Secrets of recruiting and retention

first_img 18SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Kim Kreps Kim Kreps, VP & Executive Search Director, is often asked for her insight on pressing issues and industry trends.  Find out how today’s workforce is evolving when it comes to … Web: www.jmfa.com Details Q:  What are some ways a multi-generational workforce impact the banking and credit union industry?A:  For the first time in history, we have four generations working side by side. It is important to understand that each generation has different work and lifestyle expectations, and what worked 10 years ago—or even two years ago!— to recruit talent is not effective today. One size fits all just doesn’t work, and you can be sure your competitors are taking a much more aggressive approach to strengthen their arsenal to walk into this War on Talent every day.Therefore, we must reevaluate our recruitment toolboxes constantly and measure our recruiting and retention results in order to be successful.Q:  What do we know about Millennials as it relates to the current and future landscape of the workforce?A:  Millennials (born between 1982 and 2000) are the largest generation in history. According to Pew Research, this generation currently accounts for 34% of the American workforce, a number that is expected to grow to 75% by 2025. Generally speaking, Millennials seek tools and ways to make life easier; prefer to conduct business online; actively use social media, and prefer to shop local/family-owned/small businesses over “big-box” or large corporations. This is an exciting revelation that gives community banks a huge opportunity to attract Millennials as both customers and employees. You can best reach them via social media platforms such as LinkedIn, Twitter, Snapchat, Facebook, and the like.Q:  What are some common workplace values that each generation shares?A:  Regardless of age or job description, everyone needs to have a clear understanding of his or her responsibilities and know what is expected of them when it comes to priorities, goals, and performance.Whether you’re 25 or 55, you want to be recognized for your successes. A company should have recognition and reward systems in place, utilizing everything from verbal praise to coaching to incentive and bonus plans.Also, at every level within the organization, regular feedback and two-way communication are vital to making employees feel valued. While this does require leaders to seek out their employees and ask for input or ideas on important issues, the effort can produce innovative ways to improve service and performance.One CEO at the conference meets with a randomly selected group of employees for lunch once a month to bounce ideas around and solicit feedback. He said it has made a positive impact on retention and staff morale, and they have had fewer growing pains since opening up the lines of communication.Q:  How can a company attract top talent, regardless of age?A:  We live in a time where companies must build a brand and position itself as a great place to work, in order to remain competitive in recruiting and retaining talent. You don’t want to be just another place to work; you want to differentiate from your competitors and be a MAGNET. Using Millennials as an example, they would typically want to see evidence that your company is a fun place to work. Positioning your company in innovative ways also attracts talent and displays the organization’s culture in a powerful way.Q:  What are some ways banks can keep recruiting costs down while still being competitive?A:  Successful organizations are taking a much more aggressive approach with recruitment. This includes creating a recruitment culture within the company, letting staff serve as brand ambassadors and talent scouts. This also involves making vendors aware of hiring needs to build a network for quality referrals and leads.I can’t stress enough how important it is to make sure your current recruiting and retention strategy is relevant and frequently evaluated. Companies must attract the right candidates who not only bring the essential skills but also fit the corporate culture.Knowing these things, is it time to reevaluate your recruiting and retention strategy? To connect with one of our recruiters, contact us at 866-264-5017 or send us an email at [email protected] last_img read more

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Indonesia to relax restrictions to speed up imports, exports amid virus threat

first_imgThe stimulus will also reduce and simplify restrictions for producers who import steel, alloy steel and its derivatives as well as several food commodities to ensure the availability of raw materials. The government will simplify regulations of animals, medicine and food imports as well.Moreover, authorities will incentivize “reputable traders” that have a “high level of compliance” by automatically responding to and approving applications for restricted exports and imports as well as removing surveyor report requirements for mandatory commodities. So far, the government has classified 735 companies as “reputable traders”.The government will also beef up its supervision through the National Logistics Ecosystem (NLE), a platform that integrates information systems between the government and the private sector. Such a move will help synchronize the flow of information and export-import documents at ports and other domestic goods trading.Particularly, the NLE plans to integrate information from the government’s export-import licensing website Indonesia National Single Window (INSW) with Indonesia’s port system (Inaport), the Trade Ministry’s online trade system (Inatrade), Customs-Excise Information System and Automation (CEISA), trucking systems, warehouse systems, transportation systems and terminal operator systems, among other systems.“This will be finished in the next three months so that importers and exporters no longer need to go back and forth to input [information] with the integrated system,” Airlangga added.The new stimulus adds to a Rp 10.3 trillion first stimulus package announcement on Feb. 25 that boosts staple need and mortgage subsidies for low-income families and fiscal incentives for travel-related industries. The government will also speed up disbursement of social spending in the first quarter as well as the new training subsidies called the pre-employment card this month. Indonesia announced on Friday it was allocating Rp 120 trillion (US$8.1 billion) from the state budget to stimulate the economy through tax incentives and subsidies for workers, businesses and families affected by the COVID-19 pandemic.The non-fiscal incentive is part of a second stimulus package worth Rp 22.9 trillion announced on the same day that includes individual and corporate tax breaks as well as relaxation in loan disbursement and restructuring.Such non-fiscal policies include reducing the number of export restrictions, omitting the requirement to provide a health certificate and V-Legal documents unless required by importing countries. Similarly, it will scrap 749 harmonized system (HS) codes, consisting of 443 HS codes for fish and fish products and 306 HS codes for forestry products. The government has prepared a non-fiscal stimulus package that aims to ease current restrictions and accelerate export-import activities, targeting business sectors battered by the novel coronavirus disease (COVID-19).Coordinating Economic Minister Airlangga Hartarto said both fiscal and non-fiscal stimuli were rolled out by the government to keep the real sector moving amid the novel coronavirus spread that disrupted business activity and global supply chains.“These stimuli took aim at fueling the real sector to work and maintaining people’s purchasing power,” Airlangga told a news conference in Jakarta on Friday.center_img Topics :last_img read more

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