Links between employee recruitment and employee retention?
156432
yes, sign on bonus' can be addictive.
692829
Most companies use headhunters, they use them as an extension of their HR dept to pre-screen applicants so they don't waste a lot of time on in-appropriate resume's. There is a cost of course associated with this service, and many employeer's prefer to pay it by agreeing to rent you from the headhunters for from 3-6 months. Of course the headhunters would prefer the longer term. Let's say for example only that you make $20 an hour. The headhunters will rent you for $30 and hour, put you on W2 (as their employee ... but with no paid benefits) and pocket the difference. For the employeer the benefits are no lump sum out of pocket expense, and they get a nice test drive of your services, if they don't like you or your attitude, they can drop you at any time and get a fresh replacement without incurring any additional cost. This process is not always manditory, if you are in a highly sought after job skill, you can demand regular, full time employment only. There is no difference in your employment status if you start directly or are contract to hire. Both are "at will" and they can terminate you and you can quit at any time without any prior notice. On the direct hires, the employeer pays a finding fee to the headhunters, usually with a 90 day restriction ... that is if you leave before the 90 day period is up, they (the employeers) get their fee back. This is negotiable of course but strictly between the employeer and the headhunter agency. I prefer to work directly with the employeer, but have worked with headunters for many years. Check out Carrerbuilder, they seem to have more direct employeer listings!!! Also, a lot of headhunters scan for the direct listings and try to recruit you for those positions as well. Keep track of who you apply to, that way you can avoid problems of duplicate applications and representatives (headhunters). And of course I will give you the same advice that all Boxers get ... protect yourself at all times !!! Good Luck !!!
945202
Pros: they have a list of candidates and therefore will produce a possible interview list much quicker than an advertising process.\n\nCons: Recruitment Agency staff are sales people.  They get paid by commission.  No success for them = no food on their tables, therefore they will recommend anyone and everyone on their books. Always ask how long any recommendations have been on their books for, how long have they been looking for a job, how many interviews.\n\nNot everyone uses an agency to look for work, but everyone will look in job ads.\n\nAgencys are very expensive method of staff recruitment.\n\nSorry, I just don't like them - they have cost me too much time and money.
561932
There is a PFD on WDWR that has some information on this topic. (see first link below)\n\nThe second link is from the WDWR Human Resource Management Course.
1069417
Yes. call. Expressing interest for a position only shows the employer that you are committed to your chosen field.  Just ask them if they were interviewing anybody else and when they were finishing up their rounds of interviews.
371275
That's a great idea.  I wonder how many potential employees are being stabbed in the back every day and have no idea it's happening.  I found out the hard way when a great job offer was rescinded, and the woman who had "hired" me told me not to come to work after all.  With a little pressure, she told me the truth, and I have the names of several former co-workers who did me in.
876507
http://www.hrmguide.net/hrm/chap1/ch1-links10.htm
758807
professional recruiters get payed by the companies that hire the candidate they recommended... They bill your place of business. It's a win/win situation, whereby they find the best man for the job (you) and the company you now work for thanks them by paying their recruitment fee.  The recruitment company does all the "leg work".. they check out all your references, etc. It saves the company you are working for now a consider amount of money. Their fee is well worth it.\n\nTypically, in a contractual agreement, you will need to remain in their employ for a set amount of time. The company I worked for set the time at 90 days.
263767
Organizations need promotion policies to provide incentives to employees to work hard in hopes that they can rise through the ranks. If they don't have such a policy and instead hire management from the outside, it can create bitterness among long-time employees who have worked hard. This has happened recently at my company--rather than take a chance on giving a salesman a promotion to assistant manager, they hired someone from another city to come in. It's worked out so far, but not without some hurt egos!
85661
How about something like "has plenty of opportunities for advancement within your firm."  People usually like to hire someone who will want to move up as they gain experience. Promoting someone into a position is more effective for an employer than hiring and orienting a new person at each level.  If you are looking for opportunities, you are also expecting to stay awhile.  Turnover is a constant problem.  \n\nOf course, if it is clear to you that opportunities for advancement are very limited (for example, if the position for which you are applying is at or near the top already), then something mundane like "recognizes and rewards competent and faithful service."  \n\nThey are looking for something honorable and noble, something that is in their interests, not just a reference to being paid well and having good benefits!
184959
http://www.employeeconnection.net
629112
unhireable might be an internal reference if you were to ever apply for a job with that company again.  Some companies do that and some people do ask in references "would you hire this person again".  Sounds like they are being real jerks about it.  Aren't you glad you are leaving.  Maybe schedule a discussion about it with the personnel office and ask them and bring up your experiences and "employee of the month" thing.  It could be your manager is sabotaging you with the company and personnel isn't aware of it.  Good luck!
354550
Hi...\n\n\nhttp://www.hrmguide.net/hrm/chap1/ch1-links.html\n\nhope you can find something here...:)
270127
www.shrm.org\n\nit's an HR website.  they have message boards etc...i bet there's lots of info you can get from them.\n\nalso, there was a big study done about costs of turnover affecting a compnay...i think harvard did it...\n\nif you're in college, buddy up to a librarian.  they can help you search your school library database for professional journals in the HR field.\n\nalso, check out www.teamster.org  they publish a magazine, that may have articles.\n\nGOOD LUCK!
765711
NONE, and what's more interesting is that I had an assignment involving interviewing a librarian, and she stated there are lots of incentives out there to lure more people in the field. there is a shortage! once I couldn't get any help because of staff shortage in a small community library, one person was in charge of the entire floor on a Saturday morning>
124107
Principle 14. Esprit de corps \n\n\n\nThen \n\n\nThe maintenance of high morale and unity among employees is imperative.\n\n\n\nNow \n\n\nToday, as indicated earlier, more and more US organizations find themselves in a position of needing to downsize their operations as a means of remaining competitive in the marketplace. Often, downsizing means an organization eliminating jobs. Staff cuts and the prospect of staff cuts tend to lower employee morale (O’Neill and Lenn, 1995). Downsizing has in some cases led to greater efficiency (see Bruton et al., 1996), but not in some cases (see Cascio, 1993). Whatever the case may be, organizational downsizing seems to be a dynamic here to stay. This suggests that to attain greater effectiveness more and more organizations in the US will hire more and more workers on a temporary, project contractual basis, and thus more and more employees in the US will become self-employed. Therefore, paradoxically (in light of the other 13 principles):\n\nP14. Today, maintaining high morale among all employees in US organizations is not as much of an imperative as it was in the past.
787732
Each Company is likely to have their own recruitment and selection policy, whether it is written down or not, and is likely to depend on the industry of the organisation as well as the strategic direction of the organisation.\n\nBut generally will consist of an Equal Opportunities policy and objective methods of selection i.e. job offers on merit alone.