Stay Interviews + Onboarding: Involving Managers to Reduce Early Turnover
|
|
- Edwin Warner
- 7 years ago
- Views:
Transcription
1 Stay Interviews + Onboarding: Involving Managers to Reduce Early Turnover Wednesday, June 20, :00 AM PDT/ 1:00 PM EDT Duration: 45 min. for webinar, 15 minutes for Q&A Featured Presenter: Dick Finnegan, CEO of C-Suite Analytics Copyright C-Suite Analytics 2012, All Rights Reserved Access the webinar: 1. Dial in: Enter meeting number/ access code: Enter attendee ID number or press # WebEx Technical Support: Instructions: If you ve joined us early, you may hear sound checks/testing. Please wait. The webinar will begin at the appointed time. Send questions via Chat feature anytime during the presentation. They will be answered at the conclusion of the webinar. Recommended Browser: Windows Internet Explorer
2 Finnegan Background Recovering HR director who has solved disengagement & turnover across 6 continents including Siberian banks, African gold mines, and the CIA Author of Rethinking Retention in Good Times and Bad, endorsed by BusinessWeek as offering fresh thinking for solving the turnover problem in any economy Author of The Power of Stay Interviews for Engagement & Retention Noted as employee retention expert by BusinessWeek, Chief Executive Magazine, & Consulting Magazine Partners with HR Excellence Center of China to conduct employee retention programs for Microsoft, Coca Cola, and other companies across China 1
3 How To Avoid You re Hired, Onboarded, & Trained: GOOD LUCK! June 20, 2012 Dick Finnegan 2
4 Today s Agenda The Rethinking Retention Model Trust Building Essentials Stay Interviews Leverage All Free Gift 3
5 New Hire Risk Only 26% of first year employees are truly loyal and 45% are high risk Walker Information While 69% of new hires feel satisfied and enthusiastic during their first 90 days, that number continues to plummet throughout employees first year Sirota 27% of fresh out nurses turn over in their first years at very high cost 4
6 6 Grabbing Statistics #1: Nursing is the #1 most recessionproof job #2: 233,000: # of new nurses needed each year #3: 370/200,000: # of hospitals/employees surveyed to learn nurses were least satisfied #4: 27%: # of fresh out nurses who turn over in first year #5: 3.9%: Unemployment rate for college grads versus 14.7% for HS dropouts #6: 50 90%: Employees who will seek new jobs 5
7 6 Statistics Conclusions #1 233, /200,000 27% 3.9% 50-90% 1. Nurses are and will be in incredible demand for our lifetimes 2. Nurses top the frustration list 3. Nurses can always leave 6
8 The Rethinking Retention Model Process or Program Driven? Retention Programs driven from the side like surveys, employee appreciation week, newsletters Retention Processes driven by by executives from from the top the top like sales, service, quality, quality, and safety and safety 7
9 Supervisors Impact on Retention If you have a turnover problem, look first to your managers Gallup Primary reason for seeking a new job is disliking boss s performance Yahoo Employees stay for managers first and co-workers second salary.com Poor leadership causes over 60% of all employee turnover Saratoga Institute When employees stay, it is because of their immediate managers National Education Association Employees who stay primarily for their supervisors stay longer, perform better, and are more satisfied with their pay TalentKeepers Employees relationships with managers mediate their perceptions of pay, benefits, development, and advancement Kenexa 8
10 The Rethinking Retention Model Research-Driven, Process-Based 9
11 The Rethinking Retention Model 3 Principles Point #1. Employees quit jobs because they can Point #2. Employees stay for things they get uniquely from you Point #3. Supervisors build unique relationships that drive retention or turnover 10
12 The Rethinking Retention Model For supervisors Point #4. Hold supervisors accountable for achieving retention goals Point #5. Develop supervisors to build trust with their teams For people management processes Point #6. Narrow the front door to close the back door Point #7. Script employees first 90 days Point #8. Challenge policies to ensure they drive retention For top management Point #9. Calculate turnover s cost to galvanize retention as a business issue Point # 10. Drive retention from the top, as executives have the greatest impact on achieving retention goals 11
13 The Rethinking Retention Model 12
14 The Rethinking Retention Model Process or Program Driven? Retention Programs driven from the side like surveys, employee appreciation week, newsletters 30% Retention Processes driven by executives from the top like sales, service, quality, and safety 70% 13
15 Ask yourself Which do you think impacts first-year retention and engagement more Your onboarding program? First-line managers? 14
16 Ask yourself Do you set first-year retention goals for some or all positions? Yes No 15
17 Ask yourself Do your managers conduct structured meetings in new employees first years that are about retention vs. performance? Yes No 16
