New Era Search
Executive Search Consultants
The adventure begins...
Employers find New Era Search refreshing and enjoy the highly customized service. Many of our current clients were prior candidates!
Available services:
- Highly confidential search services
- Contingent search
- Contract and contract-to-hire positions
- Highly customized searches
- On-site visits
- Background checks
- Access to industry and position specialist recruiters with an average of 15 years tenure in their specialization
- 24 hour a day access to your Project Manager
- Proactive search for future employees who would be an excellent organizational fit
- One-stop recruiting services for your company because of the vast specializations of our experienced recruiting team
We offer outstanding guarantees!
- Where else can you receive a 12 month candidate replacement guarantee for positions with a base salary over $100,000?
- We also offer a 6 month guarantee for positions with a base salary up to $99,999.
Check back regularly for current HR Employment news!
Today's featured article: Retention
Did you know?
5 reasons top performers will leave when the economy rebounds:
"Some managers think their best employees will stick with the company just because they have nowhere to go -- but that type of attitude could leave many employers with a huge turnover problem in the future.
Once more jobs are available, current employees will jump ship to take them. In fact, 54% say they plan on changing jobs once the economy rebounds, according to a survey from Adecco North American.
And the younger employees are, the more likely they'll be out the door at the first opportunity. Of employees ages 18-29, 71% plan to look for a new job after the recession.
Why? It's easier now than usual for employees to get disgruntled, considering many have survived layoffs and been asked to do more work for less pay.
To compound that, too many managers think they don't need to worry about retention when the economy's tanked.
But a lousy job market really only delays retention problems, which could leave companies stuck with a mass exodus of top talent.
Here are the top ways managers ensure people will leave the company as soon as they can.
Staying silent -- employees need honest, open communication. When managers withhold information, employees will always feel uncomfortable and on edge.
Being too cynical --Being honest and open doesn't mean only focusing on negatives -- employes still need a healthy dose of good news. To provide that, announce and celebrate the company's small victories.
Keeping employees out of decisions -- Even when budget cuts lead to benefit reductions or salary freezes, there are still some low or no-cost benefits managers can add -- for example, flexible scheduling and training.
Ignoring compensation concerns -- Though everyone should understand what difficult times mean, top employees still want to know their interests are important to the company. It's important for managers to maintain an open dialogue throughout the entire process and remind employees that only their hard work will ensure that pay raises are available in the future."
Oct 1, 2009 by Sam Narisi, www.hrrecruitingalert.com
Today's featured article: Retention
Did you know?
5 reasons top performers will leave when the economy rebounds:
"Some managers think their best employees will stick with the company just because they have nowhere to go -- but that type of attitude could leave many employers with a huge turnover problem in the future.
Once more jobs are available, current employees will jump ship to take them. In fact, 54% say they plan on changing jobs once the economy rebounds, according to a survey from Adecco North American.
And the younger employees are, the more likely they'll be out the door at the first opportunity. Of employees ages 18-29, 71% plan to look for a new job after the recession.
Why? It's easier now than usual for employees to get disgruntled, considering many have survived layoffs and been asked to do more work for less pay.
To compound that, too many managers think they don't need to worry about retention when the economy's tanked.
But a lousy job market really only delays retention problems, which could leave companies stuck with a mass exodus of top talent.
Here are the top ways managers ensure people will leave the company as soon as they can.
Staying silent -- employees need honest, open communication. When managers withhold information, employees will always feel uncomfortable and on edge.
Being too cynical --Being honest and open doesn't mean only focusing on negatives -- employes still need a healthy dose of good news. To provide that, announce and celebrate the company's small victories.
Keeping employees out of decisions -- Even when budget cuts lead to benefit reductions or salary freezes, there are still some low or no-cost benefits managers can add -- for example, flexible scheduling and training.
Ignoring compensation concerns -- Though everyone should understand what difficult times mean, top employees still want to know their interests are important to the company. It's important for managers to maintain an open dialogue throughout the entire process and remind employees that only their hard work will ensure that pay raises are available in the future."
Oct 1, 2009 by Sam Narisi, www.hrrecruitingalert.com
Industries served:
- Accounting
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- Service
- Software
- Technology
- Telecommunications
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- Transportation
- Travel
"The more I want to get something done, the less I call it work" ~Richard Bach
