I was invited to a meeting recently to discuss speed to hire tactics specifically targeted for recruiting parking talent.  Typically, the first half of the conversation centers around what hiring managers are doing presently in this space so we can then identify opportunities for improvement. Surprisingly, it's still fairly uncommon to find a great degree of uniformity across any given organization when it comes to the individual leaders' approach toward interviewing and evaluating career seekers looking for their next parking opportunity.

Believe it or not, job descriptions play a big role in both talent acquisition and HR compliance.  As part of my presentation at the Ohio Parking Association Conference this week, I reviewed sections of a job description and the purpose they serve for the company and employees.  Whether you’re drafting a parking attendant job description or General Manager, below are tips for writing three specific sections and their value. 

Marlyn Group is presenting a session at the Ohio Parking Association Conference next week on successful parking human resources strategies. We hope to see you there on Wednesday, May 10, but in case you can’t make it, here are a few highlights of regulatory requirements and best practices that we will discuss.

What if you were to learn that the top 25% of your team was contemplating leaving your company in the next twelve months?  What would you do first, second, third to mitigate that type of loss?  According to Harvard Business Review, that’s the exact percentage of employees they found in a recent study interested in moving onto the next opportunity.

When an employee decides to leave the organization, it’s disappointing and disruptive to the business.  While no hiring manager wants to receive this news, there is an opportunity to learn something from exiting employees that may prevent others from leaving in the future.  Valuable feedback can be gathered through employee exit interviews and surveys.  Exiting Employee Surveys and Interviews provide an opportunity to “flip the table” and see the company from the employee’s perspective, providing potential insight into both organizational and leadership strengths and weaknesses. 

As technology continues to change so many professional roles, here's my PIE 2017 presentation that can help you to evaluate if your company's branding, recruitment and retention practices are engaging top talent.