Category: Post Hire Archives | Sterling Talent Solutions

Vetting new hires is important for any position, especially within the financial services industry. The Undercover Recruiter broke down the cost of a bad hire (earning $62,000 a year and terminated after 2.5 years), in a recent infographic, The Outrageous Costs of a Bad Hire. The formula is: Hiring Costs + Total Compensation + Cost…

When job seekers are evaluating potential employers, one of the most important factors is the company culture. To attract and retain top talent, HR professionals constantly wrestle with both nurturing their company culture and communicating it to candidates through their employer brand. Although seasoned employees may have the most to say about their company’s culture, they aren’t often able to share with candidates until later stages in the interview process. By then, the potential new hires have experienced several touch points to give them impressions of the organization. With consistent messaging, the impression should be a good one.

We all aspire to work for a company that values our work and treats us like grown-ups. But what else do you want from the place where you spend the majority of your waking life?

We are very excited to announce that Sterling Talent Solutions was recently awarded two awards at the World HRD Congress (WHRDC) in India. Our Mumbai office was presented with the “Fun at Work” Award. This award acknowledges large organizations for the quality and uniqueness of its employee engagement interventions driven by its highly passionate HR team. Manish Kotwani, Vice President of Human Resources, Mumbai, was the recipient of the Most Influential HR Leaders in India. This award was presented by a jury of peers who conduct extensive research on industry recognition and accomplishments of various HR leaders locally and globally. Congratulations to our Mumbai team!

Before working at Sterling Talent Solutions, I had no knowledge about background screening and the steps that took place after I received my offer letter. I, like many people, had no idea about the importance of having the background consent form signed or filling out the Form I-9 form electronically and how that would make the transition to my first day on the job go smoothly. By working at Sterling, I have come to realize that background screening and onboarding are both very important aspects of the hiring process. Effectively and positively moving a candidate from the job offer to the first day is a major component of a good candidate experience. Having the right procedures in place will reduce inefficiency for Human Resources, the hiring manager and most importantly, the new hire.

Candidate retention and happiness in the workplace are two key components of a successful business. Companies realize that it is becoming increasingly more important to create a better candidate experience from the very beginning-starting with the hiring process, background screening, onboarding and first few months on the job. According to Talent Management and HR (TLNT), 33% of employees knew whether they would stay with their company long-term after their first week. It is crucial for employers to engage with new hires early and often with a specific strategy and goal in mind. From the employer point of view, 78% rank employee retention as important or urgent. Turnover can be one of the most expensive problems at a company; research on the costs of replacing an employee range from 20% of their salary to 150%, depending on how you calculate it. The cost of employee turnover and the benefits of having and retaining well-trained employees are top reasons for employers’ retention concerns.