Subject: Recruiting and Retention

Goal: Determine the needed skillsets that are in danger of leaving and figure out how to preserve the knowledges needed for the success of the organization

Did You Know?
The number of experience workers who are retiring is rising
Younger experienced workers have a different set of expectations for their career

The Challenge
The actual cost for recruitment and the effectiveness of existing programs
How to identify the important skills that will potentially be lost through retiring employees
Core competencies, while hard to define and measure, are becoming more important

Key Drivers
Need to slow the knowledge drain
Need to improve retention
Need to improve succession

Our Solution
Succession Planning
     -Reveal core skill sets and application knowledges
     -Show performance indicators alongside tenure in an organizational or geographical format.
Retirement
     -Perform projections tied to departments, skills, or regions
Determine impact to active payroll and deferred benefits
Recruiting
     -Determine accession rates by employee type
     -Get to an actual Cost Per Hire by integrating recruiting budgets, sign-on and referral bonuses, relocation reimbursements, agency and advertising costs to hires and subsequent length of service
Determine time-to-fill by position type