Learn how to use special approaches to recruit for high turnover positions and why these situations can be especially tricky in a low unemployment economy.
In a full employment economy, employers face special challenges in attracting talent of any kind to their organizations. But that problem is exacerbated when the positions are associated with high turnover--such as jobs that are associated with stress or tough work. Employers with such positions may need to use special recruiting approaches to attract people for what might otherwise be called high turnover positions. This material helps the persons responsible for recruiting to make the business case for using special approaches to recruit for high turnover positions and to use special approaches for such recruitment. This content also reviews common ways to analyze reasons for high turnover and how to spot applicants who might be prone to leave
Agenda
Faculty
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPTD Fellow
Rothwell & Associates, Inc.
- President/Rothwell & Associates, Inc. and Rothwell & Associates, LLC
- Distinguished Professor/The Penn State University
- 50 years of HR experience in government, multinational business, and owner of 5 small businesses
- Author of Motivated to Stay, a book about 100 research-based ways to reduce employee turnover
- Author of 170 books on HR and public speaker of 1,600 professional talks and seminars in 15 nations over a 31 year period
- Member of the Society for Human Resource Management, the Association for Talent Development the Organization Development Network, and the International Society for Performance Improvement
- Ph.D. / University of Illinois at Urbana-Champaign
- MBA/University of Illinois at Springfield
- Can be contacted at [email protected]/814-441-4087
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