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8 Smart Strategies for Increasing Your Employee Retention Rate

Posted by SCOPE Recruiting on Oct 10, 2017 10:02:00 AM
8 Smart Strategies for Increasing Your Employee Retention Rate

Millennials now make up the largest part of the American workforce. One of the many differences between them and previous generations is their employee retention rate.

They care more about the experiences of here and now. They want to telecommute. They want to grow.

This young generation isn't going to work at the same job for 40 years like their parents and grandparents. If they aren't happy, they will leave. Many are finding the grass is indeed greener on the other side -- or at another company.

Keep reading for 8 ways you can increase your employee retention rate.

1. Offer Growth

Millennials want to grow. And they will, with or without your company. Half of them keep an eye out for new employment opportunities and over a third have changed jobs in the last three years.

If you want to keep your talent in-house, you're going to have to do your part to increase your employee retention rate.

Make it clear in the interview process where this role can lead and how the prospect can get there. Reading body language and facial expressions can give you a great idea as to whether or not this person is the right fit for the job.

They'll also tell you if the applicant is willing to grow with your company.

2. Coach, Don't Manage

One of the many reasons people want to work from home or have flexible schedules is the burden of dealing with management. Having a boss constantly looking over their shoulder tells them that the company doesn't trust or believe in them. It also seriously wastes time.

Is this really the kind of message you want to convey to the people who are making your company better?

3. Dig Deep in Your Pockets

Want your employees to stick around?

Pay them a living wage.

The cost of living, especially that of housing, is increasing faster than wages. One survey by the Society for Human Resource Management found that nearly 40% of regular employees left their job because of inadequate pay.

We aren't telling you to overpay. But if you have a talented person working for you, why not pay them what they deserve? Between the hiring and training process, you'll spend less in the long run by giving the best employees what they need to be successful.

4. Company Culture

What is company culture? In essence, it's the personality of your business. This includes how formal or casual your office is, your mission and core values, as well as your expectations and goals.

Why does it matter? People want to enjoy going to work every day. They're more likely to enjoy it if the company's culture blends well with their own.

The traditional culture of wearing a shirt and tie, sitting in an isolated cubicle, and being forced through one verbose meeting after another is becoming a thing of the past. People don't want to work like that anymore. They're putting their foot down and forcing businesses to listen.

Here is a list of companies who are doing it right. What should come as no surprise is most of them are in the tech industry, which has always had a knack for pioneering innovative work culture.

5. Alternative Benefits

Insurance is great. You know what's even better? Tuition reimbursement.

This is just one of many alternative benefits you could (and should) offer to maximize your employee retention rate.

One way you can do this is by paying for education they receive while working for you. Another is to help pay back their student loans.

You can increase your employee retention rate by making them sign a contract stating how long they must work for you before this benefit is implemented. Or, you could pay it in full up front, and the contract could require a certain amount of years of employment in return.

6. Work-Life Balance

This is the crux of the modern work environment. People don't want to work 60 hour weeks. And they won't.

Their lives away from work are taking precedence over their work life. Millennials want to be healthy and free. They want to be home for dinner, take off to go to their daughter's recital, or make their son's soccer game.

If you and your company cannot provide a decent balance for your employees, your retention rate will plummet.

Another major reason many people leave their jobs is because they feel overworked. This leads to stress, which has been linked to a plethora of health concerns.

For the best employee retention rate, build a team of talented individuals and make sure they're challenged without being overworked.

7. Flexibility With Scheduling

Not every business is capable of letting employees work remotely. But freelancers now make up a large portion of the workforce.

People see their friends, neighbors, and family working from home in their pajamas -- and they desperately want a piece of the action. Compromising on this can help convince your employees to stay with your company.

Offer them one day a week of working from home if you can. Modern technology is capable of keeping you in touch with your team with just the push of a button.

You can use programs like Slack and Discord to communicate with everyone at the same time. Not only will this give your employees a feeling of independence, but it can free up your management team to spend more time on top-level projects.

8. Hire Wisely

Don't hire people because they're "good enough." Instead, hire the right people. Those who fit in with your company culture and your existing team.

Discontent breeds discontent.

Giving a job to someone with a toxic persona will continuously poison the rest of your team and eventually the business itself. Weed out the bad, hire the right people for the right job, and then go out of your way to keep them happy.

The result will be a better business that makes more money.

Final Thoughts on Employee Retention Rate

The bottom line is that you need to treat your employees well.

