Measuring Work Tolerance to Reduce Turnover in Front Line Jobs
Ever hire an employee with all the right skills for the job, only to watch that person walk out the door for good three weeks later? Where did you go wrong? What did you miss?
Most organizations often overlook the importance of measuring an applicant’s work tolerance as part of the talent acquisition process. Unfortunately, it doesn’t matter if the applicant has the skills to do the work if they can’t tolerate the demands of the job!
During this session we’ll discuss the concept of work tolerance as applied to jobs in several settings including retail sales and customer service. We’ll talk about the process of analyzing jobs to discover their underlying work tolerance demands, as well as approaches for using work tolerance information to improve the talent acquisition process to reduce employee turnover, and increase levels of job satisfaction.
Finally, we’ll share the results of research using work tolerance measures in several organizations representing industries such as telecommunications and financial services, but the concepts learned during this session can apply to any job, in every organization.
What will participants learn?
1) The difference between the work tolerance and skill demands of jobs
2) How to analyze jobs to determine their underlying work tolerance demands
3) Methods for using work tolerance demands for improving talent acquisition
4) The impact of work tolerance characteristics for reducing employee turnover in front-line jobs
Who should attend?
1) Recruiters, Managers, Directors, VPs, etc., responsible for HR, Staffing, and Talent Acquisition.
2) Those interested in learning about the impact of work tolerance on organizational success.
3) Business leaders
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Tuesday, August, 31st, 1:00 – 2:00 PM ET