18 Stay Interviews A Stay Interview is a structured discussion a leader conducts with each individual employee to learn the specific actions she must take to strengthen that employee s engagement and retention with the organization Stay Interviews Bring information that can be used today Focus on individual employees including top performers Put managers in the solution seat 17
19 Stay Interviews Vs. Survey Staples Exits Engagement Too long Don t reveal truths Better opportunity No follow-up No changes autopsies! Engagement surveys do provide benchmarks! Average thinking vs. top performers Opinions vs. importance Long delays Annual temperature checks Short-term, feel-good programs don t build up skills 18
20 Are You A Believer? How do we know supervisor trust is the absolutely most important retention & engagement skill? 19
21 Why Was Your Best Boss Your Best Boss? My best boss ever was my best boss because
22 Why Was Your Worst Boss Your Worst Boss? My worst boss ever was my worst boss because
23 The Fortune Top 100, 2012 #1: Employees rave about their mission, the culture, and the famous perks of the Plex: bocce courts, a bowling alley, eyebrow shaping 25 cafes, all gratis 22
24 Two thirds of a company s score is based on the results of the Great Place To Work s Trust Index Survey Any company can be a great place to work. Our approach is based on the major findings of 20 years of research that trust between managers and employees is the primary defining characteristic of the very best workplaces. The Great Place to Work Institute 23
25 Google s Quest To Build A Better Boss What Makes A Great Boss At? As published in The New York Times, March 12 th,
26 Google s Quest to Build A Better Boss Technical expertise the ability, say, to write computer code in your sleep ranked dead last among Google s big eight. What employees valued most were even-keeled bosses who made time for one-on-one meetings, who helped people puzzle through problems by asking questions, not dictating answers, and who took an interest in employees lives and careers. 25
27 Google s Quest to Build A Better Boss What employees valued most were Even-keeled bosses who made time for one-onone meetings Who helped people puzzle through problems by asking questions, not dictating answers And who took an interest in employees lives and careers. 26
28 Which Side Matters More? Pay, benefits, bonuses, Employee appreciation week, Employee of the month, Brown bag lunches, Leaderboard winners, career Ladders, employee surveys, Exit surveys, onboarding, Training monitoring sessions, Team meetings, all-hands Meetings and almost everything else Employees trust their direct supervisors on all levels throughout your organization 27
29 Which Side Matters More? Pay, benefits, bonuses, Employee appreciation week, Employee of the month, Brown bag lunches, Leaderboard winners, career Ladders, employee surveys, Exit surveys, onboarding, Training monitoring sessions, Team meetings, all-hands Meetings and almost everything else Employees trust their direct supervisors on all levels throughout your organization 28
30 Supervisors vs Programs Good Programs + Good Supervisors = Retention & Engagement Good Programs + Poor Supervisors = Turnover & Disengagement 29
31 Imagine Your supervisor schedules a meeting to ask: Why do you stay? What can I do to make you stay longer? Has your supervisor ever asked you to have a meeting just to talk about you throughout your career? How would you feel if your supervisor made just one thing better? How can I make your working so hard here feel better? What do you want that you are reluctant to ask about? New role? Stop doing? Start doing? Learn something new? 30
32 Imagine How much money how many actual $s would Now gulp imagine that every supervisor developed skills & conducted this type of meeting with every employee in your company this be worth? How much would your engagement and retention improve? 31
33 How Many $s Are At Risk? Engagement One standard deviation improvement in engagement increases revenue per employee by $4,675 For a typical S&P 500 organization, = revenue increase of $93.5 million Proportional increase just as large for small/medium companies Retention Turnover costs companies 12% 40% of pre tax income Costs shareholders 38% in additional value in just four high turnover industries Annual cost nationally is $25 billion 32 32
34 3 Stay Interview Success Stories Florida Hospital Zephyrhills All turnover 37%; nurse turnover 70% Burcham Hills Retirement Community Nurse turnover 70%; 100% retention first 180 days Novo 1 Call Centers Agent turnover 20% 33
35 Stay Interview Key Ingredients Cascade Tops Down Conducted by supervisors vs HR Separate from Performance Script openings, initial questions, responses, possible solutions Schedule at early intervals like 60, 120 days Gather stay & potential leave reasons at the top Repeat annually after 34
36 What is Your Early Turnover Tipping Point? If turnover is high up to 6 months and then improves after Ask managers to conduct Stay Interviews at 30, 90, and 180 days to improve early retention. 35
37 Instructions for Conducting Stay Interviews 1. Introduction 2. Skill #1: Always take notes A Skill-Based Process Like Performance Reviews 3. Skill #2: Be a great listener 4. Skill #3: Remember to probe 5. Skill #4: Take responsibility 6. Summarize 7. Explain next steps 36
