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Many Hourly workers give up on jobs and workplaces EARLY into their employment. We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this: Reasons Hourly Workers Walk Out on Jobs: 1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits. 2) The average hourly worker can and will have many OTHER opportunities/ places
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 the 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: 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