Fluid Power Recruiter
Resume Tip #1
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc.,www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
Today, more than any other time in our industry, more and more employers are requesting completed background checks prior to extending an offer to a potential candidate. With this in mind, it is very important that you, the candidate, provide a very clear and honest picture of your background to a potential new employer.
As with many situations, preparation is the key to success. The job market is very competitive and you probably will not be the only qualified candidate for a position. The deciding factor may simply be your background check. One minor exaggeration of dates of employment or degree, may remove you from the running. As a Filtration Recruiter, I have seen candidates not be considered for positions by what has been verified or not verified on their background check.
Let’s begin with education, one of the most commonly misrepresented areas of a resume.
With the advent of the Internet, there has been an explosion in the number of unaccredited or diploma mills schools. With the proliferation of sites on the internet promising “degrees for life experience”, “degrees without setting foot inside of a classroom,” “earn the degree you deserve in six weeks,” and others, it has become easier for people to simply buy a college degree without having the skills or qualifications necessary.
Emails containing these promises arrive daily in your in box. As these “schools” become more prevalent, you may be tempted to sign up, pay the money and receive such a degree as to make your resume appear more creditable. Be leery of these types of schools. In order for a background screening company to verify your degree, it must come from an accredited school not what is called a “diploma mill”.
For more details regarding diploma mills, click here: http://www.ed.gov/admins/finaid/accred/index.html or http://www.ope.ed.gov/accreditation.
You may also choose to provide on your resume that you did receive a degree, when in fact you are actually just a few credits short or may still owe funds to the school. When a background check is conducted, the company will contact the school and provide to the employer that you do not have a degree. You may think this is minor, but to an employer, this becomes a red flag as to the type of person you are.
Check back often to view more interview tips and techniques that will assist you in your interviewing process. To learn more about our organization or what positions we may have that you may have an interest in, please contact me at 800-992-3875 ext. 313.
Lisa Sprowls
Fluid Power Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com/filtration
Resume Tips
Thursday, November 12, 2015
Thursday, October 15, 2015
Fluid Power Recruiter - Employer Tips & Techniques
As a Fluid Power Recruiter, I work with both the candidate and the client. In past postings you will find information to help candidates in their interview process. Now I would like to focus on the client.
From the start of filling a position to the end, there are several areas where an employer needs to put thought into their process. There are times when we receive emails with job descriptions attached hoping we can fill the position. As an employer, you can't hire a candidate just from reviewing their resume, the same way that recruiters cannot find qualified talent from reading a job description. There are a lot of variables that are involved in the recruiting and hiring process.
To give a brief overview, here are some mistakes that employers make that delay the hiring process.
1. A job description is great to have, but you need to have a clear idea of what you are looking for and make sure that everyone understands. Be specific as possible when it comes to duties, skills and competencies you are looking for. For example, putting a "years" of experience does not mean you will get the ideal candidate. The employer is better to define the functions specifically and find someone who can do it.
2. Employers are always looking for that top notch, high energy candidate. What they are unsure of is the type of candidates available, along with the money it takes to hire them. Employers need to realize that while these people may be out there, they may not be willing to come work for your company no matter how great the company is. If you are looking to pay a lower salary than what the market is showing, you either need to be flexible on the compensation package or realize that you get what you pay for.
3. During the interview process there are several individuals that speak with the potential candidate. Typically an HR individual, or sometimes two. Then the person that the candidate will report to, along with other executives. At times there are so many individuals hiring that it prolongs the process. Trying to find mutual meeting times and then after the interview trying to reconnect with those individuals to receive their feedback. The longer the interview process, the better the chance that you will loose the candidate's interest level.
4. Don't just rely on the candidate's resume as to whether or not you should or should not interview them. Typically when working with recruiters, the recruiter will have already spoken with the candidate and can provide insight into their background and experience that isn't on their resume. If a candidate's resume looks like a possibility, take a few moments to have a conversation with them. You may be surprised as to what you learn.
5. After employers have interview candidates, it is important to provide feedback in a timely manner. It's human nature to have to call someone to tell them they are not a fit for a position, or they have a good background but someone else has been offered the position. But it is important to provide feedback so that if you do have an interest in a candidate, this shows them and keeps their interest level high. As it's human nature to hate to make the call to tell them no, it is also human nature for candidate's to think an employer no longer has an interest in them if they have not heard back after an interview in a timely fashion. They then loose interest and you risk loosing them to someone else they are interview with.
