In most people’s minds, high turnover equals problems with the company. Maybe it’s bad management, poor working conditions or low pay, but whatever the reason, people are in and out of the company on a regular basis. But before you start patting yourself on the back for your low turnover rate, stop and ask yourself the following questions.

What Does Low Turnover Really Mean?

Well, it could mean different things, some positive and some negative, based on the environment within your company.

• Positive Low Turnover—Good managers, competitive pay rates, supportive working conditions—these are all reasons your employees might be happy where they are and unwilling to make a move. And they’re qualities every business should seek to cultivate. If your employees love working for you, quality talent is more likely to stick around.
• Negative Low Turnover—However, there are some negative reasons employees might be hesitant to leave your company as well. These include:
  • Undesirable Skill Sets—No one is recruiting your employees because they don’t have skills that are desirable in the current job market.
  • Punitive Measures for Job Seekers—Your company may take negative measures when an employee seeks an outside position, leading workers to sit tight for fear of losing their jobs if the new position falls through.
  • Low Visibility—Employees who work in less visible fields or who never get outside the company for workshops, conferences, or training seminars, might not be identified by recruiters.
  • Poor Company Image—If your company has a weak brand image or you work in a field with a poor image (such as retail or fast food), your employees may not be able to find work easily based on their current experience and skill sets.

Are There Times When High Turnover is a Good Thing?

Yes. High turnover can be a positive thing if the reason for it is that your employees are highly sought after for their skills, productivity, work ethic, and experience. Many recruiters routinely target only those workers in the top five companies within their industry, meaning that if your best and brightest are always getting calls from recruiting agents, you are doing something right.

How Do You Know Whether Your Turnover Rate is Satisfactory?

Both exceptionally high and exceptionally low turnover rates may indicate problems with company practices. The bottom line is that it’s not so much about achieving a certain number as it is about evaluating the atmosphere within your company, determining whether your employees demonstrate the skills and experience needed to do the job well, and assessing company practices regarding employee training, management, reward programs, and growth potential.

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Graduation day is an imminent reality for college seniors all across the country. As the moment of truth arrives, hundreds of thousands of new workers will be flooding the job market, looking for positions. That sudden upsurge in job seekers can be both a great opportunity and a daunting task for employers. How do you attract the best and the brightest from among those college grads while also choosing workers that will be a good fit for your company and stick with you for the long haul?

Think Like a College Student
College students don’t generally have much experience in the work force or in how professional communication works. They’re more in tune with the world of social media and smartphones, which means that in order to reach them, you should communicate your message in a variety of venues:

• Connect on Social Media—Consider creating a Facebook page for your recruitment efforts. Post job openings on Twitter, Google+, and LinkedIn. Don’t rely solely on job boards to get your message out.
• Create a Mobile App—Make it easy for the smartphone generation to find your job openings with a Jobs App like this one from Sodexo.
• Take Advantage of Video Interviews—Video interviews make it possible to check out candidates in other parts of the country without blowing the travel budget. As much as possible, try to make these actual person-to-person interviews rather than using pre-recorded questions so you’ll have a chance to evaluate the candidate’s personality as well as his or her knowledge.

Make Your Brand Attractive
If you expect the best new workers to stick around, you’ll need to do a good job of managing your brand image and promoting the benefits of working for your company.

• Build Your Employer Brand—Put some thought into what makes your company unique, what is desirable about your workplace, and what kind of working environment you provide. Communicate your brand on your website and through video and social media.
• Promote Benefits—Employee training, opportunities for professional development, and opportunities for advancement can all be attractive reasons to join your company.
• Provide a Mentor—Remember that college grads haven’t had much experience in navigating the complexities of a real life work situation, so they’ll need someone to show them the ropes. Formal training as well as touching base in an informal setting from time to time can go a long way towards helping young workers become invested in the company.

As graduation approaches, take the time to reach out to the next generation of workers. By creating a strong employer brand and comprehensive recruiting strategy, you can grab the attention of the young workers who will become the future of your company.

