Behind the Guaranteed Replacement Investment Plan

Putting together various research both on/offline, the recruitment industry, CV Library and from clients it is clear that concern about high staff turnover is a major issue. This has greatly changed and starting new job is seen as much as a trail period to them as it does to the company. The results are around 40% of new job starters leave before the first month is completed. This rises to 59% in the first 6 months.

This creates serious problems for companies searching for new talent. It also means a traditional recruitment fee with a rebate can prove very expensive. (Although highly lucrative for recruitment agencies as they get the candidates back and a new vacancy to work on.) There are variances for age, level, industry, job function, company size etc. but the pattern in as much the same. Companies are baffled as they cannot understand why in recessionary economic times people do not value secure jobs more.

No longer considered by most candidates as that is it, they increasingly see starting a new job as like a third interview to see what they think. It changes in job sectors but if you are achieving half of new recruits last the first quarter you are well above average!

Some factors affecting this high dropout rate are beyond your control, most though are within it. In short your recruitment processes and staff induction needs to be tightened up. Here are a few pointers.

Reasons for early drop outs are usually one or more of the following:

  1. Unhappy working environment.
  2. Unimpressed with management.
  3. Not what expected.
  4. Lack of confidence
  5. Lack of clear career goals.
  6. Bad career match of what is on offer to what is wanted.

All of the above you can influence, even if that means spotting someone on interview that is not a perfect match for you or them.

This is the point that we said we should either work with companies that have this as good as it can be, or those that are quite good and we can help them improve their retention rates. In later blogs I will cover exactly what you can do in more detail. On this basis we came up with the Guaranteed Replacement Investment Service which means we take the responsibility for a placement being successful. This service always includes any consultancy or advice in pricing proposals.

Part of our thinking is that accountants set annual budgets for recruitment and pass these to Managers. So we came up with deal that effectively works and gives guarantees within that annual budget. As we recruit at all levels and specialisms and also do all of the recruitment we can release a substantial stress, burden from Managers leaving them to focus on what they are good at. So there is no risk of asking for more budget due to low or even moderate staff retention.

Build a Comms Only Team Book on Amazon

New book with authors Dan Brown and Alex McMillan have now been published and are available on Amazon in Kindle format. A concise guide to give away the secrets of those that succeeded in recruiting and retaining a commission only sales team. Invaluable advice to steer you through the pitfalls and grow a business fast.

Candidates Support Website Launched

We have now launched our support website for candidates. There are videos on this website now explaining to applicants what happens on and Interview Process Day and various other support materials. Each month there will fresh material published to the website, all for free by policy.

Success Moves interview

Should Success Moves Video Interview

Hot topic in the recruitment industry. For many, positions a CV says it all but for sales you have to meet someone. Do you agree? In a recorded video there is no direct interaction, so a video CV does not appeal to me. However, Skype is useful as there is a far more dynamic communication to assess.Technology is looking at video but overall if you look at telesales we could have telephone interviewed only since the War but how many companies have offered a job on the basis of a telephone interview? Not many but some. For example, at Success Moves we interview through our Interview Process Day and produce a short list for the client to telephone interview. This is a common service when the client is recruiting British sales people for overseas. But here although the client has not met them, we have on their behalf. What do you think?

Review of Success Moves Success

As the economy grows companies are recruiting more and needing related support services. A review of success moves will show that we grew through the recession years because our product was innovative and matched people to opportunities. Our enterprise led to over 1000 young people being placed, a record we are proud of. We use our own system to recruit our own people and some of our current clients were once candidates through our system.