In the dynamic world of business, employee turnover is a pressing concern, with costs that extend beyond the obvious. While recruitment and training expenses are evident, the departure of an employee also brings about intangible costs, from the loss of institutional knowledge to potential hits on brand reputation. Gallup estimates that replacing an employee can cost up to twice their annual salary. This blog sheds light on the multifaceted implications of employee turnover and underscores the importance of retention strategies. Dive in to understand why a stable workforce is not just a cost-saving measure but a cornerstone for organizational growth and success.

In the rapidly evolving healthcare industry, attracting and retaining top talent is a significant challenge. This blog post illuminates the current obstacles in healthcare staffing, such as an aging workforce, increasing patient demands, high burnout rates, and the impact of the COVID-19 pandemic. It further provides comprehensive strategies to attract healthcare staff like competitive compensation, flexible scheduling, career development opportunities, and employee recognition. For retaining staff, the post suggests creating a positive work environment, offering continuous training, encouraging employee feedback, and providing advancement opportunities. This post is a must-read for healthcare organizations striving to build a robust workforce for delivering high-quality care.

In the dynamic world of business, employee turnover is a pressing concern, with costs that extend beyond the obvious. While recruitment and training expenses are evident, the departure of an employee also brings about intangible costs, from the loss of institutional knowledge to potential hits on brand reputation. Gallup estimates that replacing an employee can cost up to twice their annual salary. This blog sheds light on the multifaceted implications of employee turnover and underscores the importance of retention strategies. Dive in to understand why a stable workforce is not just a cost-saving measure but a cornerstone for organizational growth and success.

Job fairs can be a valuable opportunity for organizations to connect with potential employees and grow their business. However, participating in these events requires careful planning and execution to maximize return on investment. In this blog excerpt, Rachel Connor, a former event planner turned recruiter shares her tips for making job fairs a productive and effective experience.

Searching for a job can be a daunting task, especially when you're relocating to a new city without an established professional network. In 2006, before the days of LinkedIn, the author found herself in this exact situation after graduating from Johnson and Wales University with an MBA in Hospitality and relocating to Portland, Maine. But with the help of a Portland-based hospitality headhunter, she was able to secure an entry-level sales position with the Convention and Visitors Bureau of Portland within six weeks. This experience inspired her to become a headhunter herself, and she now works at The Source and Recruit Company as a Talent Advisor.

The Source and Recruit Company specializes in outbound recruitment strategies through a fractional recruitment model. With a best-in-class process, technology stack, and training system, the company actively reaches out to potential candidates through various means and methods to introduce them to new job opportunities. The benefits of an outbound recruitment strategy include the ability to target candidates who may not be actively looking for jobs, beating competitors to the best talent, identifying and targeting candidates with specific skills or experience, and increasing retention rates.

The author believes that opportunities are either discovered or delivered, and an outbound recruiting strategy can help organizations discover talented candidates who may have otherwise gone unnoticed.

Improving diversity and inclusion in your recruitment process not only makes ethical sense, but it also makes good business sense. Research from McKinsey has found that companies with diverse executive teams have above-average profitability. In this blog article, we offer five tips to help you enhance your diversity focus and gain momentum, even with limited resources. These tips include creating diverse interview panels, engaging diversity-oriented professional associations and thought leaders, engaging diverse colleges and female-focused associations, recruiting military veterans, and ensuring your organization's leadership is committed. Each tip is designed to help you build a more diverse and inclusive team, ultimately leading to a competitive advantage over your peers. If you need assistance with a diversity search, The Source and Recruit Company is available to help.

The decision to pay a recruiter by the hour or a flat fee depends on factors such as the type of job, budget, and overall recruitment needs. Paying a recruiter by the hour allows for potential cost savings and project transparency, but may result in higher costs if the recruiter takes longer than expected to fill the position or doesn't find the right candidate. Paying a flat fee makes for easier budgeting but may result in higher costs than necessary. The choice depends on specific needs and circumstances, and a data-backed analysis can provide insights on the best approach for a particular search.

This blog suggests some unique strategies for businesses looking to attract top talent in Vermont, where the small population creates a highly competitive job market. The author recommends leveraging employer brand, offering competitive compensation, providing unique benefits such as flexible work arrangements and community involvement opportunities, having pet-friendly workplaces, and learning how to engage with passive talent. The article concludes that with a strategic approach and a commitment to promoting the employer brand, businesses can attract top talent to their organization. The author also invites readers to get in touch to learn more about The Source and Recruit Company's recruiting services, labor reports, and pre-hire assessments.

10 million open jobs in the US right now. The competition is high for talent. Working with a recruiter gives you a distinct advantage when it comes to competitive hiring.

A good read on the @Glassdoor blog for HR on why employer brand efforts are critical to increasing the caliber of your job candidates, and your success in converting them to permanent employees.

When it comes to choosing a recruiter, it’s particularly important to keep in mind that this professional may be the first person a potential candidate meets “from your company.” Vet them as well as you’d vet a candidate for a permanent role.

Even if it’s only a sometimes or even a once-in-a-while thing, having a particular recruiter you work with every time is a smart hiring practice.

If we want to be happier and work better, should we be fighting against “noise pollution?” An article from Wired thinks “yes”.