Parvez Alam’s Post

How Parker Staffing Can Help Solve the Retention Crisis As a sales executive in staffing, I’ve been hearing a recurring challenge from HR professionals, hiring managers, and business owners: Candidate retention. Turnover is costly, impacting productivity, morale, and your bottom line. But retention doesn’t have to be a constant struggle. Parker Staffing can make the difference between a revolving door and a team of engaged, long-term employees. Here’s how we address retention: 1. Pre-placement Assessments & Cultural Fit: Skills are important, but cultural alignment is key. We go beyond the resume, ensuring candidates fit your company’s values and long-term vision. This leads to employees who are excited to stay and contribute. 2. Onboarding Support: Onboarding can make or break retention. We collaborate with clients to create tailored programs that help new hires feel welcomed, informed, and supported from day one. 3. Ongoing Engagement & Development: We prioritize continuous engagement. Our dedicated Coaching and Training Manager provides ongoing support through regular check-ins, ensuring both compliance and ongoing development. This personalized approach enhances employee satisfaction and boosts retention. 4. Retention Metrics & Continuous Improvement: Retention isn’t a one-time effort. We track key metrics and provide actionable insights, helping you adjust strategies as needed—whether it's compensation, work-life balance, or flexibility. In Conclusion: Retention isn’t just about filling a role; it’s about building lasting relationships between employees and employers. We don’t just help you hire—we help you keep your best talent. If retention is a challenge, let’s chat. Our unique approach, backed by a dedicated Coaching and Training Manager, can help your team thrive. #StaffingSolutions #CandidateRetention #EmployeeEngagement #HRStrategy #TalentManagement #WorkforceDevelopment #StaffingAgency #Allintowin #ParkerStaffing #JacksonHealthcare

Recruiters! Do you measure the "Quality of Hire"? 85% of recruiters don't. So, Do this: 5-Step Guide to Quality of Hire: 1️⃣ Distinguish between ➜ Quality of Application (QofA)  ➜ Quality of Hire (QofH) QofA = Candidates accepted for interviews. QofH = How well those hires perform after 1 year. Traditionally, teams have focused on the quality of applicants (QoA),  but now they must evaluate post-hire performance too.  While QoA can help predict a candidate’s likelihood of success,  QoH can validate it and further inform pre-hire strategies. 2️⃣ Create the Right Inputs for QofH Most common inputs: ⇢ Hiring Manager Satisfaction ⇢ Year 1 Job Performance ⇢ First-Year Productivity ⇢ First-Year Retention ⇢ Cultural Fit 3️⃣ Keep a Consistent Scorecard: Whatever scale you use (1-5, 1-10, etc.), apply it consistently across all inputs. 4️⃣ Calculate QofH Simply: Sum up all your inputs and divide by the number of inputs. Example: (Year 1 Performance + Manager Satisfaction + First-Year Productivity) ÷ 3 = QofH Score 5️⃣ Track & Adjust: Monitor your scores over time. Example: If Hiring Manager A has lower first-year productivity scores than others, review their onboarding process. P.S.  Repost ♻️ if it's valuable. I appreciate your support.  P.P.S.  Follow along for latest valuable content on Talent Acquisition, Human Assets, and Leadership.  . . . (leadership, leadershipmatters, humanresources, jobsearch, talentacquisition, teambuilding, leadershipdevelopment, leadershipskills, leadershipmindset, careeropportunities, careers, hiring, recruiting, california, hr, humanassets, offshoring, networking, workfromhome, remotework, management, markets, managers, zoom, meeting, success, us, usa, psychology, europe, successmindset, motivation, growthmindset, mondaymotivation, it, startups, culture, futureofwork, worklifebalance)