The current economic climate demands creativity when it comes to increasing profits while keeping costs low. It’s tempting to start slashing the budget across the board, but unless those cuts can be implemented without a corresponding loss in productivity, you could be sabotaging your own net profit. Here are six ways you can creatively cut staffing costs without undercutting employee productivity.

1. Consider non-traditional working arrangements.
   Many employees are willing (and even eager) to work from home rather than coming in to the office. If the work can be done just as efficiently from a remote location, don’t waste money on office space. Also, consider using contract or freelance work for jobs that don’t require a full-time salaried position.
2. Consolidate offices (and office staff).
   With more employees working online from home, you may find that you don’t need as much brick-and-mortar office space. Reduce overhead by closing unnecessary locations or downsizing your current office. With less office space and fewer employees on site, you’ll be able to consolidate support staff as well. Tap into the capabilities of the support staff you do have for things like payroll and internal projects rather than just answering the phone.
3. Hold interviews and meetings over videoconferencing.
   Travel expenses can eat up large portions of your budget. Keep those expenses to a minimum by conducting interviews and client meetings via videoconferencing whenever possible. Skype and Google Chat are both good free options.
4. Switch to VOIP
   Trade your expensive traditional phone service for a Voice Over IP system. Low startup costs, free calling, direct dial lines for every employee, and a low monthly fee make VOIP one of the best moves you can make to cut costs without sacrificing efficiency. The system will pay for itself in less than a year.
5. Hire interns
   Internships are a great deal for both employers and young professionals. You receive high quality, low-cost talent, and they receive on-the-job training and experience. When you’re ready to fill a position within the company, you have a ready-made candidate who already knows your company and has (hopefully) demonstrated the talent and work ethic you’re looking for.
6. Bring your employees into the conversation
   Talk to people on the ground level about where cuts could be made. They may have an inside view on unnecessary spending that you don’t see.

When companies start talking about cost-cutting, employees start getting nervous about their jobs. And while you may ultimately have to reduce the size of your staff, these cost-cutting measures can help you keep necessary talent on the payroll, maintain a large enough staff to handle work demand, and reduce the amount you spend on staffing needs.

In a technology-driven world, finding skilled IT talent remains high on the priority list for most companies, even in a slow economy. As one of the consistent bright spots in terms of employment opportunities, IT holds out hope for talented young professionals seeking a position in a fiercely competitive hiring environment. But in order to land the Job, you must bring the right skills to the table.

What Skills Are Most In Demand?
IT is one of the most quickly-evolving fields out there, so it pays to keep your finger on the pulse of the industry. Let’s take a look at five of the most sought-after skills needed by companies in order to remain competitive:

• Programming and Development
  According to Computer World, programming and development top the list of needed IT skills, with 60% of surveyed businesses looking to hire in the next year. Meeting customer needs and maximizing productivity means remaining competitive in terms of applications, web presence, and software.

• Technical Support
  As new technology and new systems come on the scene, businesses need support personnel to teach employees to use them effectively and to handle questions and problems.

• Cloud Architecture
  A relatively new skill demand, cloud computing has become a vital aspect of data management. Businesses are looking for knowledge of the field as well as the ability to accomplish needed tasks within budget.

• Virtualization
  Honing your virtualization skills, understanding the logical connections behind it, and remaining up to date on the latest developments will be key for those looking to land a position in the field.

• Mobile Management
  Smart phones and tablets play an ever-increasing role in the function of both businesses and consumers. Mobile app development and design skills are crucial to remaining relevant in today’s technology climate.

Of course, foundational skills such as security, project management, and networking remain in high demand as well, making IT a diverse and challenging opportunity for young professionals.

How Can You Land a Top IT Job?
Of course, it’s not enough just to get a degree in one of the up-and-coming IT fields. Businesses want someone who has their company’s best interests in mind and can bring more than just book knowledge to the table. Here are five additional things recruiters want in an IT professional:

• Experience

• Leadership

• Attention to Detail

• Thinking Outside the Box

• Business Acumen

In order to break into the IT industry, you must hone these and other high-demand skills. Stay on the front edge of the technological wave, and you’ll be more likely to catch the recruiter’s eye.

