As Gallup estimates that millennial
job turnover costs the U.S. economy $ 30.5 billion annually, loyal employees who are seeking constancy and long - term employment can be invaluable to your company in the long run.
Not exact matches
The Center for the Promotion of Health in the New England Workplace says that one - third of workers report high levels of stress resulting in higher healthcare
costs, periods of employee disability, absenteeism, higher
turnover, and lower productivity on the
job.
Not surprisingly, this leads to lower
job satisfaction and increased
turnover among members of these groups, creating a significant
cost for employers and a loss of talent for the sector.
The American Institute of Stress estimates
job stress
costs $ 300 billion annually due to absenteeism,
turnover, decreased productivity and other
costs.
Psychologists who study management talk about
job stress a lot because of all the ways it can affect a company: medical
costs, sick days, morale and
turnover.
«organizations also lose out — they face costly compensation
costs, higher
turnover, and lower
job satisfaction and commitment to work.
Job satisfaction is an important predictor of registered nurses» (RNs) job turnover, patient satisfaction, and nurse - sensitive patient outcomes (including pressure ulcers and falls), which can result in higher health care costs and penalties for hospitals that receive Medicare and Medicaid paymen
Job satisfaction is an important predictor of registered nurses» (RNs)
job turnover, patient satisfaction, and nurse - sensitive patient outcomes (including pressure ulcers and falls), which can result in higher health care costs and penalties for hospitals that receive Medicare and Medicaid paymen
job turnover, patient satisfaction, and nurse - sensitive patient outcomes (including pressure ulcers and falls), which can result in higher health care
costs and penalties for hospitals that receive Medicare and Medicaid payments.
• Managed talent acquisition programs for multi-billion dollar companies across the United States • Clients included Yahoo!, Microsoft, Tumbleweed Communications, BEA, & Aderactive • Responsible for designing and implementing comprehensive recruitment and training programs • Trained and led staffing team consisting of recruiters, sourcers, coordinators, and schedulers • Offered guidance in recruitment, interview, negotiation, and training best practices • Developed execution plans offering metrics, hiring goals, and improvement strategies • Evaluated company staffing model, identified needs, and recommended remedial measures • Interacted with company CEO's, Presidents, and other members of senior leadership • Partnered with HR, Development, and other company departments to best meet company goals • Significantly cut personnel
costs and
turnover rate through recruitment of career employees • Recruited, interviewed, screened, and filled positions from entry level to senior leadership • Negotiated and finalized compensation packages and
job descriptions • Managed complex personnel issues during company acquisitions and mergers • Responsible for ensuring that recruitment procedures empowered underrepresented groups • Authored reports detailing
cost per hire,
turnover ratios, and retention statistics • Utilized online and in - person recruitment tools and methods to attract best possible candidates • Developed working knowledge of varied professional fields to best fill positions • Built strong, long - term relationships with industry leaders across multiple professions • Cultivated sourcing pool for technology, sales, marketing, and other professional skill sets • Maintain strong ties to leading colleges and universities for recruitment purposes • Performed all duties in professional, efficient, and effective manner