ASA Central Network

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Original Message:
Sent: 3/3/2022 11:54:00 AM
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Thank you for your input, John. I agree that the recruiters are the key to successful and trusting relationships. I do often see the temporary being treated as a placement, and that will send someone running to the next service.  I also agree that regular communication is key.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Original Message:
Sent: 03-04-2022 08:33
From: John Ruffini
Subject: Talent Retention Strategies

Amy –

 

Sounds like you are on the right track.  Do things to make them feel like people, not placements.  Frequent communication, anniversary and birthday messages, rewards for tenure, resources for training and development.  Things like that go a long way.  At the end of the day, it is the recruiter who has to forge that lasting relationship through communication, authenticity, care.

 

Hope that helps!

 

John Ruffini  |  Vice President, Professional Development
HealthTrust Workforce Solutions  |  1000 Sawgrass Corporate Parkway, 6^th Floor  |  Sunrise, FL 33323
o:  954.514.1608  |  m:  410.829.8231  |  e: John.Ruffini@HealthtrustWS.com

healthtrustjobs.com | healthtrustpg.com/workforce

 

Connect with me:  www.linkedin.com/in/johnruffini

Follow me:  www.twitter.com/john_ruffini

 

  

 

 

 

Original Message:
Sent: 3/3/2022 11:54:00 AM
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Hi Amy, 

We often send employee satisfaction surveys at the end of projects and then sometimes during projects too. This provides insights into what's working well, areas for improvement as well as feedback on our site Supervisors which is helpful. 

Less directly, I also have a Facebook group that I started with 13K+ job seekers and recruiters. While it's not company branded, it's my group so many believe it's a company Facebook group because I created it and also post our jobs within the group. (I have recruiters in the group from many other companies though) The feedback I've heard is that our company has the best communication and I attribute that, in part, to being active in my community -- our company page is a member of my group so I can go in there and answer people's questions, give them advice, and provide suggestions when needed. What's great about being a Facebook group Admin is that you can set alerts for specific keywords so I am alerted to anyone mentioning my company in comments so I can quickly respond. 

From this group, I've also started a newsletter that has 3K+ subscribers (with top conversations from my Facebook group and information about new job postings (again, not just my company but jobs for the niche I work in). This is something I do as a side project, so it's not company-branded. That being said, it helps with exposure, creates a sense of community, and helps job seekers find their next assignment. 


------------------------------
Michele Vincent
Sr. Director of Marketing and Sales
MADICORP
Needham Heights MA
(800) 780-0500
www.madicorp.com
------------------------------

Original Message:
Sent: 03-03-2022 11:54
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Michele, I like the idea of a Facebook group to share tips and knowledge. I would love to join the group, if I may.  How long did it take you to build such a tremendous following? You obviously are providing information your followers want and need. Great job!

What I like best about your actions is that they are focused on the talent, not your company or a position. Love it!
Thanks so much for sharing.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Original Message:
Sent: 03-04-2022 10:18
From: Michele Vincent
Subject: Talent Retention Strategies

Hi Amy, 

We often send employee satisfaction surveys at the end of projects and then sometimes during projects too. This provides insights into what's working well, areas for improvement as well as feedback on our site Supervisors which is helpful. 

Less directly, I also have a Facebook group that I started with 13K+ job seekers and recruiters. While it's not company branded, it's my group so many believe it's a company Facebook group because I created it and also post our jobs within the group. (I have recruiters in the group from many other companies though) The feedback I've heard is that our company has the best communication and I attribute that, in part, to being active in my community -- our company page is a member of my group so I can go in there and answer people's questions, give them advice, and provide suggestions when needed. What's great about being a Facebook group Admin is that you can set alerts for specific keywords so I am alerted to anyone mentioning my company in comments so I can quickly respond. 

From this group, I've also started a newsletter that has 3K+ subscribers (with top conversations from my Facebook group and information about new job postings (again, not just my company but jobs for the niche I work in). This is something I do as a side project, so it's not company-branded. That being said, it helps with exposure, creates a sense of community, and helps job seekers find their next assignment. 


------------------------------
Michele Vincent
Sr. Director of Marketing and Sales
MADICORP
Needham Heights MA
(800) 780-0500
www.madicorp.com

Original Message:
Sent: 03-03-2022 11:54
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Hi Amy, 

I just edited my post above to include a link to the group, but here it is a well: https://www.facebook.com/groups/tcjindustrial

I started the group about 4 years ago but really started putting in more effort within the past couple of years. 

I believe the fact that it's not a company group, and truly focused on connecting job seekers with recruiters in our industry, is why it's successful. Less people would be interested if it was only jobs from my company, that's for sure. There's a great benefit to our recruiting efforts as a result of managing these digital assets, of course, because I have the ability to reach a large amount of interested candidates through the group and my newsletter. Facebook suggest my group to others, members invite their friends and since I launched a website to go with it in November, I also get organic search traffic to the site and have people joining the group through there too. 