38 Best Turnover Predictor Advanced Technology Systems Peoria, Illinois Supervisors conduct annual Stay Interviews; also conduct Stay Interviews for new hires at 30 & 90 days Supervisors predict retention risk via Green.likely to stay Yellow concerned Red unlikely to stay Develop action plans for yellows and reds Supervisors accountable for coding 37
39 Next Webcast: Employee Retention 501 For Those Who Seriously Want to Improve It Setting goals, holding managers accountable, and putting a cost on turnover Date: August 7, 2012 Time: 10:00 AM Pacific Time/1:00 PM Eastern Time 38
40 Free Gifts! 1. To Receive Profiles of 5 Organizations That Applied Stay Interviews to Improve Engagement and Retention Please Me and title 5 Profiles DFinnegan@C-SuiteAnalytics.com 2. Contact Tim Stene at AllHealthcareJobs.com for your free recorded copy of our May 23 webinar, Hiring for Engagement & Retention. Here s what you missed: The first in our webinar series on retention in healthcare How hiring is related to retention Eight ways to hire for engagement & retention Tim.Stene@AllHealthcareJobs.com
Certified Employee Retention Professional (CERP)
Certified Employee Retention Professional (CERP) Operationalizing Retention Module #2, Tool #1 Dick Finnegan Founder, Retention Institute Copyright Retention Institute 2010 All rights reserved 1 Certified
More informationTHE STAY INTERVIEW KICK START GUIDE. 5 Simple Steps to Dramatically Improve Engagement & Retention
THE STAY INTERVIEW KICK START GUIDE 5 Simple Steps to Dramatically Improve Engagement & Retention You ve heard about them. You ve read about them. Maybe you have even tried doing them. But now, you are
More informationAvoiding Six Dangerous Retention Mistakes Most Companies Make
Avoiding Six Dangerous Retention Mistakes Most Companies Make Presented By Stacy Stack Director Of Training and Development Express Employment Professionals Introduction SHRM predicting 2012 employment
More informationEmployee Engagement Survey
Employee Engagement Survey (SAMPLE EXTENDED REPORT) Presented by: 11 River Street Wellesley Hills, MA 02481 Table of Contents Topic Page Introduction 2 Engagement Research 4 Quantitative Results - Averages
More informationJust Ask: Strategies for Engaging and Retaining Help Desk Professionals
Just Ask: Strategies for Engaging and Retaining Help Desk Professionals by Beverly Kaye and Sharon Jordan-Evans Help Desk leaders want their talent to stay. And not just stay, but be satisfied, engaged,
More informationThe Saratoga Review. Saratoga Human resource services. Newsletter Issue: February 2008. In this issue
Saratoga Human resource services The Saratoga Review Newsletter Issue: February 2008 In this issue Driving retention through a better exit survey process Results from PricewaterhouseCoopers 2007 global
More informationPREPARING FOR INTERVIEWS
Interviews for academic jobs take many forms, from phone and Skype conversations to the brief 45-minute interview at a major convention to longer campus visits of one or two days. Whatever the interview
More informationThe Virtual Manager: Cutting Edge Solutions to Attracting, Engaging, and Managing Remote Workers March 12, 2014
The Virtual Manager: Cutting Edge Solutions to Attracting, Engaging, and Managing Remote Workers March 12, 2014 Kevin Sheridan, New York Times Best Selling Author, Keynote Speaker, and Chief Engagement
More informationWinning Leadership in Turbulent Times Developing Emotionally Intelligent Leaders
Working Resources is a Leadership Consulting, Training and Executive Coaching Firm Helping Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Emotional Intelligence-Based Interviewing
More informationAgenda Compensation Negotiation
Presenter: Bill Lindstaedt, MS Office of Career and Professional Development bill.lindstaedt@ucsf.edu Agenda Compensation Negotiation Talking about compensation during the interview What to say at the
More information509 467-0062 208 664-8958 humanix.com
Connecting businesses to people who bring the valuable talents, skills and advanced know-how to make sure any level job temporary or permanent gets done right. 509 467-0062 208 664-8958 humanix.com Onboarding
More informationMeasuring your most important Asset: Human Capital
Measuring your most important Asset: Human Capital Workforce Analytics Training We are all familiar with the conventional HR metrics that are frequently used in organizations today Turnover rate, time
More informationThe Top 10 Places For Architects To Generate New Clients By Richard Petrie
Brought to You By: BusinessofArchitecture.com and ArchitectsMarketing.com The report that cost over $300,000 to write: The Top 10 Places For Architects To Generate New Clients By Richard Petrie Note: This
More information9.5 Secrets to Building a Successful Prospecting Plan
9.5 Secrets to Building a Successful Prospecting Plan We all know prospecting is like doing our worst chore. But you can t succeed at sales with out being a great at prospecting. When prospecting you need
More informationAlternative Careers for Skilled Immigrants
Alternative Careers for Skilled Immigrants March 4, 2014 2-3 pm Eastern Time Dial: +1-415-655-0001 Access Code: 661 952 065 Logistics Today s webinar is in listen-only mode via internet audio or dialin.