Measuring Success in Hiring: Key Metrics & Strategies In today's competitive job market, hiring the right talent is crucial. But how can companies measure their success in hiring? It goes beyond filling a position to ensuring the new hire adds value. Here are key metrics and strategies to gauge hiring success. 1. Time to Fill & Time to Hire Time to Fill:measures the duration from job requisition to offer acceptance. Time to Hire: tracks the time from when a candidate enters the pipeline to accept the offer. These metrics help understand recruitment efficiency. Shorter times indicate a streamlined process, while longer times may highlight improvement areas. 2. Quality of Hire Quality of hire evaluates the new hire's value. This can be assessed through:Performance Evaluations: Regular reviews of contributions & performance. Retention Rates: High rates indicate successful hires who fit well & are satisfied. Manager Feedback: Insights from supervisors on the hire's impact & performance. 3. Candidate Experience A positive candidate experience attracts top talent. This includes:Application Process: Was it smooth and user-friendly? Interview Experience: Were candidates treated respectfully? Communication: Was there clear, timely communication? Surveys & feedback forms can provide insights into the candidate experience, identifying areas for improvement. 4. Cost per Hire This metric includes all hiring expenses, such as advertising, recruiter fees, travel, & onboarding costs. A lower cost per hire is desirable but should not compromise quality. Balancing cost efficiency with hiring effectiveness is key. 5. Diversity & Inclusion Metrics A diverse, inclusive workforce boosts performance and innovation. Measuring diversity in new hires & ensuring inclusive practices can create a more dynamic organization. Metrics to consider include: Diversity Ratios: The proportion of hires from diverse backgrounds.Inclusion Feedback: Surveys on how included & supported new hires feel. 6. Hiring Manager Satisfaction Hiring manager satisfaction is crucial. This can be measured through: Surveys and Feedback: Collecting insights from managers about the recruitment process and candidate quality. Post-Hire Reviews: Assessing new hires' alignment with job requirements and team dynamics. Strategies for Improving Hiring Success Employer Branding: Building a strong brand to attract top talent. Data-Driven Recruitment: Using analytics to identify successful hiring patterns and improvement areas. Employee Referral: Encouraging referrals can lead to higher quality hires. Continuous Improvement : Regularly refining recruitment processes based on feedback & performance metrics. Conclusion Measuring hiring success requires a combination of metrics. By focusing on areas like time to hire, quality of hire, candidate experience, cost per hire, diversity & inclusion, & manager satisfaction, companies can ensure they bring in talent that drives success.

𝐖𝐡𝐲 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐈𝐬 𝐂𝐫𝐮𝐜𝐢𝐚𝐥 𝐖𝐡𝐞𝐧 𝐇𝐢𝐫𝐢𝐧𝐠 𝐟𝐨𝐫 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐑𝐨𝐥𝐞𝐬 🌟 When it comes to hiring for commission-based sales positions, flexibility is not just a nice-to-have—it's a must. Here’s why adaptability plays a pivotal role in the recruitment process: 1. Tailored Compensation Plans: Tip: Flexibility in designing compensation plans can attract top talent. Tailoring commission structures to align with individual motivators and market conditions can lead to a 30% increase in candidate interest and satisfaction. 2. Adapting to Market Changes: Tip: The ability to adjust recruitment strategies based on market trends is crucial. Companies that stay flexible can respond more effectively to shifts in demand, potentially boosting their recruitment success rate by up to 25%. 3. Customizing Job Descriptions: Tip: Adapt job descriptions to reflect the specific needs and expectations of the role. Customization helps in attracting candidates who are a better fit, improving the quality of hires by 20%. 4. Offering Varied Work Environments: Tip: Flexibility in work arrangements, such as remote work or flexible hours, can enhance the appeal of commission-based roles. Organizations with flexible work options see a 35% increase in candidate applications and employee retention. 5. Adjusting Training and Support: Tip: Provide tailored training and support based on individual needs. Flexible onboarding and continuous development opportunities can boost performance and retention by up to 40%. Flexibility in these areas ensures that you attract and retain the best talent while staying competitive in a dynamic market. Embrace adaptability to build a successful commission-based sales team! How has flexibility impacted your hiring process for commission-based roles? Let’s discuss in the comments! ------------------------------------ Contact me to explore how my tailored recruitment strategies can help you find and retain top commission-based sales talent. #SalesRecruitment #FlexibleHiring #CommissionBasedRoles #TalentAcquisition #SalesTeam

Consistent communication from hiring managers is essential for building trust, maintaining candidate interest, and boosting conversion rates. Our article, "Transforming Recruitment: How Hiring Leaders Can Drive Candidate Engagement and Success," explores the importance of these strategies. Enhance your candidate engagement and streamline communication with support from Leap Onboard. Visit us at https://LeapOnboard.com.

Candidate engagement is crucial in the hiring process for several reasons: Enhanced Candidate Experience: Engaging candidates throughout the hiring process helps create a positive experience, which can improve the company's reputation. Candidates who feel valued and informed are more likely to speak positively about their experience, whether or not they get the job. This positive word-of-mouth can enhance the employer brand and attract more top talent in the future. Higher Acceptance Rates: Candidates who are engaged are more likely to feel a connection with the company and its culture. This emotional connection can lead to higher job offer acceptance rates. When candidates feel engaged and appreciated, they are more inclined to accept job offers, reducing the time and resources spent on filling the position. Better Quality Hires: Engaged candidates are more likely to be honest and open during the interview process, allowing for a more accurate assessment of their skills and fit for the role. This transparency leads to better quality hires, as the hiring team can make more informed decisions. Engaged candidates also tend to be more motivated and committed, which can result in higher performance and retention. Discover more about how engagement is crucial in hiring and how Leap Onboard can elevate your candidate relationship engagement. Ready to elevate your hiring process? Start your free trial today and experience the difference with Leap Onboard: https://leaponboard.com/ #Onboarding #HRTech #NewFeatures #TalentAcquisition #EmployeeExperience #CandidateExperience #Hiring #CompanyCulture #EVP

