Recently, I had the opportunity to participate in an online chat with some of my fellow Talent Advisors who write for CareerBuilder’s Talent Advisor Portal on The Hiring Site about the role recognition can play in a company’s recruitment and retention strategies.
I’d encourage you to take a few minutes to listen in, watch me futzing with my hair and bobbing in my chair, get a prediction for the Ohio State – Michigan State football game this weekend, and hear about Tim Sackett’s awesome “Pay It Forward” experiment with his team.
The illustrious panel includes:
Tim Sackett – President at HRU Technical Resources
Mary Delaney – President, Recruitment Software Solutions at CareerBuilder.com
Jennifer McClure – President of Unbridled Talent LLC
Matthew Stollak – Associate Professor of Business Administration at St. Norbert College
Streamed live on Nov 17, 2015
Questions we answer during the chat:
- How can recognition play a central role in an organization’s talent strategy?
- How do you drive recognition on the corporate side for your recruiting team?
- Is recognizing people once a year enough?
- Retention has been identified as one of the top 5 challenges for companies in 2016. Hasn’t retention always been an issue for companies? Why is it getting so much attention now?
- Do we really feel like the younger workforce coming in only wants to work for a company for 1 – 3 years?
- When does “retention” actually start for an employee?
- How has the notion of retention changed how we think about employer brand?
- Who owns retention?
- What role does technology play in recognizing and retaining workers?
- What works best for recognition – money, gifts, or something else?