The document discusses common problems in talent acquisition and retention. It notes that employee turnover rates are around 15% on average across industries, costing around 20% of an employee's annual salary to replace them. Disengaged employees are less productive and increase business costs. The document recommends having a clear hiring plan with well-defined job requirements. It also stresses the importance of effectively marketing a company's brand to attract the right talent. Conducting stay interviews can help identify reasons for employee insecurity or disengagement to improve retention. The workforce survey platform QuestionPro is presented as a potential solution.

2. Andrew Heywood
Director of Talent Acquisition
Karen Chen
Product Marketing Manager

4. Problem
➔ Across all industries, 15% turnover rate
➔ Banking, Healthcare, Finance, 17%
➔ Silicon Valley, 2-3 years
➔ On average, it costs 20% of employee’s annual salary to replace them
➔ Disengaged employees have 37% higher absenteeism, 49% more
accidents, 60% more errors and defects.
➔ 65% lower share prices

5. Globalized, Increasingly Competitive World
Products are becoming more sophisticated
Business obstacles are becoming more nuanced
Time-pressure is becoming more acute

6. You need top talent to:
Respond quickly and creatively
Collaborate with an ever-increasing diverse set of teams and individuals
Loyal and passionate about both product and customer service

7. Common Problems in Talent Acquisition
No clear plan for hiring
Don’t understand the requirements of the job
Don’t consider their company brand

8. Unstructured Hiring
Pre-screening
Who’s going to handle the first round? The second round?
What’s the cadence between the first phone interview to the first offer?
Two weeks? Three weeks?
How many opinions will be solicited? 2? 3? 4?

9. Unclear Job Requirements
➔ Is this a new job? Or is this meant to replace someone?
➔ What are the key requirements?
➔ What are the nice-to-haves?
➔ What are the most important questions to ask yourself?

10. Different hiring patterns for different jobs
A marketing rep should have different set of questions from a developer
Soft skills vs Hard skills
Regardless of job, should have a skill/creativity component

11. Insufficient Marketing of Company Brand
Why would talent want to work for your company?
What are your company’s distinct traits?
What personalities best fit in your company?
Example: Twitter, Rocket Fuel

12. Best Practices
Making hiring structured
Make sure there’s collaboration between the hiring team and “x” team
Understand your company culture

13. ➔ Managers are one of the most important deciders of job satisfaction
➔ Identify the magnets – the people who attract and inspire their
colleagues the most
➔ How do you maintain high job satisfaction?
➔ How do you turn around employee disengagement?
Talent Retention

14. Identify Instability & Insecurity
➔ Conduct regular “stay” interviews
➔ Identify reasons for insecurity
➔ Insecure about their role?
➔ Insecure about their team/manager?
➔ Insecure about the company’s future?
➔ Compensation does not solve everything

15. DAQRI’s Unique Challenges + Solutions
Unique product, requires many industries and personalities underneath
one roof
Plan to x2 employees within one year
“Check your ego at the door, please.”
40-50% of employee retention should be from personal referral

16. QuestionPro Workforce
questionpro.com/workforce
Follow Us on Twitter - @questionpro - #hiringbestpractices
workforce@questionpro.com