Have you ever heard the old adage, “the plumbers are always the ones with the leaky faucets?”  Have you ever hired an Executive Search Firm/Staffing Company to help you find your talent and realize that you’ve been introduced to 4 different Account Executives/Recruiters in the last 4 consecutive quarters?  If I were to put myself in the client’s shoes, I would be asking myself, “How is this company going to help me protect key domain knowledge when they can’t protect their own?”

The Staffing and Recruiting industry is one of the top victims of high employee turnover, for numerous reasons.  In a world filled with non-compete clauses, staffing organizations are often forced to hire young, new employees that lack the required experience — specific to their industry and their respective verticals — in order to be successful and efficiently grow and effectively serve their client-base.

Every company that I work with that is proud to boast of a low-turnover rate has two things in common:

1) They recognize top talent

2) They pay for top talent

As IT staffing professionals, we are constantly preaching compensation best-practices to our clients in order to help them understand what they need to pay technical employees in order to reduce turnover and protect key domain knowledge.

In a world that has been tyrannized by Social Media and Web 2.0, you can bet your bottom dollar that your clients are paying just as much attention to your internal turnover and your LinkedIn profile as you are to theirs.

Take the time to align your internal practices with the ones that you preach to your customers, and protect both of your best interests.

Advertisements
Comments
  1. […] This post was mentioned on Twitter by Michael Brenneman, Michael Brenneman. Michael Brenneman said: When The Plumbers Have the Leaky Faucets…: http://wp.me/p17rJ0-n […]

  2. David Gardner says:

    Mike,

    So true. If a firm wants to hold on to the people they have, they need to offer something that retains their talent. In most cases, the incentive will be financial; in others, the incentive could be working a few days from home, a good benefit’s package, or tuition reimbursement. I think the key to this dilemma is to insure that compensation matches or exceeds what the market is paying. If a firm offers a collective package of benefits that meets this criteria, they will not have to worry about losing their talent to competitors.

    Dave

  3. There is obviously a lot to know about this. I think you made some good points in Features also.
    Keep working ,great job!

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s