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Saying Thank You is Good Business

By Josh Bersin

We just completed a year-long research study on the impact of employee recognition. It turns out that « high-recognition culture » companies dramatically outperform their peers in a whole range of business outcomes. These top companies generate 12X greater business outcomes in a variety of measures and have more than 30% lower voluntary turnover.

The employee recognition industry is an old market, focused heavily on rewarding employees for tenure and service. Such programs, while prevalent in more than 70% of companies, drive little actual business value. (How many of you stayed an extra five years at your company to get a pin?)

What these high-performing companies do is different.

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Marketing Lessons for Hiring Managers from the Presidential Campaigns

By Sajjad Massud

Who knows marketing better than those who ran the presidential campaigns? During election season, it was hard to miss the candidates everywhere you went. When one wrong move can cost you the election, effective marketing becomes extremely important.

Effective marketing strategies are no less important for companies looking to hire the best people, even if the whole country is not watching your every move. To find uncommon solutions to your biggest enterprise problems, you need to find and hire the best talent. This is no easy feat, since only 17 percent of hiring managers say job seekers have skills and traits relevant to their company. Employers continue to struggle to find candidates with the right skill set and reach qualified prospects, even though unemployment remains high.

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An Overlooked Ingredient: Discovering Corporate Culture Before Accepting the Job

By Joshua Bjerke (recruiter.com)

A job interview may be about the employer and what that company wants, but that doesn’t mean you, as an interviewee, can’t do some probing of your own in order to make the best decision when choosing among job offers. No matter how attractive a position may appear on paper, if your values and personality don’t mesh with thecorporate culture, you’ll either go for years working in a job that makes you miserable or lose more time, effort, and money jumping immediately back into the job market after a hasty exit. If you’ve ever quit a job, there were probably very good reasons to justify the act: a clash in values or attitudes, too competitive, or simply too unrelated to your career goals.

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Retaining Talent Through Stay Interviews

By Shala Marks (recruiter.com)

During my senior year of college I interned with Avnet Inc., a global electronics distributor. For four consecutive years (2009-12) Avnet was named no.1 of Fortune Magazine’s “Most Admired” Companies and as I worked there, I started to see why. So many of its employees have been with the company for years. One lady I met in the finance department has been working at Avnet for 29 years; this is her first and only job. After meeting person after person who had worked for the company for multiple decades, I began to wonder why did they stay? Most people switch jobs numerous times in their careers, but what keeps those who work for just one company year after year, decade after decade?

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"We Would Love You to Apply"…. Now Killing Talent Acquisition at an Industry Battleship Near You…

By  (hrcapitalist.com)

I was having a conversation with a high potential candidate last week, and she proceeded to tell me about a recent connection with a recruiter.  This candidate is bored, and « gettable » for the right company that can help her interrupt the career pattern she’s in.

She’s reached the expiration date of her shelf life in her current gig.  She either reinvents herself at her current company (made difficult by layers above her and a lot of specialization in her shop) or she moves on.   The expiration date sounds like it was 2 months ago.

The candidate’s not an active candidate yet, but she gets calls.  She recently returned a call from a big local company and had a nice conversation with a recruiter – a phone interview.

At the end of the call, which had gone well, the recruiter proceeded to say seven words that are like poison for a high potential candidate.

« We would love for you to apply »…

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