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PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business
 

PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business

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Raymond will be sharing his knowledge on recruiting the right people, managing your finances, online marketing and more - everything you need to know if you plan on getting your hands dirty and ...

Raymond will be sharing his knowledge on recruiting the right people, managing your finances, online marketing and more - everything you need to know if you plan on getting your hands dirty and getting things done for your business. Our first session is set for May 4th (Tuesday) and will be hosted by Raymond To, Founder and Managing Partner at Go Recruitment. Raymond has specialized in IT recruitment for the past 18 years and was one of Business in Vancouver's Top 40 Under 40. His company has sustained a high retention rate for all of their clients and Raymond is looking to share some key points on how you can attract, engage, manage and motivate your employees.

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  • Small businesses tend to shrink the on-boarding processes from 90 day to 30 days – no luxury of waiting that long Performance measures – what things are measured for small biz employees? Sales growth instead of profit because small business may not be profitable of the bat. Progress is what is measured. Rewards would be different and more personal for small businesses – need some specific examples here from your client firms? There’s also shares and equity vesting? Lounge area in office; bean bag chairs and snacks Small businesses letting go of employees; outplacement – higher turnover in comparison to large corporate? Thoughts?
  • What is the process of filling the org chart Is it really needed in a small business? Hire as we go? Expand very cautiously What does it really take a new employee to take on the company’s values? Such as what lululemon does
  • Some perks don’t matter but some do – what perks have your clients tried that have worked? Paying 50 percentile what does that do for retention? We get some applicants that go for below market rates because they are desperate for a job – recession. How do we set it? How is it measured? Who will be responsible for reaching it? Long or short term goal?
  • For the example companies that you use such as nurse next door you should not only describe the 5 min scrum meetings, also how effective it’s been and how they measured effectiveness? Concrete/measurable improvements For small biz should they only measure a few? What’s relevant and important to your own biz may not be relevant to other industries. Cost and revenue drivers. Transparency – to the public or to internal parties (employees/managers). What if you didn’t hit your BHAG? Balance between setting ambitious or unattainable goals?

PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business Presentation Transcript