These are just 5 things that quickly come to mind as a recruiter to help employers through the hiring process. As there are more items that could be brought to mind, remember, just like you, candidates are busy. They are not just sitting around waiting for your call. If you find one you need to work quickly and efficiently to get them on board.
Please feel free to contact me should you need assistance in your hiring needs. Check often, as I will provide more information to assist employers in their hiring.
Lisa Sprowls
Fluid Power
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com
Employer Tips & Techniques
From the start of filling a position to the end, there are several areas where an employer needs to put thought into their process. There are times when we receive emails with job descriptions attached hoping we can fill the position. As an employer, you can't hire a candidate just from reviewing their resume, the same way that recruiters cannot find qualified talent from reading a job description. There are a lot of variables that are involved in the recruiting and hiring process.
To give a brief overview, here are some mistakes that employers make that delay the hiring process.
1. A job description is great to have, but you need to have a clear idea of what you are looking for and make sure that everyone understands. Be specific as possible when it comes to duties, skills and competencies you are looking for. For example, putting a "years" of experience does not mean you will get the ideal candidate. The employer is better to define the functions specifically and find someone who can do it.
2. Employers are always looking for that top notch, high energy candidate. What they are unsure of is the type of candidates available, along with the money it takes to hire them. Employers need to realize that while these people may be out there, they may not be willing to come work for your company no matter how great the company is. If you are looking to pay a lower salary than what the market is showing, you either need to be flexible on the compensation package or realize that you get what you pay for.
3. During the interview process there are several individuals that speak with the potential candidate. Typically an HR individual, or sometimes two. Then the person that the candidate will report to, along with other executives. At times there are so many individuals hiring that it prolongs the process. Trying to find mutual meeting times and then after the interview trying to reconnect with those individuals to receive their feedback. The longer the interview process, the better the chance that you will loose the candidate's interest level.
4. Don't just rely on the candidate's resume as to whether or not you should or should not interview them. Typically when working with recruiters, the recruiter will have already spoken with the candidate and can provide insight into their background and experience that isn't on their resume. If a candidate's resume looks like a possibility, take a few moments to have a conversation with them. You may be surprised as to what you learn.
5. After employers have interview candidates, it is important to provide feedback in a timely manner. It's human nature to have to call someone to tell them they are not a fit for a position, or they have a good background but someone else has been offered the position. But it is important to provide feedback so that if you do have an interest in a candidate, this shows them and keeps their interest level high. As it's human nature to hate to make the call to tell them no, it is also human nature for candidate's to think an employer no longer has an interest in them if they have not heard back after an interview in a timely fashion. They then loose interest and you risk loosing them to someone else they are interview with.
These are just 5 things that quickly come to mind as a recruiter to help employers through the hiring process. As there are more items that could be brought to mind, remember, just like you, candidates are busy. They are not just sitting around waiting for your call. If you find one you need to work quickly and efficiently to get them on board.
Please feel free to contact me should you need assistance in your hiring needs. Check often, as I will provide more information to assist employers in their hiring.
Lisa Sprowls
Fluid Power
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com
Employer Tips & Techniques
Tuesday, October 13, 2015
Succession Planning
At about the time the baby boomers begin retiring from the work force, the flow of additional workers will just about grind to a halt. For every young person entering the workforce from high school or college, an older person will be leaving the workforce and heading for retirement. Time Magazine has predicted an unprecedented employment gap when that happens. Reports show that the rebound in the industry is bringing up concerns for future expansions and succession planning. Where does this leave your company?
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Filtration Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Lisa Sprowls
The Filtration Group
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Succession Planning
Here at RSI, our staff has been diligent in locating those hard to find candidates so our clients can continue to grow as their employees leave to enjoy their golden years. With each search assignment, we uncover dozens of other highly qualified candidates that did not meet the skills needed for that particular search. That leaves us with numerous excellent candidates who are currently employed, reasonably happy and doing a good job but are keeping their eyes open for the next step in their career.
Since the Filtration Group of RSI does not just scour the internet for candidates, we find those candidates that cannot be found through traditional employment ads and job posting boards. We specialize in all areas of the industry; our knowledgeable staff stands ready to talk to you about your distinct need and is ready to customize a search to go directly after what you need and minimize the learning curve in your open position. Feel free to contact me at our toll-free number if we can be of assistance in any of your recruitment needs.
