You are judged on the candidates you hire and on how long they stay. Learn how to work with recruiting firms that provide candidates who become long-term employees.
- Recruiting is all about long-term retention.…You're judged on the candidates you hire…and on how long they stay.…So it's important to work with recruiting firms…that provides candidates who become long-term employees.…In today's competitive job market,…that's a tremendous challenge.…So let's discuss how you can give yourself the best chance…of retaining the people you hire.…First of all, you need to review the type…of candidates you'll hire.…If you are hiring temp workers,…if you're adding additional accounts for tax season,…for example, their assignments are normally short.…
If you're not satisfied with performance,…one phone call can quickly get you a replacement.…If you're hiring contractors,…their contracts are normally six months or more.…For example, those accountants might need to stay a year…while your company goes IPO.…You'd find yourself behind the eight ball…if those contractors unexpectedly quit.…And of course when you hire candidates for full-time jobs,…you want the candidate to work past the guarantee period…
- Recall the purpose of a gap analysis.
- Recognize the most insightful way to analyze retention rates.
- List three aspects of a recruiting firm that should be analyzed to determine if they fit your needs.
- Name three types of information you can obtain by reading a recruiting firm’s LinkedIn profile.
- Determine two important areas that indicate a recruiter’s success.
- Identify pertinent information that should be included in an annual prospectus.
Skill Level Intermediate
Strategic Human Resourceswith Catherine Mattice Zundel55m 43s Intermediate
Administrative Human Resourceswith Catherine Mattice Zundel1h 25m Intermediate
1. Identify Your Needs
2. Questions You Should Ask
3. Determine Expectations
4. Documentation and Pricing
Next steps1m 10s
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