Prove to your employees, clients, and customers that you are the business you say you are.

If you are the best business in your field but you're struggling to keep your talent in-house, Scope recruiting can help. Contact us to find out how.

Topics: Hiring Advice

Engagement and Retention Start Day One

Posted by SCOPE Recruiting on Jul 13, 2017 3:15:00 PM

Bringing in a new Supply Chain or Operations employee is a large investment to your business, and a successful onboarding process is an important facet in developing a strong relationship with the new employee. This leads directly to increased employee retention, employee satisfaction, and better performance—all critical areas in maintaining a successful Supply Chain and Operations team.

Take Care of Necessities

Send as much paperwork to the new hire ahead of time. For what can’t be sent in advance, ensure that it is ready to go on their first day of the job. This will allow for the employee to spend their first day learning about the organization, team, and role specifics.

Provide the Tools They Need

In addition to making sure your employee has their designated workspace, make sure their computer, phone, other technology needs, and necessary credentials are set-up or you have coordinated the set-up with your IT team. Go the extra mile to stock their desk with office supplies, PPE (as needed), and provide a welcome card from company leadership or their new team.

Show the Big Picture

Immerse the employee in the company’s culture. Teach them about the history, organizational structure, and products or services. Share the company’s direction and how their role will be able to impact that strategy.

Make It Personal

Meet the new employee when they arrive, and make formal introductions to their colleagues explaining each person’s role. Try to arrange lunches for their first week or few days – with their direct manager, with HR, and with several of their immediate colleagues. Throughout the first week, coordinate short introductions to important stake-holders and extended colleagues.

Create an Initial Schedule

Set a realistic task for the new employee to work on during their first few days and week. Keep them engaged with some useful work mixed in with necessary training. Create a schedule to provide them in advance with deadlines, meetings, and orientations. If they will be shadowing certain people in the Plant, Distribution Center, or office include those details as well. Defining expectations for the new-hires will calm their nerves and show the efficiency of your business.

Create Regular Check-Ins

Set reoccurring meetings to discuss their progress, address questions, and continue integrating them into the fold of ongoing activities and initiatives. Leave the door open for questions and continued immersion into the business.


Following these key pillars in your onboarding strategy will help shape the future or your organization's culture for years to come.


Needing Supply Chain & Operations talent to fill your open vacancies? Learn more about how SCOPE Recruiting can help.

Contact Our Recruiting Team Today!


Topics: Hiring Advice

How to impress your Supply Chain and Operations Candidates

Posted by SCOPE Recruiting on Jul 7, 2017 9:57:00 AM

Candidates aren’t the only ones that need to make a good impression during an interview. In today’s competitive Supply Chain & Operations recruiting market, it is critical that a company not only has a strong value proposition, but creates a positive interview experience for the candidates.

Creating a positive experience really comes down to focusing on 3 key areas – Consensus, Process, and Communication.

The quickest turn-off for a candidate is when they see a lack of consensus from the interview team. Before kicking off interviews for a role, the stakeholders should ensure that the hiring team has a clear understanding of the particular role, how it fits into the organization, and what key things they need for the candidate to be able to contribute.

During the consensus phase, interview teams should also formalize the interview process—defining the who/what/when of interview steps and what they should be assessing. By formalizing the process beforehand the total time and travel will be minimized for the candidates, and time and travel expense will be minimized for your organization as well. Skype or other video conferencing tools are a great supplement to an interview process, and can limit candidate traveling and expenses particularly for follow-up interviews or for interviewers based at other locations.

At least 3 days prior to an on-site interview, aim to provide the candidates an agenda which includes times, locations, and names and job titles of the interviewers. Share what interview format they should expect and if it will include any type of plant tour, personality analysis, or skills assessment. The candidates should be informed of any specific directions around parking or entrances, who to ask for upon arrival, if they need to wear any specific attire or bring safety gear, and have a contact’s phone number in case of travel issues or other circumstances.

Most importantly, maintain regularly communication to keep the candidates engaged. While coordination and feedback can be a slower process due to heavy travel schedules and busyness of the interviewers, maintain the priority of keeping candidates warm. A quick e-mail (even if it is “Still Waiting”) goes a long way in keeping a candidate engaged. Whether you move forward with a candidate or not, providing prompt and constructive feedback is important at every stage. Feedback is incredibly appreciated and leaves them with a positive impression of your organization.

