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case what your employees are doing. Do you have how we feel about that. If you can be transparent success factor in TA performance was the relation-
videos that tell about a day in a life? Do people un- about those things and communicate them, then ship between recruiters and hiring managers. It was
derstand the culture of the team they are getting people will self-nominate themselves or self-opt-out. a surprise to us that it’s actually four times more pre-
into? All of that is needed by prospective employ- Because who wants to go work someplace where dictive than the other 15 predictors. We also found
ees because if they’re not a good culture fit, they they are not a good fit? out that organizations that are more mature in terms
won’t stay anyway. of their TA function use different sourcing channels.
Would that be number one predictor of TA The lower maturity organizations primarily use job
And they will not be engaged… success? boards, third party agencies and career fairs – sort of
RE: Yes, that’s right. Engagement is something RE: We’d assume it would be something like em- a post-and-pray approach. The more mature com-
that organizations need to define for themselves. ployment brand or technology, but no. Actual- panies are sourcing from their company websites,
Culture is how we do the work and engagement is ly, we found in our research that the number 1 they use employee referrals, and internal mobili-
ty the most. As the more mature companies have
a stronger employment brand, people go to their
company website. Because they have employees
who like being there they have good employee re-
ferrals. Once they have an employee they are think-
ing how can they enable them to move throughout
the organization. Everyone talks about the millenni-
als and how they’re changing jobs all the time – it’s
also time to think about how can they change roles
within an organization. I started my career in con-
sulting and the best part of it is that you have to rein-
vent yourself every couple years. New project, new
industry, new direction. If I didn’t like my manager,
I could go find somebody else to work with. That’s
what people want today.
A way to keep people from quitting?
RE: Exactly! So many companies just think about the
hard dollars costs of losing the employee. I actually
have written a calculator that shows the cost of vol-
untary turnover – the hard dollars cost (recruiters,
job boards) of recruiting a new employee are offset
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