Attracting and retaining quality talent is a challenging but critical. When you ensure this talent is diverse, you're making yourself competitive. Diverse talent is no longer something companies should strive for; it’s something all good companies prioritize. Not only do diverse companies attract and retain better talent, but there is now evidence that they are more productive and profitable as well.
When it comes to referral bonuses, employers have a lot of questions. It makes sense to set up an employee referral program, but if your goal is to expand your talent pool at a low cost, do you really want to spend that much on referral bonuses?
For those that can remember back to 1986, and to the blockbuster film Top Gun, the number one quote from the movie was between rebellious, hotshots Maverick and Goose. “I feel the need . . . the need for speed.”
Companies with inclusive cultures are twice as likely to meet or exceed financial goals, three times more likely to perform at high levels, six times more likely to be innovative, and eight times more likely to achieve better outcomes.
Employee referrals are the top source for hiring - on average, companies walk away with 30 percent of hires from referrals.
Recruiting the right employees for the job advertised is a critical human resources function contributing to increased retention and profitability of the company. If you hire the wrong person for the job, you may be looking at correcting issues caused by the employee, disruption in the culture, upset among other employees, replacement costs of the employee hired and beginning the recruitment process all over again.
Research shows that companies with female leaders on their executive teams produce more value and profitability. These companies even have more women in revenue-generating roles, rather than merely in staff roles. However, we’re still a long way from gender parity - 217 years, in fact. That’s how long it will take us to achieve equality between men and women in the workplace at the rate we’re currently moving.
Employees, on average, switch jobs every four to five years. Younger workers change every three years. You would think this type of job hopping in the market would make it easier for companies to pick up top talent. However, making a hire and making an outstanding hire are two different things, and the difference can affect your bottom line.
Attracting top talent to your business is a must for every employer. Competition for outstanding candidates is tight, so how do you find your next superstar? You can search for candidates through your company website, internet job boards, or recruiting agencies, but one of the best ways of finding new talent is through your current employees.
Like clockwork, every year brings a flood of young, bright graduates tossing their caps in the air and getting ready to jump into the real world. They’ve crushed it in undergrad or grad school and want to put their academic skills to the test. Many employers still aren’t sure about these over-confident Millennial grads and the most recent Gen Z grads (the generation graduating from college in 2018). These young adults may have stellar academics on their side, but not much practical experience. Millennials and Gen Z don’t yet know how to apply their academic skills and talents to the workplace. And some employers may find them a tad entitled.