16
Jan
Don’t be Left on the Bench
By admin | recruiting, retention, conference | 2 comments
Are you registered for the 2012 Recruitment & Retention Conference? It's time to throw out your old playbook and replace it with new strategies for reaching today's driver. Learn from experts like Keynote Speaker Kenny Vieth, President and Senior Analyst at ACT Research who will provide an overview of the economic outlook for the trucking industry and how that will affect your business in 2012. Vieth and his panel of experts will show you how to stay in the game and win!
INSIDE LOOK AT GENERAL SESSION 3:
The Recruiters Playbook: How to Stay in the Game and Win!
The economic outlook for trucking will be presented, followed by a discussion with a panel of recognized industry leaders, thinkers and professionals. They will explore the current recruiting environment for the trucking industry from every angle possible and discuss solutions to the barriers and challenges we face. They will help you fill your play book with strategies for success as you look ahead toward the next 10 years and beyond.
Speaker:
Kenny Vieth, President and Senior Analyst, ACT Research
Panelists:
Kenny Vieth, President and Senior Analyst, ACT Research (Moderator)
Gregg Aversa, President, The Sage Corporation
Deborah Lockridge, Editor in Chief, Heavy Duty Trucking
Dave Nemo, The Dave Nemo Show
Dan Vits, CTP, General Manager of Transportation, Bridgestone Americas
Click here to see the entire conference schedule and information on all sessions.
Don't be left on the bench! Register now!
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Comments
On Feb 07, 2012, Tiems said:
I read this alricte last week, and immediately felt both agreement and disagreement with the premise. At first, it seems that not relating retention to recruiting is a self-serving way of avoiding the responsibility that is at the core of the recruiting and staffing industry- putting the RIGHT people in the RIGHT jobs. If we agree that recruiting and retention are not related, than it’s not our fault, as recruiters, if the company can’t retain the individuals. Top Talent IS NOT the best indicator for success in a workplace, indeed the skill set as a whole is often over emphasized in the process. I truly believe this is often a reflection of the ego of the staffing and recruiting professionals, who want to show of how great a candidate they had, based on pedigree.What is lost in that transaction is that the most important factors in job satisfaction are engagement and comfort. You can have the best skill set in the world, but if you like being left alone to do your work, and your company requires you to participate as part of a team, then you are definitely not the best fit.As the alricte goes on to address, though, job match is the key to engagement, which is the key to retention. However, isn’t the act of recruiting finding the right person to match to the job? It’s my feeling that this relationship between recruiting and retention is absolutely vital and relevant. Though, it may be that they are not directly connected. Maybe it follows this logic statement: IF Recruiting affects Job Match AND Job Match affects Engagement AND Engagement affects Retention THEN Recruiting affects Retention.Nice alricte to get the juices flowing though!
On Feb 08, 2012, cygmognrg said:
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