Orion Insights

Thanks to a wide array of online platforms, today’s job seekers have many ways to quickly apply to a variety of positions. This, coupled with a very low unemployment rate, means it is more important than ever to engage newly hired candidates from the very beginning and rethink your onboarding strategy.

A recent blog post on Social Talent titled, “Use Employer Branding to Build Outstanding Talent Pipelines” explores a key aspect of Brand Marketing and Outreach. In his article, author William Ryan writes, “According to a recent poll by Glassdoor – 84% of candidates would leave their current position for a company with a great employer brand.” This is an impressive stat that drives home the importance of a proactive recruiting program that implements Brand Marketing.

Employee development is an increasingly important part of any manager's job. Happy, fulfilled employees contribute more. According to Jack Welch, Executive Chairman for the Jack Welch Management Institute and former CEO of GE, “There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow."

In his guest post, Dave Lehmkuhl, Regional Manager at Orion Talent, explores why companies should reevaluate paying “market average” salaries in order to recruit top talent.

You already know that military job seeker quality is second to none. As demonstrated by our 2018 Veteran Hiring Survey: Exploring the Bottom-line Value of Hiring Veteran Talent, you know they possess experience, have demonstrated performance in high-stress situations, and are graduates of the nation's military academies, top colleges, and leading technical schools. But how do you reach these candidates if you don’t have the resources (time, budget, or personnel) to build out a full veteran recruiting program?

High turnover rate has been a growing issue among businesses, and recently became the topic of discussion on the webinar: Why are bad hiring decisions made, and what can be done?

Manufacturing.net recently featured an article co-authored by Mike Starich, CEO of Orion Talent, and Barbara Humpton, CEO of Siemens USA, titled “Accelerating and Improving Veteran Hiring.” Starich and Humpton are well suited to this topic as both practitioners and thought leaders in the field of veteran recruiting.

Another year is in the books! Throughout 2018, Orion Talent and Orion Novotus have matched 7,000+ candidates with careers with more than 750 companies. We are pleased to have played a role in helping companies discover top talent, whether through Recruitment Process Outsourcing (RPO), Military Hiring, or Skilled Talent Recruiting, and look forward to the partnerships 2019 will bring.

In his most recent Recruiting Daily article, “High quit-rate problem? You can fix that,” Orion CEO Mike Starich explores retention concerns during a tight labor market. “3.5 million workers voluntarily left their jobs in April 2018, the highest quit rate since the dotcom boom peaked in 2000,” writes Mike. Reasons for high quit rates include high demand for talent and lower wages among others.

The Honoring Investments in Recruiting and Employing American Military Veterans Act of 2017 (HIRE Vets Act) was signed by President Trump on May 5, 2017, and required the Secretary of Labor to establish a program that recognizes employer efforts to recruit, employ, and retain veterans.

Archives

RSS Feed

Subscribe to Orion's Blog