Don’t fall victim to a false sense of security when it comes to the need to recruit and retain talent today. Despite an unemployment-rich marketplace, you need to take action now to ensure your top talent doesn’t jump ship at the first signs of economic recovery.
Organizations in the hospitality industry are faced with streamlining budgets and workforces. Yet, customers’ needs or demands for excellent service have certainly not decreased. How does a business maintain the same outstanding customer service standards with fewer staff members and tighter financial resources?
With a surplus of talent in the marketplace, companies should have no problems finding the right talent for the job. However, an influx of available talent can make it more difficult for hiring managers to find that needle in a haystack.
The overwhelming numbers of layoffs and realignments is tremendously challenging for HR professionals. But, statistics and experts agree that even greater challenges lie ahead for businesses that choose not to prepare for future employment realities.
Retention is a key issue for companies in all industries, and goes beyond benefits and compensation. The competition for recruiting and keeping top talent is fierce. Companies that fall short with their retention strategies could be facing an uphill battle to stay competitive within their industry, keep turnover costs at a minimum and maintain a workforce that can develop into their leaders of tomorrow.
This year has been difficult for companies and for the employees who work for them. During times of company transitions such as layoffs, management realignment and downsizing, employees usually become fearful of what the changes may mean for their own job safety. With the economic climate continuing to deteriorate, it is important to keep employees motivated and feeling secure about their future with their employer.
Not long ago, managers could look at a group of staff and more or less see similar people who were basically the same age. But things have changed. For the first time in history, four generations of workers are working side by side.
It’s no secret that there’s a war for talent being waged in the workplace and the job market today, and the competition for qualified employees is intense. What does seem to be an unknown—to many employers—is what they should be doing to retain their hardwon employees to avoid losing them to competitors.
When workers seem down about losses or worried about their jobs, how do you keep employee morale high and encourage them to think and move forward? The first step, as always, is to refresh your perspective and stay positive.
The online cyberworld of job postings and employment advertising has become rife with scammers, get-rich-schemes and work-at-home ploys. Learn how to differentiate your ad so that it stands out as a legitimate opportunity.
Rewarding employees with raises and bonuses is increasingly more difficult with budget constraints in a tight economy. Instead, consider these low-cost or free options to make your employees feel valued and important.
