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Hook Top Performers; 4 Best Lures
Safari Solutions Newsletter August 2006, Volume #27
Have you ever had an employee quit without knowing why? Turnover often occurs when employee expectations are not met. The time to set clear expectations begins with the hiring process. Read on to learn more!
Ann Clifford
Dos and Don'ts
Can you "test run" new employees with a probationary period?
(Answer provided at the end of the newsletter.)
Define Jobs 3 Ways
Do your candidates understand your opportunity? Your company culture? Your expectations? Are you sure about that? When expectations or opportunities are poorly defined, job dissatisfaction and turnover may occur. By clearly defining the scope of your opportunity, turnover decreases and employee morale increases.
3 Essential Components:Company: Consider your company size, culture and work environment. What charecteristics do your employees share? What do they like about your company? Team: Identify who the employee will interact with on the job. What are the qualities and personalities of the team members? What is the supervisor’s management style? Role: Define technical abilities and soft skills. What contributes to the employee’s sense of accomplishment? What career path does this position offer?
(Source: Back to Basics: Put Best Practices before Technology to Improve Recruiting, by Tim Villanueva, SHRM.org )
Attract the Best . . . Forget the Rest
Tired of talking to mediocre candidates? To attract higher quality candidates . . . offer a better opportunity! More than a new title or higher compensation, a better job opportunity includes aspects such as increased responsibility, creativity, and ownership of results. Top performers seek challenges while average performers prefer safe havens.
4 Ways to Reel in Top-Notch Performers . . .Learning & growth opportunities Excellent leadership & strong management teams Innovative & leading edge business practices Clear-cut plans and goals
(Source: Boring Posting Descriptions are Dramatically Decreasing Your Applicant Rates, by Dr. John Sullivan)
Safari Interview Tip
“Tell me about your greatest accomplishment at work and how this benefited your company.” This question uncovers attributes that candidates value most in themselves. Follow up with “who, what, when, how, & why” questions to learn more!
Safari Success Story
The Thompson Group, a commercial insurance firm, planned to hire a Business Manager. Based on a referral from a business coach, Andy Thompson, President of The Thompson Group, engaged Safari Solutions to assist. By clearly identifying the opportunity, Safari Solutions successfully targeted the right candidate, leading to a successful hire!
Did You Know
The #1 talent sought by hiring managers is customer service skills. In today’s hyper-competitive environment, high-level customer service skills separate the best from the rest.
(Source: “Key Hiring Trends to Watch in 2006” CareerBuilder and America Online)
Safari Quiz
What is the #1 reason employees leave their current employer?
Answer to Today's Dos and Don'ts
Can you "test run" new employees with a probationary period?
Yes, however, mentioning an employee probationary period can potentially erase at-will status by implying that once the period is over, the employee can stay forever. Don’t confuse probationary period with eligibility period for insurance.
(Source: “Avoid the Top 10 Mistakes in Employee Handbooks," The HR Specialist)
Have you ever had an employee quit without knowing why? Turnover often occurs when employee expectations are not met. The time to set clear expectations begins with the hiring process. Read on to learn more!
Ann Clifford
Dos and Don'ts
Can you "test run" new employees with a probationary period?
(Answer provided at the end of the newsletter.)
Define Jobs 3 Ways
Do your candidates understand your opportunity? Your company culture? Your expectations? Are you sure about that? When expectations or opportunities are poorly defined, job dissatisfaction and turnover may occur. By clearly defining the scope of your opportunity, turnover decreases and employee morale increases.
3 Essential Components:
(Source: Back to Basics: Put Best Practices before Technology to Improve Recruiting, by Tim Villanueva, SHRM.org )
Tired of talking to mediocre candidates? To attract higher quality candidates . . . offer a better opportunity! More than a new title or higher compensation, a better job opportunity includes aspects such as increased responsibility, creativity, and ownership of results. Top performers seek challenges while average performers prefer safe havens.
4 Ways to Reel in Top-Notch Performers . . .
(Source: Boring Posting Descriptions are Dramatically Decreasing Your Applicant Rates, by Dr. John Sullivan)
“Tell me about your greatest accomplishment at work and how this benefited your company.” This question uncovers attributes that candidates value most in themselves. Follow up with “who, what, when, how, & why” questions to learn more!
The Thompson Group, a commercial insurance firm, planned to hire a Business Manager. Based on a referral from a business coach, Andy Thompson, President of The Thompson Group, engaged Safari Solutions to assist. By clearly identifying the opportunity, Safari Solutions successfully targeted the right candidate, leading to a successful hire!
The #1 talent sought by hiring managers is customer service skills. In today’s hyper-competitive environment, high-level customer service skills separate the best from the rest.
(Source: “Key Hiring Trends to Watch in 2006” CareerBuilder and America Online)
What is the #1 reason employees leave their current employer?
A. CompensationClick Here for the Answer.
B. Lack of feedback and coaching
C. Overworked and overstressed
D. Job or workplace does not meet expectations
Can you "test run" new employees with a probationary period?
Yes, however, mentioning an employee probationary period can potentially erase at-will status by implying that once the period is over, the employee can stay forever. Don’t confuse probationary period with eligibility period for insurance.
(Source: “Avoid the Top 10 Mistakes in Employee Handbooks," The HR Specialist)
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