More informationWorkforce Insights Employee Satisfaction Surveying
Workforce Insights Employee Satisfaction Surveying Overview One significant factor in your call center s success is how happy and satisfied the employees are. Employee satisfaction has an extremely high
More informationEmployee New Hire Training: A Tale of Two Employees
Employee New Hire Training: A Tale of Two Employees Beverly Tester, Director of Instructional Design When I think of all the employee new hire training I ve experienced in my career, a famous quote comes
More informationTurning Employee Survey Data into Strategic Action. An Overview of the Action Catalyst Model C A T A L Y S T
Turning Employee Survey Data into Strategic Action An Overview of the Action Catalyst Model C A T A L Y S T SirotaScience Webinar April 19, 2012 Welcome to the SirotaScience Webinar Series SirotaScience
More informationPeople Management and Leadership Training That Gets Results!
and Leadership Training That Gets! Welcome to Great Managers! A 5 year Australian Government-funded research report, Leadership, Culture and Management Practices of High Performing Workplaces: The High
More informationNursing Interview Success Packet
LINFIELD COLLEGE Nursing Interview Success Packet Compliments of Linfield College - Portland Campus Office of Student Services Cat Careers What Will You Become? http://www.linfield.edu/portland/student-life/cat-careers.php
More informationInterviewing Tips for Managers
One of the keys to successful recruitment and retention is the interviewing process. Developing a plan from initiating the search through to selection will enhance your chance for success. The purpose
More informationEmployee Engagement Special Report
Employee Engagement Special Report Leveraging Engagement for Profitability What is an engaged employee and how important are they to my business? An engaged employee cares about more than just receiving
More information10Reasons Why Social Media Campaigns FAIL. By Melinda Emerson
10Reasons Why Social Media Campaigns FAIL By Melinda Emerson 10 reasons why social media campaigns fail 10 REASONS WHY SOCIAL MEDIA CAMPAIGNS FAIL Social media is the great equalizer for small business
More informationThe research is undeniable: Gallup estimates disengaged employees cost the U.S. economy as much as $350 billion a year; the United Kingdom,
From Employed Regardless of whether you sell home improvement supplies or compete for customers in another industry, the benefits that come from an engaged workforce are a competitive differentiator and
More informationEXECUTIVE BEHAVIORAL INTERVIEW GUIDE
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the
More informationGood Beginnings Make Good Employees
Good Beginnings Make Good Employees Transforming Your Orientation into an Engaging Onboarding Experience Judi Clements President of Judi Clements Training & Development www.judiclements.com Copyright 2016
More informationThe Real Cost of a Bad Hire
On average, employee turnover cost U.S. businesses an estimated $300 billion. 1 The staggering cost of employee turnover can be viewed as simply the cost of doing business, however, additional damage occurs
More informationINTERVIEW QUESTIONS GUIDE
INTERVIEW QUESTIONS GUIDE Prepared by MBA Career Services USC Marshall School of Business March 2016 1 Table of Contents GENERAL QUESTIONS3 TOP TEN MOST ASKED QUESTIONS... 3 CAREER DIRECTION... 3 CORPORATE
More informationAPPENDIX B-2 FOCUS GROUP PROTOCOLS
APPENDIX B-2 FOCUS GROUP PROTOCOLS THE DEPARTMENT OF COMMERCE PERSONNEL MANAGEMENT DEMONSTRATION PROJECT FACILITATORS FOCUS GROUP PROTOCOL For DEMONSTRATION GROUP NON-SUPERVISORS Spring 2003 YEAR FIVE
More informationPurchasing Negotiators - The Godfather of Negotiations
INTRODUCING Omid Ghamami The Godfather Of Negotiations Planning Intel Corp IN ADVANCED NEGOTIATION PREPARATION FOR TCO 4 Days Training Class in Dubai from 3 to 6 November 2014 An Opportunity to Learn from
More informationGUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY
ENTRY GUIDE Early Bird entry deadline: 22 April Final entry deadline: 1 June THE RECRUITMENT AWARDS THAT PUT TALENT FIRST It s great when a hardworking, dedicated team is recognised by an external organisation.
