Bottom Line: Retention is Important!

Bottom Line: Retention is Important!

Any business will tell you that retaining employees is important. The costs involved with the turnover of employees equals about a quarter of their annual pay. That takes into account the cost involved in: hiring, onboarding, the new hire’s learning curve and the ripple effects on the rest of the team. Every employer knows that the longer a person stays with a company, the more valuable and productive they become for that company.

At CC Pace, the retention rate for our staffing placements has been above 90% for the past 5 years. This article 4 Reasons why Employee Retention is Important (And 4 Reasons All Business Owners Should Use to reduce turnover) highlights why workforce retention is important, and strategies that can improve employee loyalty.  A great deal of our success with our people is due to our commitment to provide our clients with the best candidates, based on this approach:

  • We work with our clients as a partner, finding the right fit by taking the time to truly understand their business and technology needs.
  • We are a consulting firm first – with full time business and technology experts available to help guide the qualification process and customized screening tools.
  • Most importantly, we make quality a priority over quantity. Knowing people means assessing their technical knowledge, their soft skills, their cultural profile, and everything in between.

Now that you have read about what we offer our clients and how we find the right fit for each position, you must be wondering what’s it really like to work for CC Pace? Let our consultants tell you firsthand about their experience working with CC Pace.

“The primary reason for choosing to work with CC Pace AGAIN is that they have top notch people who will ensure that you are a great fit for the openings, as well as making sure that your values align with theirs.”  – Travis R., Consultant

“At the client site, CC Pace has always made sure I succeeded in doing my job which only shows how much they care about their people and their clients. I particularly appreciated how management was available to answer any questions I had while working on the client’s projects. Even though I worked with CC Pace as a consultant, I should note that I was treated equally as an employee.” ­– Namgyel D., Consultant

“I’ve been involved with CC Pace as an employee, contractor and customer for more than 22 of my nearly 35 years in the working world.  I can honestly say that there is no better employer, contract vendor, or business partner with which I have had the pleasure to be associated. The employee-centric culture, strong business knowledge and technical expertise, and an ethical standard par none are why I have remained associated with them over the years. CC Pace provided me with the experience and opportunity needed to launch my career.  Now, so many years later, I’ve come full circle, rejoining them and leveraging all that they helped provide.” – Paul H., Consultant

Looking to make a change in your career? Think about joining us and check out our latest job opportunities.

Previously, in Part 1 of this blog series, we  discussed how U.S. News and World Report stated that two-thirds of the candidates employees refer get hired and how companies benefit by hiring those employee referrals. Today, we want to address how to build your own personal network.

By creating a network, you expose yourself to unlimited opportunities to have doors opened for you when searching for a new position. And, in turn, you may be able to open some doors for others. So, how do you get started?

It’s easy: start by getting social! Create your profile in LinkedIn and/or Facebook.  Depending on your area of expertise, a Twitter or Pinterest account may also be beneficial. Now start connecting with everyone you know! Here is a list of Top 10 Places to Find People to Grow Your Network:

  1. Associates in your current and past places of employment
  2. Customers/Clients (both current and past)
  3. Friends, family, friends of friends, and neighbors
  4. Professional organizations or associations
  5. The Alumni program at your alma mater
  6. Do you have children? If so, reach out to other parents, teachers, coaches, instructors, and scout leaders
  7. Fellow members of any clubs, organizations, church and community groups
  8. Get involved with your civic association or homeowners association
  9. Do you have a gym membership? Get to know some of your fellow gym members!
  10. Include those whose services you use, your hairstylist, mail carrier, doctor, house cleaner, pet sitter, baby sitter, repairman, etc. They all have built their businesses on referrals so they are a great resource.

The network you build will give you the ability to use these contacts to help you find your next position.  Now when you apply for a new job you will use your network for a connection to get your foot in the door with a referral – remember the saying “it’s all about who you know”!

At CC Pace our Referral Program is open to everyone. It’s simple: refer someone to us for a position and, if they get hired, you get a referral bonu$!  So take a minute, and check out our job postings and refer away!  While building a network can seem like a lot of work, in the end the opportunities and professional gains that come your way will be well worth it!

Sure, the office seems nice, the finishes are modern, fresh and bright, but day-to-day what goes on within the walls of the office environment are what really matters.  When you are seeking a new position you need to remember that not only are they interviewing you, but you are interviewing them as well.

