This is NOT your standard book on hiring!
Job-hopping is the new norm. ALL companies will be dealing with these facts from the US Bureau of Labor Statistics: Employees between 18-34 years old are changing jobs an average of every 2.3 years. In five years they will be over 50% of the workforce.
Strategic Questions for the CEO, CFO and HR professionals:
- Your current turnover rate could double in the next five years as more Baby Boomers retire and younger employees take their place. Is your company ready?
- Are your managers hiring above their self-image? If not, you are probably hiring extra people to fill the talent gap.
- How can you turn employee job hopping into your competitive advantage?
Employee Turnover vs. Organizational Turnover
The above statistics strongly suggest that employee turnover will become pervasive throughout the company. It will become organizational turnover. Here are some real world examples:
Example 1: An 800 employee distribution company hired a VP of Human Resources. LinkedIn shows that this is the VP’s sixth job in eleven years. How long will he stay at the new company?
Example 2: A $70 Million manufacturing company hired a General Manager with a great resume, several years of industry experience, and a MBA from a good school. However, this is his third job in seven years. How motivated will the employees be if they think their new boss will be leaving in 2 to 3 years?
Winning Head Coaches have always dealt with high turnover issues, yet they are still responsible for fielding a winning team. Like you, they are constantly dealing with selection, engagement, motivation, development and retention issues. What lessons can we learn from them?
The Best Little Book on Hiring™ was written to give you easy-to-implement ideas that will have a powerful effect on your company’s employee retention and engagement.
Purpose of the Book
This book will help you answer two questions:
- How can I field a winning team when the employee mix is constantly changing?
- How can I turn employee job-hopping into my competitive advantage?
Book highlights:
- Do you have a Hiring Statement? Take your Mission Statement one step further and define the people needed to successfully implement the mission. Note: This is not your EEOC diversity policy.
- Look at your job descriptions. There is nothing strategic about them. Necessary of course, but hiring managers must give HR more strategic information (in writing and with their signatures) before HR starts looking for candidates.
- 10 reasons interviews favor the candidate – and how to change that.
- 10 Rules to Hire like a Head Coach™.
- Rate your current hiring process.
- How to make hiring your competitive advantage.
NOTE: Young employees today are saying: “Validate me as a person or lose me (turnover or engagement) as an employee.”
Successful companies are gaining a substantial competitive advantage by spending a little extra time in the hiring process. It is far less expensive and time consuming than trying to correct a poor hiring decision.
Culture Fit = Job Fit + Team Fit + Manager Fit
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John Bishop
Hire to Compete
314-664-6110