I was asked last week for an article about employment
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Wow, talk about tough questions! What sprang to mind were all the phrases that people should avoid like the plague, so I had to do some fast thinking to come up with one that I loved. After mentally narrowing down my options, I settled on one: 'talented people'.
When used correctly, this has an 80% chance of success. Here's how to use it: in the interview
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When NOT to use this phrase? If you are applying for a job that is known to be repetitious or you would be working solo. In either of those cases, it probably wouldn't be the best idea to work the 'talented people' phrase into the interview, and may make you seem as if you didn't know anything about the company or the job for which you were applying.
So, for all of those 'talented people' out there, good luck
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Laura Innis Yaldo
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Laura Innis Yaldo brings several years of scientific recruiting for the biotechnology and pharmaceutical industry, laboratory bench experience, and certification as a Certified Professional R??????€???????????????um??????€???????????????Writer (PARW) together to her new post as owner of Apex R??????€???????????????um??????€???????????????.
It costs too much to recruit, hire, train
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We gathered this Top 10 list from interviews with top level executives and successful Human Resource managers. I hope that you can find some strategies that would be worth trying in your organization.
Tip #1Treat your employees like you treat your most valuable clients. It is cheaper to keep your good employees than it is to hire and train new ones. Your top 20-25% should be courted as you would court and then service your top customers.
Tip #2Get your employees to "Fall in Love" with your organization. Communicate your vision in a compelling way. Show everyone the role they have to contribute to this vision. Create opportunities for people to connect with each other for support and to improve communication in work teams.
Tip #3Strong retention strategies become strong recruiting advantages.
Tip #4Retention is much more effective when you put the right person into the right job. Know the job! Know the employee and their motivations.
Tip #5Money is important but it is not the only reason people stay with an organization. If your compensation plan is in the top 20-30% of your industry, then money will often not be the reason why people leave.
Tip #6Employee committees to help develop retention strategies is a very effective strategy. Get their input! Ask, what do people like about working here? What would you like changed to make your company a better place to work?
Tip #7Leadership must be deeply invested in retention. Management must be skillful communicating company policies in a way that creates "buy-in" from their staff and be open to employee input. Help create "ownership" in your employees.
Tip #8Recognition, in various forms, is a powerful retention strategy. It does not have to cost a lot. U.S. Dept. of Labor - 46% of people leave their jobs because they feel unappreciated.
Tip #9Remember
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Tip #10Know the trends in benefit packages. Do your best to offer the ones your employees need. Consider offering the best of the rest.
If you have great strategies that have not made this list, please contact me so I can update this list. Look for more information in this article on retention at >
Thanks, in advance.
L. John Mason, Ph.D. is the author of the best selling "Guide to Stress Reduction." Since 1977, he has offered Executive Coaching and Training. His executive coaching has included developing programs which: improve communication (for individuals and organizations
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Please visit the Stress Education Center's website at for articles
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