There was a question asked in another post in this forum about using influencers to attract blue-collar talent that I just answered which made me think about this a bit differently -- rather than hire/use an influencer to attract talent, I'm essentially building a following and becoming an influencer (not that I would call myself that) -- I've included some of the key digital assets below that I use in various ways that really bring it all together:  

• A Facebook group twith 13.2K members  (Traveling Contract Jobs: Industrial)
• A newsletter, The Road, with 3K+ email subscribers
• A Facebook page for my group (725 "Likes" and 1,091 Followers)
• And a personal Facebook page (335 "Likes" and 352 Followers)
• Website travelingcontractjobs.com (launched mid-Nov 2021)
  • currently ranking on page 1 of Google for several search terms
  • 17,147 pave views; 16.7K organic search impressions; 606 organic clicks

------------------------------
Michele Vincent
Sr. Director of Marketing and Sales
MADICORP
Needham Heights MA
(800) 780-0500
www.madicorp.com
------------------------------

Original Message:
Sent: 03-04-2022 10:33
From: Amy Munroe
Subject: Talent Retention Strategies

Michele, I like the idea of a Facebook group to share tips and knowledge. I would love to join the group, if I may.  How long did it take you to build such a tremendous following? You obviously are providing information your followers want and need. Great job!

What I like best about your actions is that they are focused on the talent, not your company or a position. Love it!
Thanks so much for sharing.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing

Original Message:
Sent: 03-04-2022 10:18
From: Michele Vincent
Subject: Talent Retention Strategies

Hi Amy, 

We often send employee satisfaction surveys at the end of projects and then sometimes during projects too. This provides insights into what's working well, areas for improvement as well as feedback on our site Supervisors which is helpful. 

Less directly, I also have a Facebook group that I started with 13K+ job seekers and recruiters. While it's not company branded, it's my group so many believe it's a company Facebook group because I created it and also post our jobs within the group. (I have recruiters in the group from many other companies though) The feedback I've heard is that our company has the best communication and I attribute that, in part, to being active in my community -- our company page is a member of my group so I can go in there and answer people's questions, give them advice, and provide suggestions when needed. What's great about being a Facebook group Admin is that you can set alerts for specific keywords so I am alerted to anyone mentioning my company in comments so I can quickly respond. 

From this group, I've also started a newsletter that has 3K+ subscribers (with top conversations from my Facebook group and information about new job postings (again, not just my company but jobs for the niche I work in). This is something I do as a side project, so it's not company-branded. That being said, it helps with exposure, creates a sense of community, and helps job seekers find their next assignment. 


------------------------------
Michele Vincent
Sr. Director of Marketing and Sales
MADICORP
Needham Heights MA
(800) 780-0500
www.madicorp.com

Original Message:
Sent: 03-03-2022 11:54
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Hi Amy, 

As a follow-up to my previous comments about Facebook groups, I thought you might be interested in my new podcast episode of mine on creating talent communities using Facebook groups.

In this episode, I walk listeners through how to set up a Facebook group, what settings to pay attention to, how to build up your group, and strategies for creating different types of talent communities.

Here's the link: https://www.madicorp.com/podcast/talent-communities-facebook-groups

In a previous episode, I cover tips and tricks for sourcing talent in Facebook groups:

Here's the link: https://www.madicorp.com/podcast/sourcing-manufacturing-talent-from-facebook-groups

I hope you find these helpful! 

~Michele


------------------------------
Michele Vincent
Sr. Director of Marketing and Sales
MADICORP
Needham Heights MA
(800) 780-0500
www.madicorp.com
------------------------------

Original Message:
Sent: 03-04-2022 10:33
From: Amy Munroe
Subject: Talent Retention Strategies

Michele, I like the idea of a Facebook group to share tips and knowledge. I would love to join the group, if I may.  How long did it take you to build such a tremendous following? You obviously are providing information your followers want and need. Great job!

What I like best about your actions is that they are focused on the talent, not your company or a position. Love it!
Thanks so much for sharing.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing

Original Message:
Sent: 03-04-2022 10:18
From: Michele Vincent
Subject: Talent Retention Strategies

Hi Amy, 

We often send employee satisfaction surveys at the end of projects and then sometimes during projects too. This provides insights into what's working well, areas for improvement as well as feedback on our site Supervisors which is helpful. 

Less directly, I also have a Facebook group that I started with 13K+ job seekers and recruiters. While it's not company branded, it's my group so many believe it's a company Facebook group because I created it and also post our jobs within the group. (I have recruiters in the group from many other companies though) The feedback I've heard is that our company has the best communication and I attribute that, in part, to being active in my community -- our company page is a member of my group so I can go in there and answer people's questions, give them advice, and provide suggestions when needed. What's great about being a Facebook group Admin is that you can set alerts for specific keywords so I am alerted to anyone mentioning my company in comments so I can quickly respond. 

From this group, I've also started a newsletter that has 3K+ subscribers (with top conversations from my Facebook group and information about new job postings (again, not just my company but jobs for the niche I work in). This is something I do as a side project, so it's not company-branded. That being said, it helps with exposure, creates a sense of community, and helps job seekers find their next assignment. 