Looking for a job? The U.S. News list of Best Jobs for 2013 comprises the top 100 careers in the fields of Business, Healthcare, Social Service, Technology, Construction, and Creative. The list provides an excellent starting point for college grads and others looking to enter a new career.

How the Lists Were Developed

Finding a good job depends on more than just making a good salary. The top jobs in each field were chosen based on a number of criteria including:

• Demand—Which jobs are most in demand in the current market? Which fields offer the greatest opportunity for new talent to find and hold a satisfactory position? How quickly are positions typically filled and how difficult is it to obtain a position?
• Salary—Which fields offer the greatest potential for good entry-level salaries as well as opportunities for growth?
• Personal Satisfaction—Which jobs provide a sense of personal fulfillment, investment, and personal growth? Which positions offer opportunities for personal development and statistically show high levels of employee satisfaction?

Which Jobs are the Winners for 2013?

Six of the top ten best jobs on the U.S. News list are in the medical field. The remaining four are IT positions. As medical practices seek to add patients, the demand for doctors, nurses, pharmacists, and other medical professionals will remain high. And as society becomes increasingly digital, IT administrators, developers, and analysts will be needed to keep businesses competitive.

Although we can’t cover every job on the list here, let’s take a quick look at the top positions in each field.

• Business—Market Research Analyst, Financial Advisor, Accountant, Compliance Officer, Audit Clerk
• Healthcare—Dentist, Registered Nurse, Pharmacist, Physician, Physical Therapist
• Social Service—School Psychologist, Interpreter and Translator, Substance Abuse Counselor, Speech-Language Pathologist, Landscaper and Groundskeeper
• Technology—Computer Systems Analyst, Database Administrator, Software Developer, Web Developer, Computer Programmer
• Construction—Cost Estimator, Construction Manager, Plumber, Glazier, Cement Mason
• Creative—Public Relations Specialist, Architect, Art Director

In today’s highly competitive job market, choosing a satisfying, lucrative career that’s also in high demand can seem like a difficult prospect for new workers entering the job market. Knowing what companies need, what they’re willing to pay, and what jobs tend to offer a satisfying experience can help make the process a little less intimidating. As companies compete to attract the best talent in the field, workers can make themselves more desirable by pursuing the right training and marketing themselves effectively.

KATHRYN FOUSE
Title: Client Services Manager

Field: Healthcare Recruiting

Job Description: Kathryn manages a recruiting team, working to match clients with ideal employees for open positions. She keeps a close eye on position requirements in order to supply exceptional talent for specific job openings, maintains a close relationship with clients in order to remain up-to-date on their needs and wants, and acts as point person for her team as they collect data, create reports, communicate with current clients, and solicit new accounts.

Specifics of the Healthcare Recruiting Field: As a healthcare recruiting professional, Kathryn helps provide essential staff for hospitals, doctor’s offices, and home-based care providers. Her background in managing a doctor’s office and recruiting for an in-home care company have given her a unique perspective on the healthcare recruiting field, enabling her to anticipate the needs of clients while matching them with qualified job candidates.

Goals: In the short-term, Kathryn’s primary goal is to provide each client with an ideal candidate for the position they need to fill. That means identifying the ins and outs of the position, understanding the company’s work atmosphere, grasping the needs and wishes of the client, and the identifying the strengths and weaknesses of each job candidate. She works with 5-10 clients at any given time, interacting with both companies and team members to get the job done.

Long-term, Kathryn would like to see her position grow into a senior level position, with greater business responsibilities in addition to client relations.

Why She Loves Her Job:  “I enjoy knowing that what we do here is creating a paycheck for others – not only our employees, but the employees of our clients that we have helped to place.” As a detail-oriented person, Kathryn also enjoys meeting daily and weekly goals, maintaining an organized approach to recruiting, and keeping a close eye on the particulars of her job.

How She Benefits the Company: Kathryn maintains close relationships with each of her clients, enabling other positions within the company to do their jobs more effectively. By keeping a close eye on the needs of individual clients, she makes it possible for other positions to better meet those needs, creating a positive experience for both the client and the company.

Personal Interests: When she’s not in the office, Kathryn enjoys reading, camping, spending time at the park, and being Mom to her two-year old son.

