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    Emplyee Retension Diagnostic Survey

    The Employee Retention Diagnostic Survey is an online survey for both your staff and managers.  Delving into the three main areas People, Structure and Processes from The Critical Path to Attracting and Retaining Critical People, this survey will help you identify
    what your company does well to attract and retain staff and what challenges you may be having.
    More than an employee engagement survey, this diagnostic will look at your company's hiring practices, interview techniques, the coaching and mentoring styles of managers and whether your company is providing what your staff really needs to stay engaged and employed with
    you.

    This survey was developed with the insight gained from working thousands of companies over 15 years as an international recruiter and studying why some companies do a great job of attracting and keeping the right staff, whilst others battle with staff turnover. 

    Backed up by over 100 scientific research studies in the areas of pay, motivation, generational differnences, employee engagement and coaching styles, this diagnostic will give you a comprehensive insight into your company's hiring and retention practices.
    Once the survey is completed, I will review the results and issue a report detailing what you are doing well and giving you suggestions to improve upon areas that may need attention.  This will be delivered in a one hour debrief session.

    Recruitment Process Review

    Employee retention starts with hiring the right people, which is becoming more and more difficult in these
    challenging times.  The Australian Bureau of Statistics estimates that Australia will have a 1.7 Million skills shortage by 2025 if nothing significantly changes with our immigration policy.  Even in challenging economic times, good people are hard to find.  

    This review results in a full report of your company’s recruitment processes with recommendations on how to increase your ability to pull top talent from the market with a potential significant cost reduction.  

    • This review will consist of the following areas:
      • General Policy Review:
        • Review of company's written (or cultural) recruitment policies.
      • Job Descriptions:
        • Are they well written and descriptive of the role?
        • Are they articulate and understandable?
        • Are they objective based, allowing you to measure performance against robust KPI’s? Note this is essential and should form the basis of a great performance review process as well as your managers’ coaching / mentoring conversations.
        • Do they “sell” the opportunity to a prospective candidate?
      • Recruitment Methods:
        • Recruiters. Great recruiters are worth their weight in gold and worth every cent you spend on recruitment fees. There are, unfortunately many more bad recruiters around than great ones, which can cost your company a great deal of time and money with very little return. During this part of the review I will determine:
          • Are you working with the very best recruiters for your niche?
          • Are you managing them effectively?
          • Are you maximising your dollars spent with them? Note: rarely do you get the best service with the lowest fees. Paying a bit more in fees and managing them well should actually save your company significant money.
          • How well do they know your company? How many candidates do they typically present for a role? What is their success rate?
        • Online Sources: In today's technology rich environment there are a number of different sources from which you can pull candidates - for little or no money. In this part of the review I will look at your online presence including your:
          • Linkedin profile and usage.
          • Usage of resume warehouses.
          • Your own website.
          • Other Social Media Tools.
        • Alumni / Referrals Network: Good people know good people. In this part of the review I look at your company's ability to attract people from the network of employees already working for your company as well as those who have moved on to other opportunities.
        • Other "soft" recruitment methods such as press, community events or additional initiatives that raise the company's profile.