|
|
|
Posts Tagged ‘retention’
Tuesday, July 12th, 2011
 “When does our organization’s executive search & recruiting process start?”
It’s an active process that is developing every moment of every day, as your employment brand perpetually communicates the value you are placing on:
- The values your organization lives out – not simply what is written in the lobby
- The true ‘culture fit’ of your company
- The chemistry dynamics of individuals and teams within your organization
- The probability of success
- The scope of developing, engaging and retaining the ‘best’ talent to hit your goals and objectives
- The impact an employee will experience if they accept an opportunity with your organization
- The short and long-term challenges a hired candidate will have if they accept the position
- Growth and succession planning
- Professional and personal time
- The truth – what it is really like to work at your company
- Authenticity – never before has authentic leadership and authentic culture been more important to leaders
- Passion – every “A” player wants to join a passionate team that has a consistent and constant desire to succeed!
If you believe the recruiting process starts when you or your HR department ‘finally’ get around to posting a position externally, it is time to have a crucial conversation with your leadership team, people managers and key stakeholders to discuss how you can best position your employment brand and proactively attract the right candidates to your organization.
What question should we ask to start this meeting?
Watch this video and ask your leadership team to be critical of your recruiting and hiring processes. If you want to recruit the best talent you must have a culture that attracts the best!
To Recruit Top Talent You Must Have A Culture That Attracts Leaders
~Your Executive Search & Recruiting Advisor
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Acquisition Expert / Business Advisor
Connect with me on Twitter / LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: best places to work, centennial, company culture, company values, employee engagement, employment brand, executive recruiting, executive search, Inc., Leadership, mike sipple, recruiting, retention, succession, succession planning
Posted in Corporate Culture, Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Wednesday, July 6th, 2011
 Centennial, Inc. has focused on our 4C Recruiting Process for over 36 years to recruit top talent and executive talent to our client companies – which includes recruiting for character, culture, chemistry and competence. Our team knows first hand how important company culture plays into attracting, recruiting and retaining ‘Top Talent’ and we make this a priority internally as well. As the President of our organization I also consider myself to be the Chief Culture Officer…
I am writing today to share something that I hope will help you and your organization. One of the greatest business levers that has helped Centennial become a better, more effective organization has been the Cultural Audit work we have done with our business partner, Perfect 10 Corporate Cultures. They worked with our team to assess our organizational landscape, identify critical needs, and develop skills and solutions that have made Centennial a better place for our team and for our clients.
In order for us to better advise and guide our clients regarding their talent recruiting, engagement and retention strategies, we highly recommend a culture audit by Perfect 10.
 4C Recruiting Process “The only thing of real importance that leaders do is to create and manage culture.”
-Edgar Schein, Award Winning Author and Professor MIT Sloan School of Management
The Cultural Audit work helped us in many ways.
Centennial could not have achieved what we did without the Perfect 10 Culture Audit, which was central to our development.
As you know, Centennial believes deeply in the power of people and the power of an effective team, whether that’s within our own organization or in the passionate service of our clients. We aren’t perfect, but we keep getting better. Perfect 10’s Cultural Audit work has helped us tremendously by identifying our most important growth and communication needs and helping us focus our efforts. I am convinced it can help your business too.
To learn more, visit Perfect 10 Corporate Cultures, or call 513-874-4220. Share with them that Mike Sipple & the Centennial team strongly suggested call to learn more about creating and maintaining a Perfect 10 Corporate Culture.
- Organizational Performance & Culture Model
“I hope you’ll consider this as a potential business-building tool, and I wish you the very best in the process.”
Last, if you know me you know that my making this kind of endorsement is extremely rare. There’s a reason for that. I do it only because of our personal experience and conviction, and I do it only in the spirit of offering you information which I believe will add value to you and your organization.
Warmest regards,
Mike Sipple Sr.
President & Chief Culture Officer
Connect with me on LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: best places to work, company culture, corporate communications, Corporate Culture, employee retention, engagement, engaging talent, Gerry Preece, Leadership, leadership assessment, leadership recruiting, Lynne Ruhl, organizational assessment, organizational planning, organizational values, P10 Corporate Culture, perfect 10 corporate culture, retaining talent, retention, top cultures, top workplaces
Posted in Communication, Corporate Culture, Employee Engagement, Employee Retention, Leadership, Motivation & Inspiration, Succession Planning | 4 Comments »
Friday, June 4th, 2010
 June 4th 2010 was Mike Sipple Sr., President, and Centennial’s 35th Anniversary! On a day of celebration Mike Sr. wanted to share feedback to a question that regularly comes up with client companies. This is the area of engaging and on-boarding talent…it happens to be an area that he has been personally passionate about since 1975!
The question he often asks leaders is, “Once you get the right talent and leadership on-board what do you do next?”
Too many executives and business owners look back at him and say, “I do not know – I just want to get them on our team.”
When asked this recently he shared, “If you’re already being proactive with recruiting, in terms of attracting talent into your doors, I would suggest you consider the next steps in the process, which many companies tend to forget (but they are, indeed, part of the recruitment process!)
1. I would recommend you do a culture survey. Find out what people think internally. Many companies can attract “A” talent, but they can’t retain them. It’s critical to find out why you’re either able to keep talent or why you lose them. You need to get the ideas and opinions from people on the inside who know these answers.
2. You should be intentional about putting your best foot forward and being proactive – not reactive – in the process. Many companies forget that the “attracting” process still needs to continue after a candidate is in the process. If you like a candidate, you need to have what I call “your selling and attracting shoes” on.
3. You need to develop formal processes to keep the attraction process continuing without unnecessary delays. Internal delays can keep a process from moving forward. Unfortunately, the “A” talent may have multiple offers and opportunity with the ability to choose from the best.
4. You need to be sure what you promise in the recruitment process is what’s being delivered to the new employee. Recruiting and attracting talent continues during the on-boarding process and should be a key part of new job assimilation for three to six months to be sure the transition is smooth. So many companies lose people within the first six months, and it’s often due to un-kept promises or surprises.
5. There needs to be a process for on-boarding that follows people through these early phases of their employment and ensures that they’re feeling good about their decision. This should include that all expectations are being met from both sides. This is the time to lay a solid foundation of trust, communication and engagement.”
We encourage you to provide your thoughts and feedback with on-boarding/assimilation.
- What have you have seen or experienced that makes a difference?
Let’s ensure we don’t just hire talent but engage and retain those we worked so hard to identify and recruit!
Warmest Regards,
Mike Sipple, Sr.
President
Connect with me on LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: annual reviews, assimilation, attract, attracting talent, best places to work, Corporate Culture, employee engagement, employee retention, employee reviews, engage, engaging employees, job anniversary, new job assimilation, on-boarding, on-boarding talent, onboarding, onboarding new employees, onboarding talent, recruit, retain, retaining talent, retention, talent attraction, top company culture, top places to work
Posted in Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Interviewing, Leadership, Motivation & Inspiration, Networking & Connecting, Recruiting & Executive Search, Succession Planning | No Comments »
|
|
