Hire and hope isn’t a good strategy, and luck should have nothing to do with employee turnover costs, how hard your employees work every day, how much they sell, whether they steal from you, fake or embellish injuries, show up for work late or show up for work at all.
There is a better way to address all these issues. And I’m willing to share it with you today. I will give you access to the training, tools, and system to execute it.
Regarding employee selection, using your traditional methods, have you hired some good employees? Using those same methods, have you hired some people you wish you hadn’t? What has that taught you? If you’re like most hiring managers, you realize that traditional methods don’t help predict success consistently.
Regarding employee engagement and retention, have you ever been in a role that didn’t suit you, or have you ever been mismanaged? What was your productivity like during that period of time? Did the person mismanaging you make a real effort to fix that problem?
Sure, turnover is expensive (recruiting, retraining, lost sales, lost customers, new learning curves, etc.). But I’m not convinced that turnover is the highest cost of hiring mistakes. I’m convinced the more significant issue is when you have disengaged misfits who STAY and make everyone else around them as unhappy and unproductive as they are.
The sad truth is that it’s not your fault. The deck has been stacked against you. I want to help. Regarding interviews, your decisions are only as sound as the facts they’re based on. But according to articles I’ve read in Inc. magazine and Entrepreneur magazine, 1/3 of resumes are embellished. I saw an article in Restaurants and Institutions magazine years ago that said 73% of applications are embellished and/or contain inaccuracies.
So for the sake of discussion, let’s shoot right down the middle and say that 50% of what you have is embellished and/or inaccurate. The BIG problem YOU have is knowing WHICH half is FACT and which half is FICTION… yet you’re still expected to conduct an effective interview.
You can and should do criminal background checks, but that only tells you if someone was caught and convicted of a crime. What about all the people who did things they weren’t supposed to but weren’t caught? Or were they successfully convicted even though they were guilty?
You can and should do reference checks, but the people who give you names of people who will reveal the ugly truth about them are few and far between.
If you announce yourself as a drug-free workplace, applicants know this. And many applicants just try to stay clean for 30 days before returning to their high-risk behaviors.
As I said. It’s not your fault. There is a better way. If you’re looking for tools and strategies related to recruitment, employee selection, engagement, and retention, take the Workforce Alchemy Challenge at https://workforcealchemy.com.
Apply to participate in the challenge, gain expert knowledge (for FREE) and earn up to $1000 worth of tools to help your business or department run better and faster without unnecessary drama or expense.
Follow us on social:
YouTube: https://www.youtube.com/@WorkforceAlchemist
Twitter: https://twitter.com/workalchemist
LinkedIn: https://www.linkedin.com/company/workforce-alchemy
Instagram: https://www.instagram.com/workforcealchemy
Rumble: https://rumble.com/user/WorkforceAlchemy
Dailymotion: https://www.dailymotion.com/WorkforceAlchemy
#employeeengagement #employeeretention #hiring #workforcealchemy
