by Kirk Wakefield – November 2016
Meaningful Careers Begin With Meaningful Relationships
We need meaningful relationships. Young employees thrive or dive on the strength of positive relationships in the workplace. Such important relationships should start well before college students graduate.
We spend the bulk of adult life with people at work (see chart). According to research, the top three reasons people leave jobs are relationship driven:
- Supervisor: People leave managers not companies.
- Co-workers: Appreciation, recognition and respect from peers make or break us.
- Culture: How we personally fit with the values of those we work for and with points us to open doors or out the door.
Wouldn’t it be a good idea to get a head start on knowing the nature and culture of these people before launching a career?
When is turnover too high?
The most productive recruitment strategy would seek more, not less, information on candidates. Too often recruiters make decisions based on a resume, references or referrals, and a few hours in an interview. The average turnover rate in sales is 25%. Many believe if the employee churn rate is higher than 10% the problem is the manager not the employees. None of us want to be that person.
As professionals, now is the time to invest in the lives of young people while they are still in school. They need your experience, guidance and counsel to understand and discern the best fit to start careers. Your organization gets the best read on recruits by getting to know them 12-24 months in advance of hiring decisions. You–and they–will make better, more informed decisions. Internships provide the needed edge to make good decisions and the opportunity to give back like others have done for us.
Commit this to be your best year yet in relationships and recruitment.
Contact Kirk_Wakefield@baylor.edu with questions about S3 recruitment for careers and internships.
