Different arenas of work go into making a company its best: financial expertise such as bookkeeping and accounting, maintaining a budget, a good public image, and having good relationships with business partners. One of the must fundamental, and sometimes overlooked, aspects of the job is the human element, making sure that the right people are hired to the company at all levels and ensuring that those employees stay there and feel needed and valued. The latter is known as employee retention, and is often just as important as hiring the right people for the job to begin with. With effective work from executive search firms, human resources, proper talent acquisition, and maybe a career placement agency, a business or corporation can get the right people for the job and keep them for the long haul.
Retention and Representation
Management of employees is a big responsibility for top-level managers and even middle-level managers, too. High employee turnover rates can not only be a hassle, but cost the company a lot of money to have people move in and out of positions so often. Employees who feel undervalued, ignored, or taken for granted are more likely to leave, especially if they feel that their skills are not being developed. Younger workers, the Millenial generation, are especially loose with their employment options: 6 out of 10 of them are open to taking a new job at any time, more than the other generations. Also, according to a Gallup poll, only about 20% of workers feel that their manager is encouraging them to do good work.
What can managers to do keep their workers? According to Forbes , offering a competitive benefits package salary based on worker seniority and skill and experience, among other factors, can help. In addition, offering on the job training for new skills and technology and software can help employees feel needed and relevant to the workplace. On a more personal level, listening to employees to understand their professional and personal needs can keep communication strong, and recognizing accomplishments is a real mental boost to employees. Finally, quarterly reviews can act as examinations of an employee’s goals and needs, and should be a two-way conversation.
Getting the Right Workers for the Job
Executive search firms will fill out offices at the top of a company’s hierarchy. According to Inc, executive search firms use their varied contacts in the industry, along with deep knowledge of an industry, to find candidates for client companies. Since these are high-level positions being filled out, detailed interviews with candidates are conducted, and the candidates are selectively shown to clients. An executive search may be beyond a client company’s own capacity, based on its budget, HR department, and networking capacity. An executive placement agency, however, will always have the expertise to find the right candidate with the right skills for a top level position at a client company.
Executive search firms fill out top positions, but for middle to lower positions, but human resources consultants will handle the rest. According to http://www.yourcareerintel.com/the-big-picture/what-does-a-human-resources-recruiter-do/”, they come in the corporate and junior levels. Internally. a corporate HR recruiter assesses his or her company’s staffing needs and keep in touch with senior executives and hiring managers, and externally, communicate with headhunters and candidates who are seeking the positions to be filled, and they can handle contract negotiations. Meanwhile, junior HR consultants often work at job fairs and will interact with candidates for many different work levels. They also handle the mundane work of recruitment such as organizing interviews, screening resumes, and checking references.