Personnel Recruitment & Retention
SESCO offers professional recruitment and retention services to help you recruit the right employees for your organization, and keep them there.
SESCO can be engaged to assist in screening for select management or "difficult to fill" positions. Many times an organization may not have the time or budget to either perform the screening in-house or pay a recruiter one-third (1/3) of the position's salary with no guarantees. By outsourcing employment-screening services, an HR professional, executive manager, or board is relieved of time-consuming and specialized tasks, and is better able to devote time and resources to the function of managing the operations of a given organization. In this capacity, it makes a great deal of sense to outsource this function to SESCO.
The following is an overview of our screening/placement service which is provided "a la carte":
- Development and placement of advertisements.
- Initial review of resumés.
- Initial telephone interviews with qualified candidates.
- Processing of skills or behavioral testing instruments.
- Recommendation of qualified candidate(s) for onsite interview.
- Assistance with onsite interviews.
- Correspond with applicants and send rejection letters.
- Document all work to support any wrong doing such as alleged EEOC charges.
SESCO offers a wide range of pre-employment and employee testing instruments and services. Our assessments represent a network of over 35 of the top assessment publishers in the world. All tests are consistent with standards set by professional associations like the American Psychological Association and the Association of Test Publishers.
Paper & pencil testing
SESCO provides support in conducting exit interviews on behalf of clients. The exit interviewing process can be critical in determining the actual reasons for separation. Exit interviews take significant time and resources to conduct including after hours work contributing to overtime expense.
SESCO works with clients to develop an exit interviewing process to include questionnaires as well as ex-employees to be contacted. SESCO professionals contact these individuals whether it be at their current place of work or at their home after hours. We document the entire process to include all contacts and results of contacts. A summary report is provided to the client to include trend analysis and suggested actions to reduce turnover.
Because interviewing is critical to the success of an organization as turnover is greatly reduced by screening and hiring the "right" person the first time. Management will learn to utilize this most effective method of interviewing to include interview question design, conducting effective interviews to include follow-up questions/inquiries, and subsequently documenting and processing interviewing notes and making appropriate decisions. Interviewers must use more than "a gut feeling" when conducting interviews and SESCO can provide the tools and training to ensure that your organization screens and hires the most qualified and appropriate person for the position.
To improve retention, organizations must first understand why employees go elsewhere. Traditionally the "excuse" is, "the employee left for more pay or benefits." For all intense purposes, this may be a very logical reason; however, studies tell us that money and benefits do not motivate nor are the primary reasons an employee quits.
Management must understand what employees like about working for their organization as well as what employees would like to see to make it a better place to work. Until we can fully understand employees' on-the-job wants and needs, we cannot reduce turnover and improve retention. Whether it be through an Employee Satisfaction Survey, employee focus groups/ interviews, exit interviews or other communication programs, we must first assess the organization's strengths and weaknesses.
Once the assessment is complete, SESCO implements a transition or change management plan to address identified areas of concern to reduce turnover and improve overall employee satisfaction.
It is commonly known that the culture of an organization is the most critical element in establishing a productive and satisfied workplace. To change or develop a culture that is "preferred," we must first assess and understand the culture. This process may include:
- Management/Employee Satisfaction Survey
- Culture Assessment Survey
- Focus Groups and interviews with managers and employees
- Management Assessment Appraisal Program
Subsequent the identification of the culture, an action plan is developed to guide systematic change to the preferred environment/culture.