More informationTalent Management Courses
Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people
More informationEddie Gammill, BA, MSN,RN Manager of Wellness Programs, Emory University
Eddie Gammill, BA, MSN,RN Manager of Wellness Programs, Emory University Outlines Discuss current state of nursing Provide the NP student with resources to create strategies t as they approach the job
More informationSelf-Identification Form: Effective Tips for Better Results. Sheridan Walker, CEO HirePotential, Inc. www.hirepotential.com
Self-Identification Form: Effective Tips for Better Results Sheridan Walker, CEO HirePotential, Inc. www.hirepotential.com AGENDA Disability Demographics Disability Point of View Overview of Section 503
More informationAIDET Overview: Why, What & How
AIDET Overview: Why, What & How TRAINING OBJECTIVES By the end of this training session you will be able to: 1 Explain what AIDET means and understand the use of Key Words as a tactic to: Improve Operational
More informationThe TKI Tool. More Than Conflict Management. change. management. team building performance improvement. retention
The TKI Tool More Than Conflict Management change retention management leadership development team building performance improvement Practical Ways to Use the TKI to Maximize Organizational Performance
More informationSection 1: Introduction to the Employee Satisfaction Roll Out Process 3
TABLE OF CONTENTS: Section 1: Introduction to the Employee Satisfaction Roll Out Process 3 Section 2: The Survey Roll Out Process Defined... 4-15 1: Survey Completed And Data Collected. 4 2: Leaders Trained
More informationA REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES. Who Will Build Your Future? The New Employee Relationship. Sponsored by
A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES Who Will Build Your Future? The New Employee Relationship Sponsored by Sponsor s Perspective One of the many outcomes of the difficult economic environment
More information1 Executive Onboarding Reward vs. Risk
1 Executive Onboarding Reward vs. Risk Gerard F. McDonough and Becky Choi, J.D. LEADFIRST LEARNING SYSTEMS, LLC Challenging Transitions It would seem that as professionals become more advanced in their
More informationConsulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers
Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage
More informationInbound Marketing vs. Outbound A Guide to Effective Inbound Marketing
Inbound Marketing vs. Outbound A Guide to Effective Inbound Marketing There s a new, yet not so new way to market your business these days, and it s a term called Inbound Marketing. Inbound marketing may
More informationWhat Is A Security Program? How Do I Build A Successful Program?
What Is A Security Program? How Do I Build A Successful Program? White Paper A Security Program is like building a house, the standards provide you with a list of parts needed to build the house and a
More informationNETWORKING: WHY, HOW, WHO, and WHEN
NETWORKING: WHY, HOW, WHO, and WHEN Professional Development Workshop Series Career Development and Internships Office (CDIO) careers@northpark.edu x5575 1 Up to 80% of jobs these days are found through
More information50 EMPLOYEE ENGAGEMENT. IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT
50 EMPLOYEE ENGAGEMENT IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT ! 50 EMPLOYEE ENGAGEMENT IDEAS and TIPS: 50 EMPLOYEE ENGAGEMENT IDEAS AND TIPS 1 2 3 4 5 BE A BETTER BOSS! Immediate manager
More information8 Tips to Engage Your Employees. Brought to you by TNS Employee Insights
8 Tips to Engage Your Employees Brought to you by TNS Employee Insights Tips 01 Get to Know Your Employees...4 02 Provide Basic Training for Your Employees...6 03 Develop Your People...8 04 Recognize Your
More informationEMPLOYEE ENGAGEMENT. Pipeline Articles www.contactcenterpipeline.com
superior service / feb 2014 EMPLOYEE ENGAGEMENT Five best practices for protecting and investing in your most prized corporate asset: Your employees! By Eli Federman, Customer Service Simplified Pipeline
More informationTools for Effective Performance Management
Tools for Effective Performance Management TABLE OF CONTENTS Section Page How to Get the Most from the Formal Review Process 2 Six Key Actions to Prepare for the Review 5 Sample Forms 11 How to Deal with
More informationInfinite Campus University Registration Site Information Objectives:
Infinite Campus University Registration Site Information Objectives: Access, Navigation Infinite Campus University has a registration website that enables our customers to log in and view all of our trainings
More informationVd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS
Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)
More informationREVAMP YOUR TRAINING 7 STEPS TO A SUCCESSFUL BLENDED LEARNING PROGRAM
REVAMP YOUR 7 STEPS TO A SUCCESSFUL BLENDED LEARNING PROGRAM BY STEVE O BRIAN, VICE PRESIDENT, CHRONUS CORPORATION WITH KAREN DU FOUR DES CHAMPS, & DEVELOPMENT EXPERT, AUTHOR, SPEAKER, AND CONSULTANT PROGRAM
More information1. Overall, how satisfied are you working for The Company? Extremely Dissatisfied. Very Dissatisfied. Somewhat Dissatisfied.
