5 Ways to Avoid Losing Your New Hires - Career Advice Blog for Millennials

5 Ways to Avoid Losing Your New Hires - Career Advice Blog for Millennials With the economy on the rebound, employees today are all about job hopping â€" so why are they all leaving you? Where are they all going? What causes them to leave, and how can you convince them to stay? The good news is that increasing employee retention is one of the most well-studied and well-documented phenomena in the entire human resource field. The bad news â€" at least if your company has trouble holding onto employees â€" is that employee retention is linked to employee happiness. That means in order to reduce turnover, you’ve got to address the big, difficult problems at the heart of your organization. Here are five tips to help you do that, and avoid losing your new hires: Gather Better Data For many companies, the only source of information about why employees leave is what can be gathered during the exit interview. But trying to figure out why employees are leaving while they’ve got one foot out the door is a bit like asking a stampeding herd what’s got them so spooked. Instead, talk to your employees early and often. Ask them difficult questions â€" questions you know will have answers that could make you uncomfortable. Poll them with survey apps that offer quantifiable results, and look at those results long and hard. Coordinate data. Roll up your sleeves, open Excel, and make a pie-chart or two. Your chief purpose here is to figure out when employees are leaving and why, in order to establish what we’ll call “choke points”. Stop the Bleeding with Preventative Incentives It’s hard to address systemic problems in an organization if that organization is in a constant state of turnover and turmoil. So, as a stop-gap measure, start getting creative with how to open up your choke points, and convince employees to hang in there while you work to fix their concerns. One way to do that â€" in the short term anyway â€" is to offer time-based pay incentives. If you notice the majority of your employees are taking off at the six-month mark, offer new hires a pay-bump after six months if they’ve performed well during training. Consider it an investment, because however much money it takes to hold on to employees, it almost certainly takes more to train new ones. But while you’re establishing preventative incentives, why stop at time-in/money-out? The best way to design reward-structures is by establishing clear and achievable goals. Goals Goals are key to the ongoing sustainability of any organization. Put simply, fair but challenging goals allow employees to connect more with their work. Engage your employees by giving them goals that matter. Then, encourage employees to set their own goals in addition to yours. These should be SMART goals that help them grow personally and professionally in their work. Schedule routine check-ins in addition to semi-annual reviews, and have them evaluate themselves prior to each meeting so you can go over the progress together. One of my favorite goal-oriented strategies is to have a set progression path with specific, measurable, and timely goals that, if accomplished, will result in a promotion. There’s no better motivation than a promotion, and employees love knowing how they are performing. With the ambiguity removed, they’re more likely to work harder towards their goals and stick around so they can get promoted to the next level. Hire for soft skills first, and hard skills second Unless you’re a cut-throat IT company in the heart of Silicon Valley, chances are your skill/degree requirements are more flexible than you think. Your skill and degree requirements are based on hard skills, which can be taught to someone who has just joined your workforce. A growing body of evidence, however, shows that soft skills, such as communication and adaptability, are what actually drive success in the workplace. That said, trying to teach soft skills to someone who does not already possess them can be a dicey endeavor. Teaching hard skills, on the other hand, is not only possible, but it’s a canny business decision. In addition, the skill-gap between higher education and the workforce is increasing every year. It makes sense, then, that the best place to learn hard skills is on the job, and those in charge of the workforce should not shy away from the teaching these skills. So hire someone for the position who possesses soft skills even if he or she may not have all the skill or degree requirements you’re hoping for. Have an actual onboarding process The perils of the recession taught companies a lot of smart habits, but as the recession lifted, many of those smart habits became dumb ones. One of the worst offenders has been the disappearance of entry-level positions. With the elimination of the ground floor, onboarding has also fallen by the wayside. Increasingly, employers expect new hires to hit the ground running on day one. New hires are saddled with exactly as much work as veteran employees, and the onboarding mentality equates to “sink or swim.” Unsurprisingly, that results in a lot of sinking. And when employees start to sink, most won’t wait around to drown. They’ll jump ship and swim for better shores. Don’t let your employees sink. Pass out water-wings and swimming lessons the second they set foot in the door. Just as a rising tide lifts all boats, better employee training results in higher productivity and increased retention. Remember to Take Human Resources Seriously There’s a reason human resources are called human resources. It’s because those who make up the human resources department offer an implicit reminder that, just like any other business capital, your employees are a precious and finite commodity. Retention and productivity are linked to employee happiness â€" so think about happiness as a concrete currency. You can trade it, spend it, invest it â€" or waste it. Everything you do has a cost, and if your employees are jumping ship, that means somewhere in the budget, your numbers aren’t adding up. So start moving proactively. Get there first. Retaining employees is not a patch-job measure. Its proactive maintenance, and it has to be ongoing. If you want to keep employees, figure out why they’re leaving. Then, get busy fixing the problem.

