Retention-5

Boomerang - cycle based tool for recovering lost employees. 60% effective with personnel targeted during "ideal" recovery period. Interestingly, many "boomerangs" have better performance and much higher than average tenure their second time around. This program utilizes some of the same “ego-driven” principles incorporated in Talent Scout to develop a successful, customized approach strategy for each re-hire candidate.

When the unemployment rate was 7% rehiring was unthinkable in many organizations; deserters were banished forever. Many former employees welcome a second chance when it is offered graciously and few, if any, are more likely to leave simply because the door will be open if they change their minds. Some companies have even found it effective to reward “retreads”.

Talent Scout essentially converts selected company personnel into freelance recruiters. Unlike common "referral bonus" approaches TS emphasizes focus, training and teamwork over compensation. The program has been extremely effective, supplying 40-95% of new hires for the clients using it. "Talent Scout" is straightforward and very economical. Because of its' versatility and effectiveness it is useful for positions of all types including entry-level, technical and executive.

Talent Scout addresses the fundamental reality of the new labor market, which is that the majority of new hires for most companies will the probability that an employee who receives appropriate acknowledgment from a representative from another company will at least consider that company as a prospective employer. This program is most effective when supplemented by the CAPS behavior assessment system.

Red Flag - analyzes previous patterns of performance, participation, absenteeism, etc. to construct a profile of at-risk and exit-eminent indicators along with preemptive strategies. Many employees mature to effective producers if supported through key periods in their "critical confidence window".

The majority of attrition decisions are prompted within a very identifiable aperture with days, weeks or even longer before the decision is consummated. The key to successful intervention is the simple fact that “no one’s walking who’s still talking”. A trained and effective listener is an invaluable retention resource if they can be alerted to at risk personnel without delay.

Enter-view systematically identifies exit issues from previous employment experiences at time of hire in order to preclude similar problems in the future (note: this process does not incorporate most of the customary exit categories).

The basic premise is that many employees tend to leave jobs for the same reason over and over again. Once a rationalization is put into action (quitting) it tends to become more available in each successive circumstance. After hiring, new employees can be encouraged to discuss the pros and cons of their past employer(s) in such a way that the primary exit drivers can be classified and appropriate precautions taken. The process generally takes from three to six questions and less than fifteen minutes. It has been demonstrated as highly effective in reducing early attrition (first 90 days) by up to 30%.

Enter-view can also be used to develop a prospecting database for Talent Scout, identifying likely recruiting opportunities based on the experience of new employees at their former workplaces.