Why Are We Obsessing Over Hiring and Not Retention?

'Retention' - the importance of keeping talented hires for an extended period of time, while supporting them to reach their full potential - is often ...

The Revolving-Door Revolution: Stop Obsessing Over Retention | ERE

In a pre-pandemic world, businesses typically valued the longevity of an employee who would stay for the long-run. Essentially, they hired ...

Why are companies willing to spend so much on hiring new ... - Reddit

Retention measures (like pay raises) are reactive, not proactive. If your company feels that you're happy there, they won't pay you more. In ...

Employers should prioritize retention over hiring, study suggests

Which is fulfilling to some people. Some people want to feel like they are making the decisions, other people like to feel like they have ...

10 Reasons You Should be Obsessed With Employee Retention

If your company neglects employee retention, you're more likely to accumulate less favorable reviews on Glassdoor, Indeed, and other career ...

Not Hiring? Here's Why You Should Still Be Thinking About Retention

4. Provide Employees Opportunities To Do Purposeful Work ... Another major reason why people move on from companies is because of a lack of ...

Lauren Schneider on LinkedIn: Companies that are obsessed with ...

Highly skilled and talented individuals know their worth and will find a company that respects them. Do not lose good employees because you will ...

Is external hiring a bad habit managers need to kick? - Gloat

The second reason is that many companies are struggling to retain current employees as most look elsewhere for the next chapter in their careers ...

Hiring and retention is not HR's responsibility. It's yours. - Jeff Gothelf

When challenged to do something about it, many default to blaming Human Resources. “They don't provide us with good candidates.” “We don't have ...

Why are some companies ALWAYS hiring? Should I be suspicious?

You should absolutely be suspicious, because whatever the reason, it's NOT good. The two main, basic reasons are pay, or the work is ...

Why it is time to end our obsession with 'resilience'

In a recent response to a parliamentary call on teacher recruitment and retention, Professor Maratos highlighted the jobs-demand resource model.

Executives' obsession with returning to the office – TG - TestGorilla

How to learn about company culture (before you take the job!) + free ... hiring from faster time-to-hire to improved employee retention. Download ...

Employers, stop your Sweet Young Thing obsession - LinkedIn

By narrowing your hiring decisions to smaller demographics, you are encouraging the possibility of a wrong hire since you have lesser options to ...

Why I'm Obsessed with The Future of Work | by Jonas Altman |

... don't even have work to complain about. ... For the hundreds of millions of unemployed people around the world, we don't need jobs — we need work.

The Power of Hiring Assessment Tools in High Volume Recruitment

... on those tests should equate to measures of performance later. This means we plan for collecting data over time (e.g., payroll hire and term dates for retention ...

How an obsession with job titles may be causing a toxic company ...

Often in management-on-top company structures, talent may be overlooked because some of these people don't possess the desire to manage people, ...

Should We Focus on Retention or Hiring? - HR Source

So, should employers focus on hiring quality workers, or on engaging and retaining the ones they have? Yes, to both. It's not only important to ...

After Layoffs, How Can Employers Handle Survivor Guilt?

But no matter where and when layoffs happen, we can't help wondering about the people who've lost their jobs. How will they cope financially?

5 Reasons Why You Shouldn't Be Obsessed Over One Employer

1. Be realistic. Say you're soon to graduate and looking for a post-University career. · 2. The competition is rife · 3. If you get the job, you ...

Companies Should Rethink How They Retain Employees - Forbes

Organizations often have data on what employees value in an employment relationship, but they don't know anything about their own relationships.