Gathering information on employee satisfaction, this survey focuses on how employees feel about their job description, position within the company, relationships with colleagues and superiors, advancement
More information10 Steps For A Successful Employee Campaign
10 Steps For A Successful Employee Campaign STEP 1: REVIEW PAST CAMPAIGNS Meet with last year s campaign coordinator to: DISCUSS last year s campaign and its success, strengths, and weaknesses. ANALYZE
More informationRetention Practices: AGENDA. Hire to Retire (H2R): Program Background. 1. Hire to Retire (H2R): Program Background
Retention Practices: Setting Expectations and Managing Performance Sharon Harris CIS Senior Human Resource Consultant AGENDA 1. Hire to Retire (H2R): Program Background 2. Performance Management - Benefits,
More informationWeb Conferencing Overview
Web Conferencing Overview Market Definition Webcasting or web-conferencing products are well know and have been traditionally relegated to purchases within a line of business (LOB) to perform a specific
More informationSample Interview Questions
Sample Interview Questions An interview provides the hiring manager a perfect opportunity to identify the applicant best qualified and best suited for the organization. Conducted properly, it is a valuable
More informationHR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals
50 HR and Recruiting Stats That Make You Think Introduction Employer branding, employee engagement, social recruiting, transparency and Millennials are among the most important trends and topics impacting
More informationLearning and Development Hiring Manager Guide For Onboarding A New Manager
Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation
More informationWhy You Should Use a Virtual Assistant for Human Resources?
Why You Should Use a Virtual Assistant for Human Resources? Human Resource Outsourcing. The How To s and Why s Online business is becoming more popular each day. More people bring their businesses virtually,
More informationTen Ways To Use Public Speaking To Promote Your Expertise pg. 1
Ten Ways To Use Public Speaking To Promote Your Expertise pg. 1 TEN WAYS TO USE PUBLIC SPEAKING TO PROMOTE YOUR EXPERTISE By Vickie K. Sullivan, President, Sullivan Speaker Services Inc. If you're not
More information2012 Allied Workforce Mobility Survey: Onboarding and Retention
About the 2012 Research The 2012 Allied Workforce Mobility Survey, conducted in March 2012, captures the voice of HR professionals on critical topics relating to workforce mobility, which is defined as
More informationJob Search Resources for International Students
Job Search Resources for International Students Returning Home The differences from a United States job search Are you considering returning home after your studies? In addition to preparing for your relocation,
More informationHUMAN RESOURCES ROLE AS CHANGE AGENT AND STRATEGIC PARTNER Presented by Kevin Sheridan, CEO, HR Solutions
HUMAN RESOURCES ROLE AS CHANGE AGENT AND STRATEGIC PARTNER Presented by Kevin Sheridan, CEO, HR Solutions ASHHRA S 44th Annual Conference & Exposition Austin, TX October 13, 2008 1:45 pm - 3:00 pm // feature
More informationINTERVIEW TIPS PREPARING FOR INTERVIEWS
INTERVIEW TIPS PREPARING FOR INTERVIEWS These pre-interview essentials could make the difference between your next career step or a career full stop! Make sure you know the exact address and time of the
More informationOnline Accounting Software RETENTION AND REWARD GUIDE
Online Accounting Software RETENTION AND REWARD GUIDE A guide to retention and reward If you ve recruited and built a team, it s important you keep your employees happy. This will save you money in the
