Wood-Snodgrass, Inc.

Posted By admin2 on December 2, 2008

Most people think of the 3 R’s as “Reading, Riting, and Rithmetic”
Our firm considers the 3 R’s as:

RECRUITING
RETAINING
RESKILLING

And, we have been pretty successful over the years advising our clients on ALL THREE

As we begin 2009, here are some thoughts for you to consider for the first R -
RECRUITING: Both, DIRECT and INDIRECT costs

DIRECT Costs related to Recruiting:
Classified Ads
Screening of Resumes
Phone Time Costs (times how many staff you have involved)
Interviewing Time Costs (again, times the number of staff involved)
Other:
Testing
Follow-up with rejected candidates (if, you’re doing it correctly)

INDIRECT Costs related to Recruiting:
Aggravation Cost
Interruptions such as phone calls, coordinating other employees in the process
Personal Time Cost
This category is almost certain to get out of hand especially the more staff involved

Consider this staggering statistic of a recent survey: Average Time and Cost to Fill Vacancies -

Executive Management – 7.6 months at $30,277 total costs
Experienced Staff – 6.2 months at $19,219
Entry-level Staff – 3.8 months at $9,777

MOST Employers are finding NEW EMPLOYEES via the following:
Newspaper Ads
Universities
Job Fair
Consultants
Competitors
Recruiters **** By the way, the MOST EFFECTIVE means to do so when it comes to costs/time savings

Just remember, the average hiring authority within an organization works about 2,080 hours annually. This person must spend hours on such tasks as reading resumes, screening and interviewing prospective employees, coordinating the entire hiring process – What if they make $80k per year? That’s a $192 per hour cost.

These are ALL just little tips and reminders that most everyone involved in hiring knows –

We also just want to ‘remind’ you because we know how to be effective when the time comes for your organization to recruit a key person –

Please call Wood-Snodgrass, Inc for your next recruiting assignment – You will not be disappointed.

Best regards,

Stephen Snodgrass
Partner
Wood-Snodgrass, Inc.
913-681-2200
800-207-1958

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Posted By admin2 on November 20, 2008

Everyone – Yes, everyone is being affected by our economy –

Many businesses are cutting costs and all too often, these result in layoffs.
As we speak to our clients and contacts across the broad sectors we represent – MOST AGREE – the economy will rebound. And, our firm believes strongly that organizations will be competing even more intensely for top-notch talent.

The key is – what can we ALL do to successfully get through these difficult times? What lessons have we learned from previous recessions? Is this one so different?

So, we have created an Employment Forecast Survey which we invite you to complete.  We will NOT use your name or company, but merely record your responses. The objective of our survey is to collect common insights from across various industries so that our firm can provide relevant solutions to today’s quirky conditions.

We appreciate your participation and support in completing this short survey. This research will be completed by the end of the year. You can count on receiving the report when it becomes available.

Thank you,

Stephen Snodgrass
Bill Wood
Partners
Wood-Snodgrass, Inc.  

913-681-2200

800-207-1958

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Tags: Add new tag, Employment Forecast Survey, Letter from Partners

Posted By admin2 on November 20, 2008

Q1.  How do you view the employment picture for talent in 2009?

• Add new staff
• Promote existing staff
• Retain and motivate current staff
• Downsize or adjust staff to anticipate or respond to the marketplace
• Other:

Q2.  In you organization, have there been layoffs related to the current economic conditions?

• Yes, (10% or more)
• Yes, (fewer than 10%)
• No
• No, but we believe layoffs could occur (10% or more)

Q3.  Do you have a selection process for choosing which employees to eliminate?

• Performance reviews
• Identifying critical positions and cutting those that are not deemed as such
• Involving each manager to eliminate a certain number or percentage from his/her group
• Eliminating those most recently hired
• Eliminating those non-standard employees such as contract, part-time, contingent
• Other:

Q4.  Is there a particular risk factor to your organizations bottom-line during a recession?

• Top performers leaving or being eliminated
• Low level of productivity by staff
• Lack of Leadership
• Company Brand being affected as a result of staff reductions
• Career Planning being harmed because of perception of this being overlooked
• Other:

Q5.  Will there be workforce trends changed in 2009 within your organization?  (Please choose all that apply)

• Flexible hours offered
• Virtual work available for more staff
• Increase in use of contingent and/or contract workers
• Early retirement consideration for current staff
• Other:

Q6.  Choose which of the following practices you think will protect your bottom-line during this recessionary period (Please choose all that apply)

• Consideration of workforce strategy to coordinate company goals and staff goals
• Use performance management tools to identify top performers
• Create succession planning for retention of top performers
• Develop selective hiring practices to recruit top talent
• Other:

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