hiring from within! It's a smart move that can boost morale (yay for celebrating coworkers!), reduce turnover (growth opportunities= employees who stay), and save your company some cash (onboarding is $$$). Plus, it's a great way to build a strong company culture and support employee motivation. Who knew your next superstar could be right under your nose?

Provide opportunities for employees to give feedback on company policies and procedures! Have you ever wondered how your employees truly feel about the policies and procedures in your company? Encouraging open and honest feedback can lead to valuable insights and improvements in your organization. Remember, creating a culture of transparency and communication is key to fostering a positive and productive work environment. Employ cutting-edge recruiting tools to find exceptional talent! – https://lnkd.in/gyp9JsNv #HR #HumanResources #Job #Hiring #Talent #Recruiting #Interviewing #JobInterviews #Careers #Strategy #Growth

Are You Looking for a Workplace That Values YOU?   Feeling uninspired and disengaged in your current job? You're not alone. Recent Gallup data shows a troubling trend: U.S. employee engagement is at a decade-low, with only 30% of workers feeling truly engaged at the beginning of 2024. Here at Engtal, we believe in fostering a work environment that empowers and motivates our team. We understand that engaged employees are more productive, innovative, and committed to their work. That's why we focus on: Clear Roles & Responsibilities: Everyone on our team knows their purpose and how they contribute to our overall success. Strong Organizational Culture: We prioritize positive workplace dynamics and a sense of community. Connection to Company Mission: Our team members understand how their work aligns with Engtal's larger vision. Empathy & Support: We invest in our people's professional development and well-being. Want to join a growing company that prioritizes employee engagement? We're actively seeking talented individuals to join our team! Check out our careers page and take the first step towards a fulfilling career: https://lnkd.in/gGTrSXG2   #sales #recruitment #staffing #incentive #neworleans

Would you like to reduce the costs associated with your executive talent searches? If the answer is yes, then you'll be delighted to learn about our latest Spring/Summer offer, detailed below 👇 #executivesearch #promotion #facilitiesmanagement #elitetalentsearch #facilities