A Tale of Two Cities: Lessons for High-Volume Hiring
Imagine two cities...
The first is a city that simply “happened.” Over time, houses popped up in different neighborhoods, stores found their places where land was available, and parks were squeezed into whatever space remained. There’s a downtown, and scattered suburbs—what some might call “bedroom communities”—surrounding the core. The layout is organic but chaotic, making commuting a daily puzzle for residents. The city functions, but its growth feels haphazard, as if it was pieced together without a guiding vision.
What Intuit’s Job Cuts Say to Us
There’s quite a hubbub going on regarding the job cuts at Intuit. If you missed the controversy, the company is laying off 1,800 people, and saying that many of those are being let go for underperformance.
8 Interview Questions to Measure Flight Risk in High-volume Jobs
Retention starts with recruiting: the wrong person hired to do a job is likely to leave fairly quickly, regardless of how hard you try to engage them.
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Ways to Reduce Turnover in High-volume Jobs That People Aren't Talking About
Chances are, you’ve tried multiple levers to cut down on turnover in your call center, warehouse, or other high-volume hiring location. Chances are also decent that those efforts aren’t working. We’ve heard of employers who feel like they have “tried everything” but still have above 100 percent turnover. (For more about reducing turnover in high-volume positions, check out this free guide.)
Why Hiring Accuracy is More Important than Hiring Efficiency.
I recently had a conversation with a Talent Acquisition Leader that left me shocked. While talking about how important it is to hire the right person, I sensed an alarming degree of indifference around hiring accuracy altogether. I understand this is not top of mind for everyone, but this was coming from the Director of Talent Acquisition for a Fortune 5,000 company.
The Top 2 Hiring Metrics Your Company Needs To Track
Now more than ever, human resources teams are expected to create tangible value for the business—from hiring and retaining talent to performance management to leadership development and more. People analytics are key to helping HR teams meet the demands of today’s business landscape.
Hiring for Culture Fit: Why Company Perks Are Not Culture
There seems to be a current trend among employers to offer more unique and diverse office perks in the hopes of attracting and retaining talent. While perks can be fun and bring momentary happiness, they do not meaningfully move the needle on employee satisfaction or retention. One such example was highlighted by Payscale’s list of employee tenure at Fortune 500 companies, which denotes that Google, a company that offers top-notch perks, has a median employee tenure of 1.1 years.
People Leave Bosses, Not Jobs.
The ability to manage and lead people is often thought of as an inherent trait that all individuals possess. This is not the case, as shown by Gallup’s State of the American Manager: Analytics and Advice for Leaders. Gallup conducted a comprehensive study based on 2.5 million teams and managers around the world, and their results showed that only 10% of working people possess the talent to be a great manager.
How to Diagnose What's Causing Your Turnover
What's Causing Your Turnover?
I started my career at Bain & Company, a global management consulting firm charged with helping some of the world's largest organizations solve their most critical business challenges.
How Much of Your Hiring Process Should Focus On Turnover?
If 80% of turnover can be attributed to bad hiring decisions, it's apparent that incorporating retention-related criteria into your hiring process is the way to truly mitigate turnover. But it can be hard to determine how much of your hiring process should focus on turnover.
It's All About People: The Best Strategy to Reduce Employee Turnover
Jim Collins said, “The most important decisions business people make are not what decisions, but who decisions.” If 80% of your turnover is the result of bad hiring decisions, the most important thing you can do to decrease employee turnover is to focus on hiring people more likely to stay.