How to Calculate an Average Cost For Resume Writing Services

How to Calculate an Average Cost For Resume Writing ServicesThe average cost for resume writing services will vary according to the type of service you choose. However, there are some basic things that can be considered as major variables. Each different service has its own criteria to be used when calculating the cost of their services.The first thing to consider is the rate you pay the resume writer. Different companies have different standards for their writers and hence the rates differ from one service to another. Some companies don't even think about what they charge their writers while they try to attract as many resumes as possible. So, keep in mind that these companies have to think of their bottom line too.Another factor that can be considered is the skill of the resume writer. Since you will be relying on this writer in the process of hiring, you have to make sure that he or she is capable of writing a quality resume. Make sure that you know all the information about the w riter and his history in the industry.Cost also varies depending on the area of the country where the resume writer will be. In most cases, it would not be affordable to hire a writer from outside the city or state you are living in. However, there are some special services available for certain regions or states. It would only depend on your needs, that you pick the best service to meet your needs.The size of the agency also matters a lot. Many agencies will charge more because they are the big names in the business. There are also some agencies that specialize in smaller areas and they charge less to cover the demand for their services.Lastly, it is important to consider how much time the writer has been in the industry and how many number people he or she has worked with in the past. Some writers may not be very good at their job and therefore may not be very helpful for you.The average cost for resume writing services will vary according to the type of service you choose. But re member that you will need to pay for the services that you need and not for the services that you like.

The Importance of Objective Writing Resume

The Importance of Objective Writing Resume Second, the way of measuring learning isn't clear in any way. Each sort of writing has a special use. Be certain that you look around, since there may be some other helpful templates! Simply take a look at this program planner template. What is Actually Happening with Objective Writing Resume Objective writing is significantly more challenging to master for most writers. Writing a distinctive and interesting resume objective isn't likely to be an easy job. If you look after the following elements, it may greatly improve your odds of success in eBook writing. As a writer you will definitely like to earn your eBook writing a prosperous affair. Typically, you can opt to create References seen on request. `Students will have the ability to mention the pieces of a cell' is somewhat more precise, though that may be too much information for a number of students to master in 1 lesson. When it has to do with writing about subjective or objective info, you will need to get familiar with the sort of language used to communicate it. Subjective information whether it's in written or spoken form is normally thought of as a single person's opinion. Your objective is a significant place to genuinely concentrate on standing out. Just right for a fast overview and simple to consult when you're planning meetings. Our writers always create unique content that is totally free from all grammatical error. Click this URL to read more. Ideas, Formulas and Shortcuts for Objective Writing Resume Information has to be factual, in other words, fact-based. Objective information has the capability to be counted or described. Even then you're unable to discover the informative and accurate info. Objective information on the opposite hand is supposed to be completely unbiased. The aforementioned objective dictates that the student will have the ability to compose an objective, rather than discussing or identifying it. Bef ore you start to compose an objective, spend some time thinking about what you're describing, and remember to create the student behavior observable. For an objective to be complete, it has to give the students some thought of how their learning will be measured. Unless your objectives are measurable in some fashion, there is not any manner that you're able to create the evidence required to demonstrate that the objectives were in fact met. A unit lesson program is a group of all of the lessons you teach in that unit. Sometimes you do your best and even then you're not able to score well in your home tasks. Consequently, time should be spent before developing a lesson plan by writing effective objectives. The long-range planner lets you create units containing individual lessons. Pick an action verb for you lesson that matches the degree of learning you wish to see. Learn the skills you should be an expert planner. Moreover, the objective gives the instructor an indicatio n of the way to demonstrate that learning has occurred. A learning objective is the focus of a lesson program. Writing effective plans are sometimes an intimidating task. If not, you can opt to create References on request. Then the very best way is place a request I will need to acquire essay papers written. It's possible to easily depend on us to find essay help as we have a tendency to assist and guide the students with the assistance of our professional experts. So as to write learning objectives, an individual should start out with a comprehension of the specific content to which the objectives will relate. Below are a few examples of a business resume objectives. While it is necessary to create a well written objective, be sure to avoid some critical problems in your objective also. Objectives are constructed around good verbs.