You can Increase productivity with the right hires Having the right team is crucial for boosting productivity in your business. By hiring top talent, you ensure that your goals are met efficiently and effectively. The right employees bring fresh perspectives, innovative solutions, and a strong commitment to your company’s mission. Why the right hires matter: Enhanced performance: The right hires bring the skills and expertise needed to excel in their roles. Their high performance directly contributes to achieving your business objectives, whether it’s increasing sales, improving customer satisfaction, or driving innovation. Improved efficiency: Talented employees work more efficiently, reducing wasted time and resources. Their ability to deliver quality results promptly ensures smooth and productive operations. Stronger team dynamics: The right team members foster a positive and collaborative work environment. Their leadership and teamwork skills enhance overall team dynamics, leading to better project outcomes and a harmonious workplace. Customer satisfaction: Exceptional employees provide high-quality service, ensuring that customer needs are met effectively. Their professionalism and dedication build trust and loyalty, crucial for maintaining a strong customer base. Our approach: At D & S Executive Search, we understand the importance of finding the right talent to achieve your business goals. Our recruitment process includes: Job and candidate psychometric assessments: We create a psychometric profile of the role and evaluate candidates’ core personality traits and behaviours to ensure a strong match. Take action: Connect with us to discover how we can help you find quality talent that will stick with your business for the long term. Visit our website to fill out your details today. Discover how we can help you achieve your business goals with top talent. Contact us now! Fill out your details: https://lnkd.in/esxUrEaw  Email us: [email protected] Call us: 02038404705 . . . . . . . . . . #hiring #recruitment #talentacquisition #employerbranding #employeeengagement #workplaceculture #teamdynamics #businessefficiency #productivityboost #businesssuccess #topemployees #righttalent #workforcemanagement #teamperformance #staffing #electricvehicles #futureofwork #hrsolutions #jobopportunities #recruitmentservices #innovation

How often do you sync with your hiring manager? Regular check-ins with your hiring manager reduces time to hire with 25% and increases candidate satisfaction with 30%. Take the time to sync, calibrate, ask questions, and understand needs after every iteration. Use data for clear communication and words for deeper understanding. Streamline your hiring process with consistent collaboration! 🚀 #Recruitment #Hiring #Teamwork #HR #BusinessGrowth #DataDriven

Would you agree that by adopting a Human-to-Human (H2H) philosophy in hiring it can be highly effective for attracting the right candidates, as it emphasizes personal connection and mutual respect? Here are some key benefits and considerations: Benefits of H2H Philosophy in Hiring 1. Enhanced Candidate Experience: Treating candidates as unique individuals rather than just another number in the application process can lead to a more positive experience. This personalized approach can enhance your company’s reputation among potential employees. 2. Improved Employer Branding: By focusing on human connections, your organization can differentiate itself as a more empathetic and employee-centered workplace. This can attract candidates who value culture and fit as much as career opportunities. 3. Increased Engagement: Candidates are more likely to be engaged and responsive when they feel personally valued and understood. This can lead to more meaningful interactions during the interview process and a deeper understanding of their potential fit within the company. 4. Better Retention Rates: Hiring candidates who align well with the company’s culture and values, aspects often highlighted in a H2H approach, can lead to higher job satisfaction and lower turnover. Considerations 1. Scalability: While highly effective, personalizing the recruitment process can be time-consuming. As such, it may need to be balanced with more streamlined processes depending on the size and scale of your hiring needs. 2. Consistency: It’s important to ensure that this human-centered approach is consistently applied throughout all stages of the hiring process, from initial contact through interviews and onboarding. Inconsistency can lead to confusion and might deter good candidates. 3. Training: Your hiring team might require training to adopt this philosophy effectively. This includes developing skills in empathy, active listening, and personalized communication. 4. Technology Integration: Leveraging technology that aids in maintaining a personal touch (like CRM systems) can help scale this approach. Technology should be used to enhance, not replace, the human element in the hiring process. The First Search Inc. team agrees that by implementing an H2H approach can certainly help attract candidates who are a good match for your company's values and culture, making it a strong strategy for building a dedicated and motivated workforce. #hiring #philosophy #retention #staffing #teambuilding #training #technology