More informationHRBP Human Resource business professional HRBP SM
certification in human resources» HRBP Human Resource business professional HRBP SM body OF KNOWLEGE HR certification institute hrci.org HR Certification Institute 1 HRBP BODY OF KNOWLEDGE AT-A-GLANCE
More informationEmail Marketing Success for Staffing - Taking Email Beyond the Inbox
Email Marketing Success for Staffing - Taking Email Beyond the Inbox So just what is EMAIL MARKETING? 2013 Haley Marketing Group 1.888.696.2900 1 So what is EMAIL MARKETING? Email blasts Newsletters Personal
More informationINFORMATION GUIDEBOOK
Welcome to the Law Offices of Robert Weed! I am Bob-Bot, your e-tutor and guide to understanding the in s and out s of bankruptcy. Today I will show you how you can clear your debt, get a fresh start on
More informationRecruitment Development institute. Webinars
Recruitment Development institute Webinars Ramp up your recruitment skills and improve your own job security and performance with the Recruitment Development Institute Webinars. We have hand-picked our
More informationB Resource Guide: Employee Engagement and Metrics
What s in this Guide: I. Why Assess Employee Engagement? II. How to Survey Employees III. A Special Offer for B Corporations I. Why Assess Employee Engagement? If you have over 30 employees, it is good
More informationThe Referral Blueprint
The Referral Blueprint Your path to success has never been so clear. Our Referral Blueprint has been designed to help you get more referrals by building a business Powered by Referrals. Our goal is to
More informationQUESTIONS YOU MUST ASK BEFORE HIRING A WEB DEVELOPMENT COMPANY
QUESTIONS YOU MUST ASK BEFORE HIRING A WEB DEVELOPMENT COMPANY BY CHANTELLE LITTLE TAC MARKETING 6 questions you must ask before hiring a web development company Choosing a website development company
More informationThe Job Search Process
THE JOB SEARCH Your job search begins the moment you start thinking about life after Garrett College and continues until you have accepted a job offer. Even then, however, it doesn t end, as our ever-changing
More informationHuman Resources 2014 2015 REORGANIZATION 1
Human Resources 2014 2015 REORGANIZATION 1 Table of Contents I. Our Focus 3 II. How We Get There 4 III. Organizational Charts 5-9 IV. Summary of Reorganization 10-13 V. Buckets of Work for 2014-2015 13
More informationSupervisor s Guide to the New Employee On-Boarding Program
Supervisor s Guide to the New Employee On-Boarding Program Office of Human Resources Training and Development On-Boarding and Engagement What this guide will do for you The Office of Human Resources On
More informationHiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933
Hiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933 Welcome to Hiring & Onboarding Cost Savings Oct. 22, 2014 Sponsored by TeamNFP & Your MIP Business Partner Housekeeping
More informationGuide for Local Business Google Pay Per Click Marketing!
Guide for Local Business Google Pay Per Click Marketing! Guide for Google Pay Per Click Marketing - Leverage The Power Of Adwords To Grow Your Business FAST You re about to discover the secrets of fast
More information2015 Leadership Development Programs. Overview
2015 Leadership Development Programs Overview OVERVIEW Leadership Development Programs WELD s mission is to develop and advance women s leadership to strengthen We do this by building programs, events,
More informationOnboarding Workbook Make your new employees more productive in less time
Onboarding Workbook Make your new employees more productive in less time Onboarding What is it? Onboarding is the process of integrating new recruits and transforming them into productive and committed
More informationplanning for success.