------------------------------
Michele Vincent
Sr. Director of Marketing and Sales
MADICORP
Needham Heights MA
(800) 780-0500
www.madicorp.com

Original Message:
Sent: 03-03-2022 11:54
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Hi Amy-first off great responses from everyone on this feed!!

Well-here is the methods I am using for Talent Retention!

We all say build a relationship-but what is a relationship with our candidates! 
*First off you must TRUST each other" Teamwork
*I don't recruit anyone-I REPRESENT MY CANDIDATES(Terminology and the way you say it-means Retention)
*I have my WORKFORCE FAMILY CHECK-IN WITH ME ONCE A WEEK-VIA TEXT/CALL(win-win method)
*My Texts are all personal text-you become to robotic its a turnoff for your workforce(BE REAL-BE YOU)


Facebook is my to-go-to for LI Candidates!!
Its great to set up a FB Group and FB Page-but you are boxing yourself in if that is all you do!
Why not jump on all the FB groups that are already established and post videos and creative content(its a win-win) and you don't have to spend time building your own group!! Also post content that relates to your community and make it fun!! Also good content will be shared by group members and then you will build a community of like-minded people in no time!! 
ALWAYS BE POSITIVE!

I am going to finish off like this: You go to a concert to see your favorite singer! 
*Why do you go
*What attracts you to the music
*Why do you tailgate
*Why do you get excited when your favorite song is played 
Well this is the same thing we need to think when attracting a JOB SEEKER!

Trust me Follow (Gary Vaynerchuck) he taught me so much-that I use for attracting JOB SEEKERS AND MORE...
LET OTHER PEOPLE MARKET YOU AND BEFORE YOU KNOW IT YOU WILL BE KNOWN WORLDWIDE!!! (ITS THE TRUTH)
GIVING=GROWTH

HOPE THIS HELPS!!  LETS BRAINSTORM SOMETIME SOON!!!



------------------------------
Richard Rosner
Founder-Job Agent
Staffing Shark
Lemont Furnace PA
(724) 880-6760
------------------------------

Original Message:
Sent: 03-03-2022 11:54
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Thank you, Richard. Good tips.  A talent relationship starts with the first contact and how the candidate is treated and spoken to.  The relationship can grow from there based your strong questions and conversation techniques.  I look forward to exploring this topic more at the MidWest Staffing Conference this week. See you there!

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------

Original Message:
Sent: 05-23-2022 18:40
From: Richard Rosner
Subject: Talent Retention Strategies

Hi Amy-first off great responses from everyone on this feed!!

Well-here is the methods I am using for Talent Retention!

We all say build a relationship-but what is a relationship with our candidates! 
*First off you must TRUST each other" Teamwork
*I don't recruit anyone-I REPRESENT MY CANDIDATES(Terminology and the way you say it-means Retention)
*I have my WORKFORCE FAMILY CHECK-IN WITH ME ONCE A WEEK-VIA TEXT/CALL(win-win method)
*My Texts are all personal text-you become to robotic its a turnoff for your workforce(BE REAL-BE YOU)


Facebook is my to-go-to for LI Candidates!!
Its great to set up a FB Group and FB Page-but you are boxing yourself in if that is all you do!
Why not jump on all the FB groups that are already established and post videos and creative content(its a win-win) and you don't have to spend time building your own group!! Also post content that relates to your community and make it fun!! Also good content will be shared by group members and then you will build a community of like-minded people in no time!! 
ALWAYS BE POSITIVE!

I am going to finish off like this: You go to a concert to see your favorite singer! 
*Why do you go
*What attracts you to the music
*Why do you tailgate
*Why do you get excited when your favorite song is played 
Well this is the same thing we need to think when attracting a JOB SEEKER!

Trust me Follow (Gary Vaynerchuck) he taught me so much-that I use for attracting JOB SEEKERS AND MORE...
LET OTHER PEOPLE MARKET YOU AND BEFORE YOU KNOW IT YOU WILL BE KNOWN WORLDWIDE!!! (ITS THE TRUTH)
GIVING=GROWTH

HOPE THIS HELPS!!  LETS BRAINSTORM SOMETIME SOON!!!



------------------------------
Richard Rosner
Founder-Job Agent
Staffing Shark
Lemont Furnace PA
(724) 880-6760

Original Message:
Sent: 03-03-2022 11:54
From: Amy Munroe
Subject: Talent Retention Strategies

Hi ASA Members,
I am working with my clients to create stronger partnerships with talent and would love to hear what you find that works.

I am interested to know what strategies are being used to retain your temporary talent. What are you providing to them to help with this endeavor?  For example, most staffing companies provide text engagement and ongoing interaction, some provide exit interviews to gain valuable feedback, etc. Do any of you provide stay interviews for your temporary talent? What else do you do to strengthen your relationship? 

Thank you in advance for your insight.

------------------------------
Amy Munroe CSP
Partner
Staffing eTrainer
www.staffingetrainer.com
770-335-4249
Check out our All-inclusive affordable training for staffing professionals.
https://www.staffingetrainer.com/plans-pricing
------------------------------