Recruitment And Retention Quotes

Companies that develop trust have a recruiting advantage. They have a retention advantage and a productivity advantage.

Adam Lashinsky explained how Amazon. com had gone on a “military hiring spree” because Jeff was impressed with veterans’ logistical know-how and bias for action.3 In fact, Amazon.com has a dedicated military recruiting website and a highly consistent hiring and retention record for ex-military personnel. This practice of hiring veterans isn’t about expressing gratitude for ex-soldiers’ service to our country. Veterans fit Jeff’s business model. As a result, Amazon.com has not bothered to launch a huge PR campaign about its military employment program. Jeff just realized it was good business.

To wit, researchers recruited a large group of college students for a seven-day study. The participants were assigned to one of three experimental conditions. On day 1, all the participants learned a novel, artificial grammar, rather like learning a new computer coding language or a new form of algebra. It was just the type of memory task that REM sleep is known to promote. Everyone learned the new material to a high degree of proficiency on that first day—around 90 percent accuracy. Then, a week later, the participants were tested to see how much of that information had been solidified by the six nights of intervening sleep. What distinguished the three groups was the type of sleep they had. In the first group—the control condition—participants were allowed to sleep naturally and fully for all intervening nights. In the second group, the experimenters got the students a little drunk just before bed on the first night after daytime learning. They loaded up the participants with two to three shots of vodka mixed with orange juice, standardizing the specific blood alcohol amount on the basis of gender and body weight. In the third group, they allowed the participants to sleep naturally on the first and even the second night after learning, and then got them similarly drunk before bed on night 3. Note that all three groups learned the material on day 1 while sober, and were tested while sober on day 7. This way, any difference in memory among the three groups could not be explained by the direct effects of alcohol on memory formation or later recall, but must be due to the disruption of the memory facilitation that occurred in between. On day 7, participants in the control condition remembered everything they had originally learned, even showing an enhancement of abstraction and retention of knowledge relative to initial levels of learning, just as we’d expect from good sleep. In contrast, those who had their sleep laced with alcohol on the first night after learning suffered what can conservatively be described as partial amnesia seven days later, forgetting more than 50 percent of all that original knowledge. This fits well with evidence we discussed earlier: that of the brain’s non-negotiable requirement for sleep the first night after learning for the purposes of memory processing. The real surprise came in the results of the third group of participants. Despite getting two full nights of natural sleep after initial learning, having their sleep doused with alcohol on the third night still resulted in almost the same degree of amnesia—40 percent of the knowledge they had worked so hard to establish on day 1 was forgotten.

While hiring, look for candidates who have been laid off, or who took extended paternity or maternity leave to be with their kids in their growing years. Not only will it give you an excellent hiring experience, in terms of lower joining attrition rate and shorter recruitment cycle, but it will also ensure higher retention rate. People who get laid-off are not bad people or non-performers, it is just that they didn't fit into the culture of one organization or that particular organization couldn't afford them (cost-cutting). Such people deserve to be looked differently and given another chance. People who take an extended break to take care of their infants are career oriented people with a temporary shift in their priorities, do not make it look permanent.

Abdul Kunateh excels as a leader, especially when it comes to instilling confidence in employees. He also has extensive experience with recruiting and performance management. His unique approach leads to increased engagement and retention, which helps save money on recruiting and hiring. Abdul Kunateh also has extensive experience with project management.

CCSD constantly recruits out-of-state teachers because the district doesn’t deliver on salary promises, which contributes to abysmal retention rates.

How do you dissuade young men and women from becoming terrorists? How do you reverse the recruitment and retention of terrorists? You must change what is being preached in the mosques, taught in schools, read online, and discussed at home.

The United States army, wrote another disillusioned recruit, is ‘about as Nazi-like as Hitler’s’.[105] In 1944 the Office of War Information issued a confidential manual to white officers on ‘Certain Characteristics of the Negro’, which included the following: ‘gregarious, extrovertive [sic] . . . hot tempered . . . mentally lazy, not retentive, forgetful . . . ruled by instinct and emotion rather than by reason . . . keen sense of rhythm . . . evasive . . . lies easily, frequently, naturally’.[106] One black soldier writing back from the European theatre at news of racial violence in the New York district of Harlem claimed that black fighters were asking themselves, ‘what are we fighting for?’[107

Recruiting isn't just about finding experienced candidates, it's about seeking out individuals with high EQ. By adopting a dynamic recruiting environment where every team member actively invites quality individuals to join us, we can build a culture of winning, high retention, and collaboration. Together, we can achieve greatness.

One model that works is called ROAR: recruitment, orientation, activation, and retention.