Instructor Profile

Regardless of skill, hiring a person who is a bad fit is the wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, or be fully engaged, and they are likely to leave.

The company is then left with another expensive recruitment along with the disruption of having talent walk out the door. (Recruiting expenses are typically 50 - 100% of an individual's annual salary). The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces.

The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are critical elements that will make it a good match for you and the employee. Understanding the job requirements and critical skills needed for success - aligning the skills, knowledge, and abilities that support success with the organization's culture and how work is done.

Behavioral Based Interviewing - to accurately assess the candidate's skills and abilities and goodness of fit. Behavioral interviewing looks at what the candidate actually did vs. what they hypothetically would like to do. We'll show you how to use this style of interviewing to your advantage.

Errors in evaluating candidates - where do they come from and how to minimize or avoid them entirely.
Developing your process - from start to finish a planned approach to making critical decisions on who to hire.

The Millennial generation is a force to be reckoned with because they are talented, innovative, entrepreneurial, and creative. They are also highly mobile and prone to job hopping. 

Organizations today face a significant challenge in engaging with a workforce that is multigenerational, with generation Y (Millennials) on the rise and expected to account for up to 75% of the global workforce by 2025. 

More than 60% of Millennials leave their companies in less than three years, and their turnover rate is higher than that of any other generation. In addition, there are now more Millennials than Baby Boomers in the workforce. 60% are open to changing jobs, and 36% plan to look for a new job within the next year. Without a doubt, they have their own style, attitudes, and beliefs. While retaining top talent millennials is a critical business imperative for success, most companies have not implemented a focused retention strategy aimed at retaining these critical employees.

The good news is that Millennials prefer to stay with the same company and will do so if provided with the right environment and opportunities. There are strategies and tactics that can be used to increase retention rates.