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.

We work with a CEO and his team who are collectively very disciplined when it comes to hiring and developing the location manager.  They view this line of management as a primary lever for both new business growth and client retention across their portfolio and their recruitment practices, learning system, and leadership style reflect this continuous strategic goal. And through no coincidence, for the past three years, they have achieved double-digit growth while exceeding their EBITDA target year over year. 

If you’re experiencing tough times in today’s market when it comes to hiring the right candidate for the right job, you’re not alone.  Even with the most recent activity on Wall Street, the economic forecast still dictates that it’s an employee’s market when it comes to job seeking.  Competition for talent has become as much as an imperative in many organizations as it has for new business wins.  Follow these tips to make sure your employment branding strategy is working for you.

According to a Gallup survey, 54% of active career seekers are looking for their next position online, a number that has more than doubled since 2005.  With this high volume of potential applicants searching every day, follow these easy tips to better guarantee that your company’s job posts are being viewed as much as possible.

This time five years ago, my business partner Vicki Pero and I were about to open the doors to the Marlyn Group, having spent the better part of the year preparing to go on our own and quite convinced we had most of it figured out.  As anyone who has established his/her own company knows, it’s humbling to learn what you didn’t know you didn’t know!