When a recession causes businesses to lay off workers, cut back on hours, forego raises, and spread more work over fewer people, resentment can quickly build in the ranks. As employees watch their coworkers lose their jobs, they must shoulder those extra responsibilities themselves, often without additional compensation. A once-loyal employee may begin looking for another job and even worse, may discourage others from working for the company. How can you resolve these tensions, retain your employees, and focus on rebuilding your team as the economy begins to recover?

1. Keep the Communication Lines Open
   Talk to your employees about how the company is doing and why changes are necessary. Give them a chance to ask questions, voice opinions, and submit feedback. Then show them that you care about what they have to say by responding to their feedback, implementing suggestions when possible, and holding open forum meetings.
2. Remain Committed to Employee Development
   Your best and brightest want to know that they can still develop their skills and potential. Even if you don’t have many training dollars, you can implement a mentoring program and consider promoting from within if possible. Your employee development strategy should be workable for the long-term, even when the budget gets tight.
3. Revisit Compensation Packages
   While a recession can mean stagnant paychecks for employees, it’s important to revisit compensation once you see an upturn in business. Your employees may be less loyal and more distrustful than they were before, especially if they’ve seen coworkers lose their jobs. You’ll need to work at creating an improved offer that communicates value in order to keep from losing top talent to another employer.
4. Don’t Sacrifice Your Employees on the Altar of Success
   As companies begin to recover from an economic downturn, the needs of employees often take a backseat to the needs of customers, shareholders, and other constituents. In order to retain your best talent, you’ll need to create an environment that nurtures them professionally and meets their needs for fair compensation, development, and a positive work environment.
5. Show Your Appreciation
   When the economic news is bad, it’s easy to remain close-mouthed, especially if you can’t afford raises and bonuses. But that’s a mistake. Even if you’re making cutbacks, you can still take the time to publicly acknowledge employee successes, thank them for their loyalty, and show your appreciation for a job well done.

As the job market revives, your best employees will begin receiving offers from other organizations. If you haven’t cultivated an atmosphere of employee appreciation and value, you may be in danger of losing your top talent. By creating a strong employee value proposition, you can establish a culture of appreciation for employees, earning their loyalty and retaining their skills.

With Black Friday and Christmas just around the corner, many businesses need to add extra workers to the payroll in order to meet the demands of the season. Hundreds of thousands of seasonal workers will be joining the ranks of employees nationwide, and with so many new workers punching in each week, companies need to make sure they’re getting quality and not just quantity. Here’s how to make sure the workers you hire will be a good fit for your business.

• Look for Qualities and Skills That Will Benefit Your Business

Scan each resume and application for skills that will help the applicant perform better on the job. Prior experience, IT skills, telemarketing skills, and other industry-specific knowledge can reduce needed training time and can also make the difference between someone who is just clocking time and someone who is actually bringing value to your company. Determine your non-negotiables and stick with them.

• Treat Each New Hire as a Potential Full-Time Worker

Look for the same qualities in your seasonal workers that you would look for in a full-timer. Seasonal employees can be the best pool from which to select full-time workers since you get to see them in action before making the call.

• Check References

Even if you’re hiring college students or others who will only be around for a month or two, it’s still important to check references closely. Former employers can give you good insight into the professionalism and character of the applicant. If a potential hire can’t or won’t provide references, wave goodbye.

• Evaluate People Skills

The holidays bring out the worst in some people, especially on busy shopping days like Black Friday and the weeks before and after Christmas. Your employees should be able to deal with tired, cranky customers while still maintaining a positive attitude and a smile. That doesn’t mean they all have to be bubbly extroverts, but it does mean they should treat each customer with respect and a friendly demeanor.

• Keep an Eye on Attitude

Once you’ve hired your seasonal workers, watch how they approach the job they’ve been asked to do. Are they giving 100% or more? Do they have the company’s best interests in mind? Or are they just filling time? Seasonal employees that go above and beyond the call of duty may make good candidates for any open full-time positions you have available.

Whether you’re hiring five extra workers or five hundred, treat each interview as a chance to build your business. By choosing only the best seasonal workers, you’ll not only maintain a better working environment for everyone, but you’ll also have the opportunity to invest in new talent to join your team full-time.

