In a last blog post, How to Recruit Millennials, we discussed the importance of starting to recruit millennials today because they are the executives of the future. We outlined things you need to know about this segment of the workforce and some tips for how to recruit and retain them.
One of the key takeaways from this post was that companies need to create a strong organizational culture that is appealing to millennials. A great company culture will attract top talent in any industry regardless of age or experience. Read more
Canadian boutique recruiters are quietly flying under the radar and winning critical searches by delivering innovative and flexible solutions with an emphasis on superior client service and quick turn around on presenting top candidates.
The end-of-year hiring cycle can be complex. Typically, this is when end-of-year budget surpluses must be utilized, but it is also a time to look forward. In order to recruit and retain the right talent, employers must get a head start on both hiring strategy and the retained search process.
For many organizations, the second half of the year is devoted towards strategizing, planning and budgeting. Of course, organizations take stock of their successes, but they also identify what they need to do to continue their growth. Prospective employers will identify redundant skills or under-performing assets, and also detect where and how they can improve for the upcoming year(s). At this stage, funds are typically allocated towards hiring new talent.
If you’ve been involved in recruiting and hiring for your company, you know that finding good candidates is only half the battle. Today’s employers face significant challenges when it comes to retaining top talent.
Data from the Bureau of Labor Statistics suggests today’s employees average 4.6 years at any given job. Between 2012 and 2013, 7.3 percent of Canadians changed jobs. Based on a labour pool of approximately 18 million Canadians, that means that 1.3 million workers switched jobs during this time period.
Studies show a drop in job satisfaction may explain the rise in turnover. Of course, there are a number of factors contributing to this dissatisfaction – lack of recognition, advancement opportunities and work/life balance to name a few.
While the “discipline” of employee retention has been around for many years, it is evidently worth a refresher as we enter into the fall hiring season. After all, keeping your best employees happy and productive is a competitive advantage for your company.
Four Corners Group is extremely proud to announce the promotion of Pamela Colquhoun to Partner.
Pam has made a significant financial contribution to Four Corners Group by being the leading specialist in Canada conducting physician searches; she also adds immense value to the overall Healthcare Team.
During her time here, Pam has demonstrated a wonderful passion for everything we are aiming to accomplish at Four Corners Group and we value her desire for continuous improvement, dedication to clients, and winning spirit.
Congratulations, Pam – we wish you continued success and happiness in your new role. Thank you for your hard work and outstanding results.
Making the wrong decision during the hiring process can be devastating for an organization; not only does it cause extensive aggravation for the employer, but also significant financial repercussions for the company. A bad hire can also upset team dynamics and innovation.
The best way to avoid the cost of a bad employee is by hiring right the first time. As a leader in executive search, Four Corners Group offers the resources and hiring talent to do exactly that – saving your company time and money.
According to a study by CareerBuilder, 69 percent of employers report their companies have been negatively affected by a bad hire in the last year. Of those businesses, 41 percent estimated the bad hire cost them more than $25,000, while 24 percent tallied a loss of over $50,000.