Lisa Sprowls
The Filtration Group
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Succession Planning
Wednesday, July 1, 2015
Fluid Power Recruiter - How Much Experience Does Your Job Candidate Really Have?
My name is Lisa Sprowls and I am a Filtration Recruiter. I work on many sales/ engineering/executive/ and management level positions serving the search and recruitment needs of both large and small manufacturers and distributors in the Filtration/Water & Wastewater/ Separations/and Environmental Industries.
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Filtration Recruiter - How Much Experience Does Your Job Candidate Really Have?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
With each and every finalist candidate that we present to our clients, we also provide a complete background check. Our background checks are provided by our parent company, BackTrack Inc., www.backtracker.com. All reports provided include employment verification, education verification, social security trace report, motor vehicle report, reference checking and criminal records searches.
How Much Experience Does Your Job Candidate Really Have?
When a candidate applies for a position with your company, and they advise they have 10 years of experience, do you check? Do you know if this means they have 10 years of experience with 1 or possibly 2 employers, or do they have 1 year of experience with 10 employers? There are some things that might be useful to consider before hiring that candidate. You can interview or provide written tests with questions pertaining to the particular skill set experience level the candidate should have. You can also do a technical interview on the phone to determine the knowledge and skills set of your candidate. A professional background screener can also take an application or resume and contact these employers for information. You can find out if that 10 years experience is with one employer or 10 different employers.
There are several tips and guides on the internet to help candidates make a resume that may show more experience than they actually have. One great trick – if you are the employer and are looking for someone and advertised you wish 5 years of experience. The candidate may have 2 years with a current employer. They will list that employer with the dates of employment unaltered. They can then insert or add additional employers after that, but not put in the years worked. Of course the company they are adding or inserting is usually closed, out of business, and frequently located in a different state or even country. Often a former supervisor (usually non-existent) will be listed as well. Because this was in another state, you as a hiring manager generally will not have had any contact with that person through a networking group and of course that supervisor will be unavailable because the company is out of business. Most candidates who pad their resume are hoping that if you get a favorable response from the most recent supervisor, you will be satisfied with those results.
Filtration Recruiter - How Much Experience Does Your Job Candidate Really Have?
Lisa Sprowls
Filtration Recruiter
Recruiter Solutions International
8850 Tyler Blvd.
Mentor, OH 44060
800-992-3875 ext. 313
lisa@rsipeople.com
Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Environmental Recruiter, Fluid Power Recruiter. As an executive recruiter/headhunter dedicated to serving the search and recruitment needs in both large and small manufacturers and distributors. Dan specializes in the search and placement of sales, engineering, management and upper level management positions. Keywords: Filtration Recruiter, Water Recruiter, Wastewater Recruiter, Pumps, Filters, Microfiltration, Water, Oil, Gas, Air, Industrial, Cartridge, Filtration & Separation, Membrane, Reverse Osmosis, Filtration Equipment, Filter Media, Filtration Supplies, Wastewater, Fuel, Environmental, Storm Water, Dewatering Equipment, Woven, Non Woven, Ultrafiltration, Recruiter Solutions International, RSI, Lisa Sprowls, Dan Regovich, Headhunter Filtration, Filtration Headhunter, Filtration Industry Recruiter, Wastewater and Filtration, Water Treatment, Wastewater Treatment Please visit our website at www.rsipeople.com/filtration/lisa
Thursday, June 18, 2015
Fluid Power Recruiter - The Cost in hiring a new employee
It costs money to hire a new employee. How much does it cost your company to hire one employee? Know the answer?
Consider the cost of advertising the job, and include your labor costs for writing that advertisement. Now consider the time, in dollars, someone, perhaps you, will spend reviewing resumes and job applications, with follow-up phone contacts. Then add to that figure the cost of interviewing, and down the road, the cost your company assesses to the training and orientation of new employees. These expenses don’t take too long to add up.
There is a sizable chunk of money to lose if your new employee to proves to be unqualified for the position, or unsatisfied with the job requirements, or just a bad fit with your company.
The money your company stands to lose due to the faulty interviewing and hiring practices is a waste, no matter how much it is. And if you really mess up and hire a person who ends up wearing the latest trend in handcuffs, you could lose a lot more. It could cost you your business.
How do you avoid making the big hiring mistakes? The answer is simpler than you think: You need to have a documented hiring procedure in place, and instruct everyone in the hiring chain to follow it.
