Editors Note

With Millennials surpassing the Gen Xers as the largest generation in the workforce, business practices have undergone a lot of change. This includes higher expectation from the employers as well. By now, it’s a known fact that finding and retaining millennials for a long time is not an easy task. So organizations are finding all possible ways to make it work. It would definitely be nice to find that silver bullet that would put an end to all employee retention issues. This month, the focus is talent retention.

Give Your Employees C.R.A.P: 7 other secrets to employee retention

Wouldn’t it be nice to find that silver bullet that would put an end to your employee retention issues? I hear that wish all the time from audiences when I speak on employee retention. Everyone is looking for that “nugget of gold” that will solve their problem. Unfortunately, that does not exist. At least I have yet to find it. What I have found is that the success to having good employee retention comes from working some fundamental strategies over and over and over again.

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Different Strokes: Don’t paint millennials with a broad brush

The “Me” Generation was branded as selfish. Generation X was viewed as disaffected and directionless. Millennials have been pegged as arrogant and entitled. Sheltered and narcissistic. The general perception is they don’t want to own things. From apartments to bikes, cars and even handbags – they want to rent or share. When it comes to work, free food, onsite yoga classes, nap rooms and unlimited vacation time are all that matters.

Is The Love Alive?: 4 questions to gauge your employer attractiveness

Case in point – 75% of the fully employed workforce consider themselves passive candidates.1 This means they aren’t actively seeking a new role, but they are open to the possibility. Don’t be so sure your team members are sold on monogamy in your relationship. Before love affairs take a nose dive, ask yourself these 4 question to determine if you will remain attractive to talent in 2017.

Millennials vs. GenX vs. Boomers: How to avoid a workplace generation war?

Boomers have a reputation for being bad at technology, but in reality they want tech training, and do just fine once they have it. Boomers care about their companies and nearly half (46%) are motivated largely by having a sense of purpose at work. Boomers do great with teamwork (a characteristic seen in 56% of the generation) and collaboration, and are in a prime spot for leadership.

3 Reasons Why Your Leaders May Be Repelling Talent: What can you do to change this?

As a parent, I can’t tell you how excited I am that my 18-year old son is finally looking for a job, as he completes his H.S. senior year. He’s pretty lucky to be looking for a job at a time when there are a lot more job openings than candidates. I thought his job search would be a slam-dunk. It’s been anything but.

Winning Talent In A Candidate-Driven Marketplace: 3 ideas for you

With unemployment down and turnover up, the current recruiting market is candidate-driven. Attracting top talent never stops being a priority for businesses looking to thrive, so it’s important for HR professionals and recruiters to optimize their offerings.

Recruiting And Retaining The Millennial Generation: Tips to follow

Millennials grew up in a digitally-evolved environment – from the rise of the cell phone to the evolution of social media. This has its advantages when it comes to innovative ideas and creativity in the workplace, but also means these professionals have certain expectations when it comes to their professional life.

Talent Management Trends For Executives: 4 key areas that CTOs should closely monitor

The role of the Chief Talent Officer is critical to a company’s ability to attract and retain top talent effectively. Today’s talent management executives must work across business functions to implement best practices that will help foster a strong company culture and keep their best employees engaged. Earlier this year, Consero Group surveyed a cross-industry collection of corporate talent management executives to identify the main challenges and priorities for this group of senior executive leaders. The results are provided in the 2017 Talent Management Report, which provides data in four key areas that Chief Talent Officers should closely monitor to ensure that their organizations are attracting and retaining the kind of employee base that will move their business forward.