扩大招聘人员的影响力：应对高流失率的三种方式.pdf

1、 IMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTIMPACTEXTENDING THE RECRUITERS IMPACT:3 ways for Talent Acquisition to counter high attrition.ACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITIONACQUISITION

2、ACQUISITION What percentage of new starters quit your organization in their frst year?And how much does that attrition cost your business performance and bottom line?We look at three ways for Talent Acquisition(TA)teams to extend their infuence beyond hiring to make a tangible impact on retention.Yo

3、u will get to explore smarter approaches to attraction,assessment,and onboarding,with illustration from a real-life case study that shows the value of taking the initiative on attrition.Its time for Talent Acquisition to rethink its role.Think back,for a moment,to the talent landscape of 2019.Life w

4、as certainly simpler for Talent Acquisition(TA)functions in the years leading up to the pandemic.Employers held the upper hand in hiring,except in skills-shortage sectors such as technology.The vast majority of employees worked on site every day.Peaks and troughs in recruitment were largely predicta

5、ble,and thus easily manageable.Attrition rates were lower,meaning fewer new hires to make.TA could focus on the task of flling roles,in line with business needs and strategy.Success was often measured by the time taken for new hires to be in post.Since 2019,much has changed.The jobs market has swung

6、 back and forth rapidly forcing recruiters to face unfamiliar challenges.First,TA teams had to contend with mass lay-ofs and hiringfreezes(and,at times,reductions to their own headcount).Then,the rapid hiring ramp-ups that followed came at a time of Covid-19 safety restrictions and unprecedented lab

7、or shortages.Moreover,the experience of the pandemic transformed many peoples attitudes towards work.The great resignation was the consequence.Attrition became a business-critical problem,complicated by the rise of hybrid working.Throughout the 2020 to 2022 period,TA functions had to manage rapidly

8、fuctuating business priorities,requests and expectations.To navigate these challenges,TA leaders were compelled to be bold,inventive and open to entirely new processes,strategies and ways of thinking.In turn,that led progressive TA leaders to refect on the underlying purpose of Talent Acquisition an

9、d the potential of the TA function to add strategic value to the wider organization.Could TA spread its infuence beyond recruitment,to impact on HR and talent goals that would previously be considered outside its remit?If high attrition levels were a conspicuous problem,how could TA help boost reten

10、tion among new joiners?The answer was to step up eforts in three key activities under TAs remit:attraction,assessment and onboarding.In this paper,we will begin by investigating the factors most relevant to TA that cause resignations.Then,we will consider how changes and new approaches can enhance r

11、etention as well as improving traditional hiring metrics.Organizations all over the world are already seeing results from the intervention of their Talent Acquisition teams.We will also take an in-depth look at the successful steps that a Korn Ferry client has taken on attraction,assessment and onbo

12、arding.3 ATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITIONATTRITION ATTRITION:A PROBLEM THAT ISNT GOING AWAY Recent labor market surveys in the US and UK indicate that attrition rates have remained around

13、20%higher than their pre pandemic levels.Looking ahead,it is expected that turnover will continue to trouble employers for the foreseeable future.According to the LinkedIn 2023 Workplace Learning report,93%of companies are concerned about employee retention.How much does attrition cost?If your organ

14、ization has an accurate estimate of attrition costs,it is far easier to build the case for investing in TA-led measures to boost retention.You will fnd various fgures on the cost of replacing a full-time employee.A 2019 Gallup workplace study put the fgure as anywhere between half and double the emp

15、loyees annual salary,depending on the nature of the role.When considering how much attrition is costing you,it is important to consider:The direct cost of recruiting,The hidden cost that resignations onboarding and training and under-resourced teams make replacement employees.by damaging employee mo

16、rale,wellbeing and stress levels.The indirect cost to the business caused by under-resourcing,The opportunity cost of a operational delays,inefciencies reduced pipeline of potential and underperformance and future supervisors,leaders,the potential knock-on efect to specialists etc.the customer experience and brand reputation.4 QUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERSQUITTERS“I got sucked into applying by a fancy care