Recruitment and Retention strategy. Please read attachments.

Recruitment and Retention

Morgan Gant

1. Attention Material
   

1. Recruitment

1. Our company has been decreasing in external recruitment over the past 5 years

B. Retention

1. Turnover has been increasing by 5% over the past 3 years

2. Grassroots surveys conducted showed current employees feel they were not 100% prepared for their current position.

1. Studies show companies that invest money in the training of employees are increasingly more profitable

1. Orienting Material

1. “HR Magazine reports that companies investing $1,500 or more per employee per year on training average 24 percent higher profit margins than companies with lower yearly training investments.” (Rizkalla)

2. Developing effective training content will enable employees to enter their new positions with confidence, and will result in longevity in that position.

(Transition: How will we develop and implement a new recruitment and retention strategy.}

I. Recruitment

A. Develop partnerships with select universities

1. 1. 1. Partner with our current university affiliations to develop an internship for graduating junior and seniors.

         • Paid internships

         • College credit available

         • Opportunity to apply for a position with company upon graduation.

      2. Develop new partnerships with universities

      3. Hire more recruiters to attend more career expos and job fairs

         • We are going to revamp the message recruiters present to potential employees

           • Mentorship program

           • Career advancement opportunities

           • Benefits Package

2. College tuition reimbursement

   1. Employees who remain employed with the company for 10 years will have their student loans forgiven

II. Retention

1. Develop training content to more effectively train new employees and employees that are new to role

   1. With the help of executives and operation management, bring together some of the company’s top talent to create the training content and teach it.

2. Develop a more sophisticated mentorship program. This will enable employees to learn about all of the different careers the company has to offer and develop them after training

   1. We want all employees to know that there are endless possibilities with company

   2. We want all employees to know the company cares about their growth and advancement

3. College tuition reimbursement

(Transition: Let’s summarize.)

1. Summary
   

1. Our recruitment and retention numbers have been on the decline over the past 5 years. We believe the strategy we have developed will improve those numbers.

2. We have developed a strategy that has been proven effective by other companies

Rizkalla, Emad. "Not investing In Employee Training is Risky Business." Huffington Post. N.p., 30 June 2014. Web. 24 Dec. 2016.

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