Here are some key question to keep in mind:  What is the ideal company culture for you? Do you succeed in a more casual or formal business setting? Do you like a hands-on leadership approach? Does this company share the same values you do in making sure things are done correctly versus just getting the job done?

How to Determine If a Company Is a Good Fit for You gives a great perspective on important factors you should consider before you sign your next offer letter. Remember—the interview process is just as important for you as it is for the hiring company.

We have all heard the saying, “it’s all about who you know”.  Job seekers today find that to be truer than ever, with U.S. News and World Report stating that two-thirds of the candidates employees refer get hired.

What gives these candidates the advantage? It’s a pretty simple fact that word-of-mouth marketing for job opportunities has been going on, well…forever.  That is why many employers offer referral programs within their companies.

Employees bring in high quality candidates and help to simplify the entire recruiting process. The referring employee does their due diligence and pre-screens the candidate against the set requirements laid out for a specific position. That makes things move along faster for both the recruiter and hiring manager.  Another piece in the process that is considered, is the fact that referrals have a longer retention rate within an organization, and it actually makes for a better work environment as these new employees come in seeing a familiar face to help ease their transition period. These referrals save the company time and money.

At CC Pace we have a strong referral program and encourage not only our employees but even those who don’t work for us to take advantage of it – so check out our latest opportunities as often as you’d like and refer away!

Remember when you applied for a job, you would scan advertisements in the newspaper searching for a position that you were interested in? Then, you would submit a well-written cover letter and your resume to the address in the ad. If you were qualified, a recruiter or human resources associate would contact you as the next step to schedule an interview. If you were being considered for the position, the company would ask you for references. Once those references were checked out, and were to the satisfaction of the hiring company, they would then proceed by sending you an offer letter.

Jump ahead to 2017: you see a job posting online you would like to apply for, you submit a resume immediately through the website, or apply online. A recruiter or hiring manager will review your resume and then do a quick Google search to see if they can find your social media footprint.  They want to see: How searchable are you? Who do you know? What level of engagement do you have on social media? Can they get a read on your personality, will you fit into the culture at this company? Do your initial credentials check out? Are there any red flags that come up in your search results?

Chances are all of this has happened before you even get a phone screening, so how do you strike the correct balance in managing your social media image? This article. Is your social media presence hurting your job search?, shares some great tips on how to navigate through your social media channels.

Well, actually, let’s go watch a baseball game!  After our recent staff meeting, many CC Pacers climbed aboard a bus and we headed downtown to Nationals Park to watch the Washington Nationals play the Colorado Rockies.  Upon arrival, we were rewarded with our very own Max Scherzer Bobblehead.

Although it was a hot and humid day, there was an abundance of refreshing beverages available.  We also enjoyed lots of the traditional ball park food including; hot dogs, pretzels in the shape of a W, peanuts and cracker jacks!  But let’s not forget dessert, the delicious Breyers’ ice cream that helped us cool down a bit.

Despite the hot day, it was a great event and we enjoyed spending time together, having fun and rooting for the Nationals.  Our efforts paid off and the Nationals beat the Rockies 8 – 5, including a home run from one of our favorite players, Jayson Werth.  What a great way to end the evening!

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Happy New Year! Did you make a New Year’s resolution?  Perhaps you’d like to spend more time with friends, lose weight, or maybe begin searching for a new career opportunity.  Many people use this time of year to make personal and professional changes in their life; studies indicate more than 40% of Americans make New Year’s resolutions.  Unfortunately, keeping those resolutions through the year is another story.  Research by the University of Scranton indicates there is only about an 8% success rate for achieving these goals (Forbes, 2013).  So how can you establish goals for 2016, and be successful?

Unfortunately, we can’t offer advice on weight loss or spending time with friends; you’re on your own for those resolutions!  But, when it comes to managing your professional career there are strategies for setting realistic goals and achieving them.  An article by Melody Wilding entitled, 3 Resolutions You’re Going to Break – and What You Should Resolve to Do Instead, talks about how to establish professional goals that create a successful outcome.

As we begin 2016, we encourage you to consider how you might incorporate these suggestions into your professional goals for the year. These tips just might help you achieve one of your 2016 New Year’s resolutions.

We’d welcome the opportunity to help you with your career this year, and encourage you to take a look at our current job opportunities.  Happy New Year!