January 31st, 2011
While employees may leave your organization for any number of reasons, one thing is certain – turnover is costly. In fact, replacing a senior food & beverage industry executive can easily add-up to tens of thousands of dollars. To prevent employee turnover from cutting into your company’s profits, use these tips to retain your best people:
Accurately appraise your cost of replacing a manager or executive. In addition to the direct costs of recruiting, screening, interviewing and hiring, you must also calculate:
- Opportunity costs (time HR and hiring managers could be spending on other productive activities)
- Costs of vacancy in the position (impact on customers and team/department members, lost productivity)
- Costs of replacing knowledge that leaves with the employee
Determine who is leaving and why. To decrease turnover, you must first understand why it’s happening. Go through exit interviews and question co-workers to uncover:
- Who is leaving. Look for patterns in age, tenure, performance level, sex, department/job category, etc. to see if you can develop a “turnover profile.”
- Where they are going. Are you losing employees to a competitor? Are they going back to school? Moving out of town?
- Why they are leaving. Ask co-workers why other employees left. Additionally, hold a focus group to find out what motivates your existing workforce to stay and what threatens their commitment to your organization.
Create a focused plan. You won’t be able to stop turnover completely, so use the information you gather to create a plan that targets your most costly turnover. Often, these are strategic jobs with a long learning curve and/or requiring extensive or specialized knowledge. Focus your retention efforts where they’ll have the biggest impact on your organization’s long-term success.
One of the best ways your organization can guard against turnover’s negative effects is by working with a trusted food & beverage recruitment and assessment firm such as Kinsa. We offer tremendous advantages to employers:
- A wide range of service options to suit your specific placement needs
- Up-front assessments, by dedicated and experienced recruiting specialists, to ensure the best match for your available position
- Minimal disruption to your organization and no loss of focus
- Value-added services, such as initial compensation ranges, marketplace climate data and position profile development
- Access to the recruitment firm’s extensive candidate database, as well as regional and national recruiting networks
- Satisfaction guarantees
Kinsa Group - A Better Way to Hire Food and Beverage Industry Professionals
Hiring on your own can be an expensive, time-consuming and frustrating process. So why do it on your own? Contact Kinsa today. For over 25 years, we’ve delivered highly qualified professionals and senior-to-executive level management candidates through our unique recruiting process.
Our dynamic staff of skilled recruiting professionals will make your next hire a success – guaranteed.
August 3rd, 2010
It’s so hard for you to watch.
One by one, your food & beverage industry colleagues get promoted while you toil away, month after month, in your current position. You want to wish each of them well, really, but silently you ask yourself, “Why them, and not me? Do they know something that I don’t?”
Maybe. If you want to realize your full professional potential, your boss must perceive you as a viable candidate for advancement. Your hard work and accomplishments are key, obviously, but playing the personal PR game is just as critical to staying visible in your company. If you’re looking for ways to make yourself more “promotable,” here are some great ideas to get you started:
- Assess where you are and where you want to be. Before you identify specific ways to promote yourself, you need to conduct an honest appraisal of your job, your professional strengths and your goals (if you have a good boss, he may even help you with this exercise). Take the time to write down:
–Your current job description
–Your key strengths, skills and accomplishments
–A description of the job you want, including the skills and experience it requires
- Identify gaps between where you are and where you want to be. Do you need to build your knowledge base? Develop better management skills? Learn a new software program? Conducting this professional inventory will help you understand your strengths and weaknesses, and create a roadmap for where you want to go.
- Seize every opportunity to learn. Stay on top of new trends in your segment of the food and beverage industry to increase your knowledge and skills in areas critical to your organization. If you want to be promoted to a specific position, find out everything you can about that job. Read, take classes or inquire about shadowing opportunities to prepare yourself for stepping into a new role when the opportunity arises.
- Make friends with higher-ups. Establish rapport and cultivate good relationships with your boss and his colleagues. When you attend company gatherings or fundraisers, do more than make an appearance. Talk with people throughout the company, not just within your team or department.
- Create a portfolio. Keep track of your professional accomplishments and contributions by assembling a portfolio that showcases your skills and experience. When it comes time to make your case for a promotion (with either your company or a competitor’s), your portfolio will prove an invaluable tool.
- Brag the right way. When it comes to getting promoted, “who knows you” is often as important as “who you know.” So do what you can to get onto key executives’ radar screens, without coming across as a braggart:
–Accept credit graciously. Instead of shrugging a compliment off, try saying, “Thank you. I’m really glad my hard work paid off.”
–E-mail your boss a brief weekly status report, outlining your major accomplishments and upcoming projects.
–Volunteer to draft your team’s memos to department heads.
–Present your group’s milestones at the next business planning meeting.
- Be patient. Promotions are not always available when you want them. Sometimes, you have to stick with a company a little longer to get the promotion you deserve. If you’re working for a good company, keep your eye on the prize and stick it out a little longer.
Here are a few more great tips to help you get the promotion you deserve.
If you’re in the market for a new job, or are just curious about what kind of food and beverage are available right now, please call us today. As national recruiters specializing in the food & beverage industry, Kinsa Group offers a variety of excellent career opportunities.
July 27th, 2010
These days, competition for positions in the food and beverage industry is fierce. With a greater number of candidates vying for fewer openings, you may find yourself having to say “No” more often. Needless to say, writing rejection letters can be an unpleasant and stressful part of the hiring process.
But even when you can’t offer a job applicant the position, you can still end the interview process on a positive note. Here are some quick tips for writing candidate rejection letters in a constructive way, to build good will with candidates and position your company as an employer of choice:
- Send out the rejection letter promptly. If you’re certain you will not be hiring the individual, let him know that he was not selected as soon as possible. Even when the news is bad, your timely follow-up will convey a high level of professionalism.
- Always use formal company letterhead for a rejection letter and never handwrite it.
- Address your candidate by name. Further customize the letter with the position for which he applied, as well as a supportive comment about the applicant’s qualifications, experience or enthusiasm. Although a rejection letter is basically a form letter, your candidate shouldn’t feel as though it is.
- Be direct, but gracious. Make it clear that there were other candidates more qualified for the job, but do so in a respectful way.
- When appropriate, encourage further action. If the candidate is a good culture fit, and may be qualified for other openings with your company, say so. Encourage him to stay in touch and apply again.
- Always end on a positive note. Thank the candidate for applying and interviewing. Wish him good luck in his career development. Remember, this may be the final impression this individual has of your company – make sure it’s a favorable one.
- Close the letter formally with “Sincerely,” or “Best wishes,” and sign your name.
Don’t want to write rejection letters?
Call Kinsa national food and beverage industry recruiters with your professional placement needs. We’ll handle every step of the process – from recruiting to assessment and initial interviews - and only present you with the most qualified candidates. If you decide not to hire an individual we refer, just let us know and we’ll take care of the rest.