If you aren’t already, aim to focus on these few areas when you kick of your next search. And remember, your Supply Chain & Operations Recruiting firm is a great resource to lean on to facilitate this process and keep communication flowing with your prospective candidates.


Interested to learn more about how SCOPE Recruiting can ensure your Supply Chain & Operations candidates have a positive interview experience?

Contact Our Recruiting Team Today!


Topics: Hiring Advice

How to Write a Great Job Description for Your Supply Chain & Operations Jobs

Posted by SCOPE Recruiting on Jul 4, 2017 6:57:00 AM

A good job description should combine essential information with compelling details to target the right Supply Chain & Operations talent. The more accurate you make a job description on the front end, the more likely you are to accurately portray the role to candidates.

Define a Clear Job title – Aim to make your job title specific and keep it concise. Type your selected title into a job board such as LinkedIn or Monster, and compare your position to what is listed. If it doesn’t align, consider alternatives. If you are looking for particular expertise, list it in the job title. For example, listing your job as “Commodity Manager – Indirect” or “Dsitribution Center Manager – Food & Bev” will ensure clarity about the expertise you are looking for.

Create A Compelling Summary – This should include an overview of your company and what you expect from the position. Will this role be expected to lead a turn-around, drive a major transformation, or help achieve 50% business growth? Include those attention grabbing and unique details! Sell your company culture and the value proposition to the candidates here.

Get Specific With Your Duties and Responsibilities – Supply Chain & Operations candidates want to know the specific details. Depending on the role, add in details like number of facilities, facility size/s, total workforce, total spend, number of suppliers/providers and geographies, specific technology used to run the operations or business, and other key figures relevant to the position.

Define The Relationships – Define how this role fits into your organization – who it reports to and who reports to the role. If this is a new position or functional area, include those details as well.

Focusing on these key areas will help you to attract the best talent for your Supply Chain or Operations role.


Interested to learn how SCOPE Recruiting can help develop job descriptions and recruit for your Supply Chain & Operations roles?

Contact Our Recruiting Team Today!

Topics: Hiring Advice

Why work with Procurement Recruiters

Posted by SCOPE Recruiting on May 30, 2017 7:38:00 AM

In our recent blog series we explored the talent gap for procurement and supply chain roles. So what advantages does it have to work with a specialized procurement recruiting firm?

Supply Chain and Procurement organizations are now a core strategic function for most businesses and a driver for transformation. Successful procurement strategies often lead to immediate savings, positively affecting the bottom line and freeing up resources to transform additional parts of the organization.   

However, as we have explored in our blog “Why is there a talent deficit in procurement?”, 62% of CPOs don’t believe their team has the skills and capabilities to deliver their procurement strategy.

When your current methods of attracting talent don’t yield the results you have been hoping for, it might be time to change your approach. Hiring a niche recruiting firm who understands the Supply Chain industry and specializes in Procurement recruiting has several advantages. 

Experienced Procurement recruiters provide numerous benefits that other avenues cannot provide.  In fact, below are four key benefits of working with such a firm:


  1. Feedback and guidance throughout the process—An expert recruiting firm can help you clearly define the requirements and expectations for an open position. Expert recruiters stay on top of current trends and developments within the industry, allowing them to provide valuable insight regarding the job market, trends, candidates and just about anything else relevant to your search.
  1. Access to passive candidates—Top Procurement talent is very rarely actively searching for a new position. That means you need to know how to identify and reach those candidates. An expert recruiting firm specializes in those types of candidates and has developed strategies on how to reach them. In fact, the recruiting firm might already be representing them.  It makes sense that a top-notch candidate would gravitate more toward a specialized search firm.
  1. Increase your chances to get the candidate—Finding top talent is only the first step. Now you have to convince them why they should work for you. An expert recruiting firm does many things well, not the least of which is recruiting. Providing a smooth process with a coherent message is one vital aspect of that process. Your niche recruiting partner will provide that process and provide candid feedback between you and the candidate ensuring that when the offer is extended there are no surprises for either party.
  1. Get back to business—Keeping a position open for an extended period of time is costly no matter the role. Open positions hamper productivity across the department and ultimately profitability. Partnering with a niche recruiting firm will keep your hiring time to a minimum, while ensuring you get the talent you need and your employee turnover stays low.

When you have an important position to fill, you want to fill it with the best candidate available in the shortest amount of time possible.  Learn how SCOPE Recruiting can help you find your next candiate.  

Topics: Hiring Advice

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