"PDP offers an effective bridge between the theoretical and the practical.  They do a great job of prioritizing and focusing on high-impact issues, and are willing to break large projects into smaller modules."

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Staffing/Retention Strategies

Successful organizations are continually refining the processes used to hire the right people, and then retain the key talent that has been hired. PDP can help your organization develop systems to more effectively hire the right people, place them appropriately within the organization, and then retain them as longer-term employees.

It is estimated that many of today’s workers will have 10-12 jobs by their 35th birthday. While a certain amount of “functional” turnover can result in an influx of new hires with fresh perspectives and different backgrounds, it can also be costly for organizations to lose experienced talent – for some organizations, losing such institutional knowledge can place a company at a true strategic disadvantage. In addition, all new hires require additional training time and seasoning within the organization to become truly productive. Therefore, losing talent from within the organization is a true business cost.

One consistent research trend is that the #1 predictor of turnover for lower-level positions is the relationship that an individual employee has with their immediate supervisor. As such, ensuring that supervisors have the necessary skills to effective lead subordinates (and effectively interact with subordinates) should be a primary concern of all organizations. This is also an important part of the staffing equation.

One frequently neglected aspect of the employment process is the placement of the individual within the organization. While most new hires are placed in a specific job opening, successful organizations realize that the key to retaining long-term talent involves ensuring that employees are in jobs that match-up well with their interests, aptitudes, and talents. PDP can assist with strategies in this area.

While each organization’s Staffing and Retention Strategies will vary depending upon manpower and business needs, the following steps are usually part of most staffing and retention projects:

  • Conducting a “Workforce Audit” that identifies key HR metrics (such as number of job openings anticipated, overall retention/attrition rates, anticipated openings in critical positions, etc.)
  • Review and refinement of current sourcing strategies (i.e., specific advertising venues used to post job openings, a review of outside recruiting firms used to source candidates, etc.)
  • Review and refinement of current systems for screening and evaluating job applicants (i.e., candidate interview protocols, pre-employment assessment tools, methods for placing new hires in specific job roles, etc.)
  • Review and refinement of the existing performance management systems, recognition and rewards systems, compensation systems, and other critical human resource systems to ensure internal alignment and the incorporation of industry “best practices”
  • Assessing the existing corporate culture (including supervisory and management practices) to ensure that the culture is one that enhances the retention of employees and allows growth opportunities for employees

Click here for additional information on Staffing and Retention Strategies.