planning for success. how a succession plan can help your business retain knowledge & grow leaders. move up in the world. planning for success: how a succession plan can help your business retain knowledge
More informationA Brief Guide to Executive Onboarding
Career Transition Series A Brief Guide to 2011 Bill Holland 1 Contributors Bill Holland Bill Holland is President of a leading Executive Search firm and founder of numerous businesses in Human Capital
More informationAramark A Legacy of Exceptional Service
Aramark A Legacy of Exceptional Service Aramark delivers experiences that enrich and nourish people s lives through innovative services in food, facilities management, and uniforms. We provide award-winning
More informationAttracting, Onboarding and Retaining Employees within the Healthcare Industry
Attracting, Onboarding and Retaining Employees within the Healthcare Industry By: Nadia Gruzd As we face global unprecedented demographic, economic and competitive challenges, and other industries experience
More information9/3/2014. Building a World-Class Onboarding Program. The First Day
Building a World-Class Onboarding Program The First Day 1 Olinger Group New Hire Survey 1 in 5 had no desk 1 in 4 had to wait for a computer 1 in 3 didn t have their email setup 2 Onboarding The process
More informationThe How, What, When and Why of On-Boarding
The How, What, When and Why of On-Boarding An ebook By Debbie Edmondson Cohesion Recruitment What is On-boarding? On-boarding is a really key part of your engagement process, and needs organisational buy-in
More information@ # TWITTER GETTING STARTED WITH MARKETING SALES SOCIAL MEDIA
@ # GETTING STARTED WITH TWITTER MARKETING SALES Venture Accelerator Partners www.vapartners.ca SOCIAL MEDIA Content Chapter 1 Introduction Chapter 2 You need to be on Twitter Chapter 3 Twitter Basics
More informationEffective Workforce Development Starts with a Talent Audit
Effective Workforce Development Starts with a Talent Audit By Stacey Harris, VP Research September, 2012 Introduction In a recent survey of CEO s, one in four felt they were unable to pursue a market opportunity
More informationEssentials to Building and Maintaining a High Performance Workforce
3 Essentials to Building and Maintaining a High Performance Workforce A company can have the right technology, the right infrastructure, the right products and services yet still fall short of expectations
More information18 Things Every SLP Must Know to Choose the Best Job
18 Things Every SLP Must Know to Choose the Best Job 18 Things Every SLP Must Know to Choose the Best Job Copyright 2011 Solution Marketing Inc. Cover Photos Courtesy of photostock, renjith Krishnan, Jscreationzs/
More informationOnboarding New Employees
Onboarding New Employees Ginny Vanderslice and Linshuang Lu Praxis Consulting Group Excerpted from The ESOP Communications Sourcebook, 6th ed. For details on The ESOP Communications Sourcebook or to order
More informationIn our current competitive climate, all public schools should be building their brand Stacy Tapp
In our current competitive climate, all public schools should be building their brand Stacy Tapp I t s no secret. Many public school districts in Wisconsin are facing declining enrollment. Competition
More informationVirtual HR. Trends and insights on how organizations are now recruiting, on-boarding and training employees.virtually.
Business Report Virtual HR Trends and insights on how organizations are now recruiting, on-boarding and training employees.virtually By: Eric Vidal www.intercall.com September 2011 Virtual Human Resources
More informationOCDE New Employee Onboarding Manual
OCDE New Employee Onboarding Manual Prepared by: OCDE Academy October 1, 2007 1 Introduction Onboarding is the process of interviewing, hiring, orienting and successfully integrating new employees into
More informationJOB PERFORMANCE NOT A PREDICTOR OF EMPLOYEE ENGAGEMENT
JOB PERFORMANCE NOT A PREDICTOR OF EMPLOYEE ENGAGEMENT New Analysis Linking Engagement Scores with Appraisal Scores Shows Low Performers More Engaged than High and Middle Performers By Mark Murphy, CEO
More informationFinding a Career. Leader Guide. Learner Objectives. Before the Program. Notes on the Program NORTH DAKOTA PERSONAL FINANCE EDUCATION
NORTH DAKOTA PERSONAL FINANCE EDUCATION Finding a Career Leader Guide Learner Objectives Students will: Examine their lifetime earning power and career options Before the Program Read through all the materials.
More informationOnboarding Program. Sponsor s Guide
Onboarding Program Sponsor s Guide Sponsor s Guide Introduction This guide has been developed to help sponsors in their roles with new employees. We want to help you be effective and successful in this
More informationEmployee engagement is promoted by a myriad of
SHRM Foundation Executive Briefing Employee Engagement: Your Competitive Advantage Sponsored by Randstad Employee engagement is promoted by a myriad of consultants, books and articles, but does it really
More informationThe Inside Stories Behind Today s Most Successful Customer-Centric Companies
W E B C A S T S E R I E S The Inside Stories Behind Today s Most Successful Customer-Centric Companies July 24, 2014 2 pm to 3 pm EDT Featured Speakers Bob Thompson Founder & President Rob McCabe VP, Global
More informationPeople intelligence from New Tech companies 2013 NEW TECH BENCHMARK REPORT
People intelligence from New Tech companies 2013 NEW TECH BENCHMARK REPORT ANATOMY OF A NEW TECH COMPANY Average number of people 250 Survey response rate 80% 90% of companies are in the 50-1000 employee
More informationA Presentation for the American Constitution Society by Donya Khalili. www.acslaw.org
A Presentation for the American Constitution Society by Donya Khalili A wise and trusted teacher or counselor. Someone who guides a less experienced person by building trust and modeling positive behaviors.
More informationDO I NEED TO DO SURVEYS? I THINK I KNOW MY EMPLOYEES
Every executive wants a stable, loyal base of employees. When asked, employee perceptions and attitudes are typically one of the top areas of concern for most executives. Many companies understand the
More information