Why are Stay Interviews so compelling? For most companies, the only two times managers must meet with employees is to conduct performance reviews and then later to learn why they are leaving. Nowhere do we ask managers to meet with employees to learn why they stay and what would engage them more. This program provides data on the importance of Stay Interviews to drive engagement and retention and specific actions for implementing Stay Interviews in your organization. In addition, seven companies will be profiled that have turned Stay Interviews into lower turnover as well as methods for forecasting future turnover before employees leave. All webinar content will be based on SHRM’s #1-selling book, The Power of Stay Interviews for Engagement and Retention, presented by the author.
A company’s corporate website is a powerful recruiting tool. The reality is that every ‘A’ level candidate who is carefully managing their career is visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the candidate experience in mind and fail to engage the right talent.
This program will illustrate how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right candidates in and the wrong candidates out. The audience will be engaged, challenged and will leave with new ideas that can impact their organization immediately.
Is attitude really more important than skill? No. It's equal!
In Mark Murphy’s book “Hiring for Attitude,” he stated that 46% of newly hired employees will fail within 18 months, mostly attributed to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill, only that attitude should be looked at as equal to skill. Skill and Attitude, as well as Competency and Culture, are key candidate metrics we need to measure.
Most recruiters and hiring managers focus on skills because they don’t know how to deal with the rest; their processes focus on skills and leave attitude, competency and culture off the table. Most talent acquisition professionals focus only on the technical skills of the role when interviewing candidates; in turn, most interviewers inadvertently misuse behavioral based interview questions. Although behavioral based interviewing techniques are supposed to highlight the candidate’s ‘soft skills’, they often fall short in their real application.
This webinar will provide insight on how to improve your Candidate Metrics strategy to increase the odds of the candidate’s long-term success: Finding the right “DNA” of a talented person means thorough assessment of skill, competency, culture and attitude.