Recruiting Difficulties Pushes Need for Retention

Atlanta, GA, June 30, 2007 --(PR.com)-- A new LINE (Leading Indicators of National Employment) report released this week by SHRM in connection with Rutgers University stated that firms are experiencing great difficulty recruiting qualified applicants for their “A” positions, jobs that are of strategic importance to their firms. Within both the manufacturing and service sectors, recruiting is difficult because there is not a large enough pool of qualified job seekers for these key positions. This makes the retention of the best and brightest in the organization of utmost importance.

“To avert having talented workers dip to crisis level in an organization requires an emphasis on creating a better place to work while helping managers fine tune their people skills,” says Karla Brandau, President of Karla Brandau & Associates. Strategies enabling organizations to retain their gifted workers are available at the upcoming workshop, Here Today, Here Tomorrow, being held in Atlanta on July 26th. The one-day seminar sponsored by Chart Your Course International and Karla Brandau & Associates will be held at the World Trade Center Club at 303 Peachtree Street from 8:00 a.m. to 5:00 p.m.

Greg Smith, president of Chart Your Course International and author of Here Today, Here Tomorrow, says that “Unemployment is the lowest it has been since 2000 and estimates show 48 to 65 percent of the workforce is dissatisfied with their current employment situation and could leave for better positions as the economic situation continues to improve. The healthcare industry is most at risk. To keep their workforce intact, employers need solid strategies for employee retention.”

A recent survey conducted by Global Integration found that of 730 people working in large global organizations, 40 percent say their organizations have become less satisfying places to work during the last five years. As the workplace becomes less satisfying, employees begin looking at “greener pastures.”

“U.S. businesses spend over $200 billion annually recruiting and replacing employees,” says Brandau, an authority in employee engagement. “It would make sense for companies to reduce the money spent replacing employees by spending the money to retain employees. When good employees are retained, productivity and innovation increase as you climb the ladder together rather than putting productivity on hold as you step down a rung or two to get new employees up to speed. Through sound retention policies, you reduce expenses while you make faster progress toward increased market share and organizational effectiveness.”

Get free articles on employee retention and learn more about the coming seminar at www.karlabrandau.com or at www.ChartCourse.com. Questions can be answered by calling 770-923-0883.

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