Aerotek Provides Insight into Hiring, Training, and Retaining Employees

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Between July 2009 and December 2012, the average time it took for a company to fill an open position rose to 23 days from 15.4, suggesting companies are struggling to do more work with fewer employees and less available time. This has led to a change in the hiring expectations businesses have, which Aerotek explored in its recent Recruit or Retain Report.

The in-depth analysis found that about three out of every five employees are likely to head to another company if a competitive offer is made. While this suggests the majority of companies are fighting an uphill battle to retain their top workers, the survey also found that when comparing employees who were extremely likely to leave with those who were not likely to leave, there were a few major factors that separated the two groups.

Training and development was found to be a positive correlation with those who were not likely to leave, suggesting taking the time to properly train workers pays off in the long run. Where companies are running into problems is that hiring decision makers in the post-recession world have less time to ensure their new hires receive this level of training.

In fact, respondents stated that a lack of time was the biggest roadblock that kept hiring managers from training and developing new employees.

"Hiring decision makers recognize the importance of engaging in and developing their current workforce but many lack the resources to develop existing employees while keeping up with hiring demands," said John Flanigan, senior vice president of Recruiting Operations & Delivery at Aerotek. "To break the struggle of choosing whether to invest in current or potential employees, staffing partners can shoulder time-consuming tasks in the hiring process, saving hiring decision makers' limited time and money."

How to handle the changing hiring environment
Aerotek concluded the report by providing a few recommendations. The group said it's important for any business to conduct an analysis of its current employee training, development and engagement program to determine if the top employees have access to training, development and opportunities to expand their careers.

Then, companies should take a look at their current hiring processes at every stage - from spotting top talent to training these workers. Determine how long it takes to complete this process, and if any changes in the time it takes to do so are discovered, identify what may have caused this change.