During the coming months we’ll explore the basic outline of what your hiring procedures should include. Doing these things will help save your company money!
Start with the hiring team:
The Hiring Team
Use a team approach when hiring, and designate individuals to be members of the hiring team. This team should be the human resources director and/or manager, a direct supervisor, a department manager and someone who is currently performing the job or similar job. But remember, you don't want too many people on this hiring team because that then may cause a delay in the interview process. Also having too many people involved in the interview process leads to situations where some may or may not like them based on personal preferance. Be careful and elect the right individuals.
Why a team approach? Well, as a good as your company’s human resources director may be, he or she may not have the hands-on experience of, say, the supervisor running the department for which your company is hiring. No one knows better how to do the job than the person overseeing it or doing it, and that person can better identify the qualities it takes to perform it.
Another reason – using a team approach will eliminate any one person from hiring based on looks or love at first sight, or hiring someone in their own likeness. Never leave the selection of a candidate in the hands of one or two people. You need input from a team approach. Two minds are better than one, and in this case, several opinions are better than one or two.
Why? Because as human beings, we sometimes tend to select employees based on qualities we admire personally, or by accomplishments we personally find impressive. When hiring a new employee, take the “personality” out of the equation by letting a team make the selection.
Let the team analyze all the applications, schedule initial phone contacts, perform subsequent interviews, and finally, select the new employee. All these tasks must be with the consensus of the team members, as a whole.
Each team member should have their own specialized area of interest. The human resources manager will have the expertise to direct the team in a manner consistent with federal guidelines concerning employment law.
The deparment manager will be able to recognize appropriate accomplishments of candidates as related to the position your company needs to fill.
A supervisor should be able to spot personality traits that will determine if the candidate will be able to accomplish goals within the environment of your company.
Finally, a hands-on employee is your grassroots person. This person will recognize traits and skill sets that determine if the candidate can physically and mentally get the job done.
This is a hiring team – collectively, the right way to hire a new employee.
Lisa Sprowls
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com
Advertising and Interviewing Costs
Consider the cost of advertising the job, and include your labor costs for writing that advertisement. Now consider the time, in dollars, someone, perhaps you, will spend reviewing resumes and job applications, with follow-up phone contacts. Then add to that figure the cost of interviewing, and down the road, the cost your company assesses to the training and orientation of new employees. These expenses don’t take too long to add up.
There is a sizable chunk of money to lose if your new employee to proves to be unqualified for the position, or unsatisfied with the job requirements, or just a bad fit with your company.
The money your company stands to lose due to the faulty interviewing and hiring practices is a waste, no matter how much it is. And if you really mess up and hire a person who ends up wearing the latest trend in handcuffs, you could lose a lot more. It could cost you your business.
How do you avoid making the big hiring mistakes? The answer is simpler than you think: You need to have a documented hiring procedure in place, and instruct everyone in the hiring chain to follow it.
During the coming months we’ll explore the basic outline of what your hiring procedures should include. Doing these things will help save your company money!
Start with the hiring team:
The Hiring Team
Use a team approach when hiring, and designate individuals to be members of the hiring team. This team should be the human resources director and/or manager, a direct supervisor, a department manager and someone who is currently performing the job or similar job. But remember, you don't want too many people on this hiring team because that then may cause a delay in the interview process. Also having too many people involved in the interview process leads to situations where some may or may not like them based on personal preferance. Be careful and elect the right individuals.
Why a team approach? Well, as a good as your company’s human resources director may be, he or she may not have the hands-on experience of, say, the supervisor running the department for which your company is hiring. No one knows better how to do the job than the person overseeing it or doing it, and that person can better identify the qualities it takes to perform it.
Another reason – using a team approach will eliminate any one person from hiring based on looks or love at first sight, or hiring someone in their own likeness. Never leave the selection of a candidate in the hands of one or two people. You need input from a team approach. Two minds are better than one, and in this case, several opinions are better than one or two.
Why? Because as human beings, we sometimes tend to select employees based on qualities we admire personally, or by accomplishments we personally find impressive. When hiring a new employee, take the “personality” out of the equation by letting a team make the selection.
Let the team analyze all the applications, schedule initial phone contacts, perform subsequent interviews, and finally, select the new employee. All these tasks must be with the consensus of the team members, as a whole.