In a technology-driven world, finding skilled IT talent remains high on the priority list for most companies, even in a slow economy. As one of the consistent bright spots in terms of employment opportunities, IT holds out hope for talented young professionals seeking a position in a fiercely competitive hiring environment. But in order to land the Job, you must bring the right skills to the table.

What Skills Are Most In Demand?

IT is one of the most quickly-evolving fields out there, so it pays to keep your finger on the pulse of the industry. Let’s take a look at five of the most sought-after skills needed by companies in order to remain competitive:

• Programming and Development

According to Computer World, programming and development top the list of needed IT skills, with 60% of surveyed businesses looking to hire in the next year. Meeting customer needs and maximizing productivity means remaining competitive in terms of applications, web presence, and software.

• Technical Support

As new technology and new systems come on the scene, businesses need support personnel to teach employees to use them effectively and to handle questions and problems.

• Cloud Architecture

A relatively new skill demand, cloud computing has become a vital aspect of data management. Businesses are looking for knowledge of the field as well as the ability to accomplish needed tasks within budget.

• Virtualization

Honing your virtualization skills, understanding the logical connections behind it, and remaining up to date on the latest developments will be key for those looking to land a position in the field.

• Mobile Management

Smart phones and tablets play an ever-increasing role in the function of both businesses and consumers. Mobile app development and design skills are crucial to remaining relevant in today’s technology climate.

Of course, foundational skills such as security, project management, and networking remain in high demand as well, making IT a diverse and challenging opportunity for young professionals.

How Can You Land a Top IT Job?

Of course, it’s not enough just to get a degree in one of the up-and-coming IT fields. Businesses want someone who has their company’s best interests in mind and can bring more than just book knowledge to the table. Here are five additional things recruiters want in an IT professional:

• Experience
• Leadership
• Attention to Detail
• Thinking Outside the Box
• Business Acumen

In order to break into the IT industry, you must hone these and other high-demand skills. Stay on the front edge of the technological wave, and you’ll be more likely to catch the recruiter’s eye.

Finding a job after college is no longer a given. College grads struggle to find work in any field, much less the one they’ve chosen for their degree, with a lack of any actual work experience putting them at a disadvantage. The good news is that purposeful preparation can increase the chances of getting hired. Here are five ways to beat the odds.

1. Get a Four-Year Degree
Young workers with a four-year degree still have better chances of finding a job than those who forego a college education. However, getting a master’s degree doesn’t increase those odds much. Be ready to enter the workforce after graduation and don’t rely on grad school to catapult you into a full-time position.

2. Develop Desirable Skills
One of the greatest hindrances to landing a job is lack of experience. You can tackle this problem by seeking out opportunities to get hands-on experience during your undergrad years.

• Find an internship—Internships in your field of interest help you discover what the job requires, learn how to work in an office environment, and develop the skills you need to be successful.
• Get a part-time job in your field—Waiting tables at a restaurant may help you pay your school bill, but it’s not going to help you land your dream job. Find a part-time job with ties to the industry you hope to enter in order to gain valuable experience.
• Participate in practicum opportunities—Practicum, cooperative education, and industry mentoring opportunities all give students the chance to learn from someone who knows the field and to develop needed skills.

3. Manage Your Online Image
You can bet on it. Potential employers will Google you, and you want them to see a polished, professional image. Not that embarrassing picture you took at your cousin’s birthday bash. Keep personal information private and make sure that employers see a person they would be comfortable adding to their team.

4. Cast a Wide Net
Graduates may need to adjust their expectations by being willing to accept a job outside their initial field of study. Great opportunities often come from unexpected sources, and students can prepare for a broader range of job possibilities by taking classes outside their majors and applying for many different positions.

5. Network
Meeting people within the field gives students a foot in the door that could help them land a job after graduation. Join the University Business Association, create a polished LinkedIn profile, and make sure you present yourself professionally online.

College offers young workers an essential way to prepare for their future careers, but these days, students must do more than just get good grades. They must also begin creating a professional image, gathering work experience, and creating a total package that will make them attractive to employers.