Recruiting the right people is a significant challenge for employers. However, keeping them for the long term can be even harder. Develop a clear employee retention strategy which makes your organisation difficult to desert. Organisations too often leave it until the exit interview to discover why their people jump ship. But at this point, it’s
The most cost-effective and efficient way to keep talent in your teams is to prioritise the development of your people. Vacancies may be falling, and thus employers may see the power balance move in their favour. However, the competition remains high to attract, recruit and retain talented people with job-appropriate personality traits and skills. 83%
You might celebrate the arrival of your new hire on day one. But, don’t count your chickens just yet, there’s a long way to go. The success of a hiring decision depends on several factors, all of which involve a mix of judgement, timing and a dash of luck. Hopefully your decisions are largely made
The long-term retention of your new hires hinges on the quality of your onboarding process. As 83% of CHROs cite talent retention as a significant problem, it’s more important than ever to make sure that once you’ve hooked your new hire, you take action to keep them for the long-term. Research from November 2022, showed
Apply robust job role benchmarks to successfully hire, develop and retain the people you need.
The process of retaining your much needed talented people begins before you have even recruited them. Retaining your talented people hinges on getting your hiring decision right at the very start of their work-life with your organisation. Recruiting to retain is the first step of a three stage strategy to keep your most valuable resource
In a recent survey*, 83% of CHROs said they face a significant talent retention problem. This can only be solved by a strategic approach to the employee lifecycle. Talent retention starts before you have even drawn up your job advert. It continues through recruitment, onboarding, into individual development and signposts their career pathway. It feeds
Retain your talented people with succession planning based on robust job role benchmarking to define the personality traits and power skills needed for success. Job role benchmarking allows HR teams and hiring managers to clearly define the needs of a role. From this starting point, they can identify people in their organisation who have the
Select the right people for promotion to build trust in your teams, drive productivity and retain talent across your organisation. Making sure that you select the right people for promotion sounds incredibly obvious. No one would actively consider the wrong people. So, how do promotion decisions end badly? The answer lies with decisions based on
It’s your workplace culture and the opportunities that come with it which keep your talented people loyal to your organisation. Put workplace culture at the heart of your succession planning strategy. “Middle managers have a need to know what’s coming next in their careers, with more than 8 in 10 saying a clear career path
All our work is backed by a 100% money back guarantee. So far, nobody has taken us up on the offer.
SVEND HOLST ASSOCIATES LIMITED
Suite 5, River and Rowing Museum, Henley on Thames RG9 1BF
Registered in England & Wales #02200322
hello@weareholst.com | 0203 111 9292
Click edit button to change this text. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.
