Articles

It is becoming more challenging for companies to conduct employment reference checks on potential new hires. Gone are the days when a former employer openly shared insights into a departed employee's performance and productivity. These days, you're lucky to confirm the basics such as job title and employment dates! Contacting a potential new employee's former managers, coworkers and even character references will hopefully produce the results you require but not always.

 

It is becoming more challenging for companies to conduct employment reference checks on potential new hires. Gone are the days when a former employer openly shared insights into a departed employee's performance and productivity. These days, you're lucky to confirm the basics such as job title and employment dates!

The downsizing of the 90’s has resulted in too few people doing too much work. Now in 2006, retention is a key concern to busy workplaces. If you want to keep your staff, and make them feel appreciated, you may want to follow some of these guidelines.

The market for quality staff has become more and more competitive with demand exceeding supply in many areas of the economy – a trend that is expected to continue in the coming years as boomers retire.

In addition, the cost of hiring new staff (e.g. costs of advertising and training, productivity delays, etc.) has increased substantially over the last decade.

Here are some suggestions that your organization can implement to minimize the risk of your employees leaving, many of which are of low or no cost ideas to implement.