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recruitment and retention

End of Season Wrap Up

Breathe in. Breathe out. You did it! You survived the crazy summer season and now you can take a beat before the end of the year madness kicks in. No rest for the weary, right? Well, I’m hoping I can give you a slight break with today’s post. It’s tough to keep up with all the blogs, tweets, news, videos, etc. when work is crazy so I’ve gathered some of the summer’s best posts (in my opinion) about HR, relocation, real estate, talent management and supplier diversity to help you catch up on what you may have missed. We’re your one stop shop today so grab another cup of coffee, sit back at your desk, and enjoy a few minutes to yourself this morning.

College Grads and Relocation

When I was a senior at the University of Delaware, springtime meant a lot of different things. Finding and applying for jobs topped that list. Colleges and universities are getting ready to close out the 2017 spring semester and college grads and relograduation is right around the corner for students all over the country, which means that thousands of young adults are getting ready to enter the workforce.  If you are planning to recruit new grads, it’s a good idea to consider relocation benefits. Even a little help for a recent grad can go a long way and I believe that providing relocation assistance will give companies a recruitment advantage.

Employee Retention Pitfalls after Relocation

We’ve talked quite a bit on this blog about payback agreements. Oh, the payback agreement. We both love it and hate it at the same time. Is it a necessary evil? Perhaps. We certainly don’t believe that companies should spend thousands, if not hundreds of thousands, of dollars on a relocation if there is a risk that the transferee will resign before the contracted period is up. Putting aside financial concerns for just a moment, however, I think we need to take a closer look at why payback agreements are so prevalent (94% of companies require them) and if there is a better, more effective way to ensure that talent stays on board after a transfer or assignment.

Repatriation and Retention Lessons from FEM

Recently I attended the Forum for Expat Management 2015 NYC Roadshow. What an exciting buzz with many people in attendance from both the corporate and supplier side of global mobility! Everywhere I looked people were gathered together either at a roundtable event, a session, a supplier booth, or just in groups chatting about global mobility. One of my favorite panel sessions was “Repatriation, Localization, or Redeployment – Exploring the Best Succession Plans to Retain Top Talent.” The panel, moderated by Brian Friedman, Founder, FEM included Tricia Schneider, Director of Global Mobility, American Express; Melissa Sudano, Director of Global Mobility, CA Technologies; and Patricia Tavares, Global Mobility Regional Head – Americas, HSBC. Their combined expertise left me with several lessons but, today, I wanted to share some thoughts on repatriation and retention specifically.

Employee Retention Pitfalls after Relocation

We’ve talked quite a bit on this blog about payback agreements. Oh, the payback agreement. We both love it and hate it at the same time. Is it a necessary evil? Perhaps. We certainly don’t believe that companies should spend thousands, if not hundreds of thousands, of dollars on a relocation if there is a risk that the transferee will resign before the contracted period is up. Putting aside financial concerns for just a moment, however, I think we need to take a closer look at why payback agreements are so prevalent (94% of companies require them) and if there is a better, more effective way to ensure that talent stays on board after a transfer or assignment.

Five Tips for Managing Transferee Performance Reviews

Today, I want to talk about performance reviews. We all know that most companies rely on the data provided by performance reviews for numerous business decisions.  When I was in HR, reviews were a useful tool for succession planning, compensation decisions, recruitment and retention strategies, development initiatives and engagement plans. These issues are clearly very important in the workplace, so we never questioned the need for a robust performance program. The question we did struggle with, however, was how to effectively infuse accuracy and timeliness into the process.

Employee Engagement is the New Black

How many times in the past month have you talked about employee engagement? I remember when I started in HR (before joining XONEX I was in HR at Maersk for more than 20 years) and the buzzword was employee satisfaction. But now everyone is talking about engagement. Sure, we need our employees to be satisfied. That’s a given. But, are they engaged? How engaged are they? Can we measure this engagement? These are just a few of the conversations I’ve had recently. Indeed, employee engagement is the new black.

Three Repatriation Challenges HR Must Conquer

One of the biggest mistakes a company can make regarding relocation is assuming that an international assignment is complete once the employee returns to the home country. In many ways, it is at this exact moment that HR needs to step in with gusto. A repatriation program is a vital step in the process that should not be taken lightly. In fact, one recent study from the University of Iowa notes that up to 38 percent of repatriated employees quit within a year of returning home. When you consider that companies spend millions of dollars on global assignments, this number is shocking…and depressing.

20 Fun Facts about Relocating Millennials (Free eBook)

20 Fun Facts about Relocating MillennialsThere’s been a lot of talk about Millennials lately. Maybe it’s because we are right in the middle of grad season, but it seems that the conversation about Millennials is everywhere. And it hasn’t been very flattering.

Surely, we’ve all heard the stereotypes. Millennials are coddled. We need constant feedback. We have the attention span of goldfish and the work ethic of a sloth. Every one of us has a shelf full of trophies we received for doing nothing and most of us majored in underwater basket weaving. Some of us still live in our parents’ basements. None of us are capable of functioning in a society of adults.

Talent Shortage? Relocation Can Help Bridge the Gap

Manpower Group’s  7th annual Talent Shortage Survey through me for a loop. I’m surprised that even at a time when unemployment is at an all-time high, we still have a talent shortage in the U.S. Apparently, a talent shortage is different from unemployed. I am certainly not insinuating that the unemployed are not a talented group of people but, according to this survey, the U.S. ranks among the top five countries experiencing a talent drought. 

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RICK CALANNI
VP of Business Development Northeast Region

 

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