Champion Blog for Employers

Category: Retention

Doesn't anybody want to work any more?

By Robert Schepens
March 18, 2019 Category: Retention, Hiring The Good Ones, Work, Employer

Doesnt anyone want to work anymore? (A common cry heard round the C-Suite.) The fact is: No, not really. At least it doesnt seem like it. And yes, there are many who still do. The tight candidate market is to blame for the apparent availability of lesser-motivated people. Tie the politics of socialist leanings into that, and the word EARN has been eroded from our popular vocabulary. No political or social evangelist even comes close to talking about EARNING or living to be ACCOUNTABLE. So where are the good ones? Come along for our ride and well show you how to dig under the rocks and what to do once you have found them: Where are the good ones? They are right in front of you. In front of us. Champion specializes in shop floor, distribution, office and technical talent acquisition. We interview more people in one week than the typical HR Pro interviews in a year. We get our best candidates from personal referrals. Good people tend to know or hang with, other good people.

Secrets to Hiring and Retention

By Champion
November 07, 2018 Category: Hiring, Retention, Employer

Secrets to Hiring and Retention: Secrets? There are none. Thats simply to get you to read this. Or so say the marketing people. But Ill bet you will learn something. Right now, you have your own way of hiring. Probably 85% of your system is good. This will make it better. Executive Summary: Understand the actual job you are trying to fill, not just the HR manual job description. Understand the actual DUTIES of the work. AGREE to the skills necessary to do the duties. What can and should be trained? Answer this question as though your perfect candidate is sitting across the desk from you, right now: (from THEIR point of view, not yours): WHY would a highly qualified person want to work for YOUR company, in this position? Plan to onboard potential workforce members properly. Analyze and identify a reasonable profile of the person to be hired. This should describe the skills, talents, abilities and the types of quot;experiencequot; that could/ will fit. It should also describe

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