Kim ShepherdHealing Employment Retention and Development
According to Kim Shepherd, CEO of Decision Toolbox, "There are seven critical stages of engagement in the employment process. We have closely examined how each is currently broken." On this Talent Acquisition Channel podcast, Kim offers creative tips for success at each stage.
Kim Shepherd joined Decision Toolbox in 2000 and brought her unconventional approach to the company she had admired as a client. Today Decision Toolbox is 100% virtual with more than 70 team members working remotely across the United States. Founded in 1992, Decision Toolbox provides scalable and easily integrated recruitment solutions for a 7% cost-per-hire on average while incorporating rigorous quality controls and a 12-month candidate guarantee.
The Following is an excerpt from Kim's Press Release in HR Vendor News:
'In the employment process, the final (and ongoing) stages of engagement are retention and development,' says Shepherd. 'You have followed our creative tips for successfully attracting, selecting, interviewing, hiring and onboarding employees in today's challenging marketplace. So, now that they're in, how do you keep them?'
'Many organizations fall down in the final stages of the employment process ' RETENTION & DEVELOPMENT ' by neglecting to continually nurture and engage their employees ' it is helpful to view employees as candidates to be continually courted and mentored, 'explains Shepherd.
Below are a few creative examples for developing what Shepherd calls 'sticky cultural glue' in your company, and making it an inspired workplace where employees are 'switched on' and no one wants to leave: - F lip the hierarchy ' empower employees, respect their time, encourage their ideas. - Leverage fresh eyes ' ask new hires to point out processes in your company that don't make sense ' because they probably don't! - Keep employees engaged and looking forward ' change up employee work routines with new challenges every 18 months ' ask them what their goals should be. - Pods, Tiger Teams, Tsunami Planning ' group employees into Pods of 4-7 each, ask them to meet monthly for intensive Tiger Team meetings where they develop solutions to existing problems or challenges. Ask these same Pods to come together quarterly for Tsunami Planning meetings where they solve problems that haven't happened yet! - Hold mutual reviews ' review your employees quarterly and have them review you. Ask them, 'How can we BOTH do things better moving forward?' - Celebrate boo-boos ' share mistakes openly and without judgment to help others avoid repeating the same boo-boos. 'Creating cultural glue takes real thought, complete buy-in from the top, and constant focus to be kept in place, but it is well worth the effort. Make your organization a place where employees want to STAY and can GROW. Remember, creativity is the difference between managing and leading others, 'concludes Shepherd.
About Peter Clayton
Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.
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