Long-Term Recruitment PlanningPrecipio worked with a client in Huntsville who had a very aggressive 5 year growth plan. Precipio worked with existing recruiting staff and hiring managers to help expand the company from 55 employees to over 200 in the first three years of the plan. Read more about this case study.
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STAFF RETENTION PLANNING
In the last decade, there has been a decrease in the number of engineering and technical workers entering the workforce. This fact combined with the retiring workers of the Baby Boomer generation has already created a shortage of qualified workers across a variety of industries. Due to this change in the dynamics of the workforce, companies need to begin looking internally at their efforts of staff retention. With the cost of attracting good talent increasing, companies should put measures in place to keep turnover low, as well as understand why employees are leaving. By analyzing and benchmarking a company's wages, benefits, and employee culture, we can help determine the potential causes of employee turnover.
Some of the questions that we ask are:
- Does your company have information about your turnover rates?
- If so, how are you gathering that information and how complete and accurate is it?
- Are you utilizing exit interviews?
- Is your turnover information being communicated to company leaders?
- Is your company using performance reviews and how often are they used?
- How do you differentiate between high performers and low performers?
- Are you compensating high performers to encourage continued performance?
Once we have determined what a company is doing right and where they could improve, we create a strategy for solving those issues and improving employee retention. We can also help implement the plan by creating processes for better communication, performance reviews, and exit interviews.
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