Each team member should have their own specialized area of interest. The human resources manager will have the expertise to direct the team in a manner consistent with federal guidelines concerning employment law.
The deparment manager will be able to recognize appropriate accomplishments of candidates as related to the position your company needs to fill.
A supervisor should be able to spot personality traits that will determine if the candidate will be able to accomplish goals within the environment of your company.
Finally, a hands-on employee is your grassroots person. This person will recognize traits and skill sets that determine if the candidate can physically and mentally get the job done.
This is a hiring team – collectively, the right way to hire a new employee.
Lisa Sprowls
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com
Advertising and Interviewing Costs
Wednesday, May 13, 2015
Fluid Power Recruiter - Relocation Hiring Mistakes
A mistake that is commonly made while interviewing candidates that requires relocating for an open position within your company is not making an effort to talk to the candidate’s spouse.
There are two things I have seen regarding that and they are:
1. Sometimes the candidate’s spouse doesn’t even know anything about the position and would not even consider relocation at all or relocation to that area.
2. Sometimes the spouse does know about the position but is not fully informed of the huge upside that your company has to offer and/or what the area has to offer.
You could get an offer rejected just by the spouse not being able to make a fully informed decision. If you decide to make that candidate an offer, you will have wasted a lot of time and money for him or her to tell you that their spouse doesn’t want to move!
How can you make sure this doesn’t happen??
Make sure you tell your potential candidates early on in the process that you will want to speak with their spouse to answer any questions that he or she might have on the area or the company. Also, make sure you include the spouse when it’s time to bring the candidate in for a house hunting trip. Set them up with a Realtor you trust and show them things they want to see. You may also want to have the spouse meet some of the key people in your organization that your new employee will be working with. Those small things will help make for a smooth transition in getting filling that open position you have!
Lisa Sprowls
Fluid Power Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Relocation Hiring Mistakes
There are two things I have seen regarding that and they are:
1. Sometimes the candidate’s spouse doesn’t even know anything about the position and would not even consider relocation at all or relocation to that area.
2. Sometimes the spouse does know about the position but is not fully informed of the huge upside that your company has to offer and/or what the area has to offer.
You could get an offer rejected just by the spouse not being able to make a fully informed decision. If you decide to make that candidate an offer, you will have wasted a lot of time and money for him or her to tell you that their spouse doesn’t want to move!
How can you make sure this doesn’t happen??
Make sure you tell your potential candidates early on in the process that you will want to speak with their spouse to answer any questions that he or she might have on the area or the company. Also, make sure you include the spouse when it’s time to bring the candidate in for a house hunting trip. Set them up with a Realtor you trust and show them things they want to see. You may also want to have the spouse meet some of the key people in your organization that your new employee will be working with. Those small things will help make for a smooth transition in getting filling that open position you have!
Lisa Sprowls
Fluid Power Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Relocation Hiring Mistakes
Wednesday, April 15, 2015
Fluid Power Recruiter - Why employees leave your company
Most people think that the major reason employees change jobs is to make more money. That is not the case! We have found the main reason for someone making a job change is to improve his or her quality of life. This could mean several things such as: working too many hours, poor working conditions and bad management.
The Bad News:
It is estimated that the U.S. will be in a moderate and at times, a severe employee shortage for approximately the next 20 years. This is due to all the baby boomers that will be retiring and not enough employees entering the job market to take their place.
The Good News:
The good news is that the reasons mentioned in the first paragraph for employees making a job change are controllable. Companies need to do everything possible to hold onto their good employees over the next couple of decades. It is easier and more profitable for a company to keep their current employees happy than to go through the expense of re-hiring. Start planning now on how to reduce your turnover and making smart hires!!
Lisa Sprowls
Fluid Power Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Why Employees Leave
The Bad News:
It is estimated that the U.S. will be in a moderate and at times, a severe employee shortage for approximately the next 20 years. This is due to all the baby boomers that will be retiring and not enough employees entering the job market to take their place.
The Good News:
The good news is that the reasons mentioned in the first paragraph for employees making a job change are controllable. Companies need to do everything possible to hold onto their good employees over the next couple of decades. It is easier and more profitable for a company to keep their current employees happy than to go through the expense of re-hiring. Start planning now on how to reduce your turnover and making smart hires!!
Lisa Sprowls
Fluid Power Recruiter
Recruiter Solutions International
800-992-3875 ext. 313
lisa@rsipeople.com
www.rsipeople.com
Why Employees Leave
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