Workforce Recruiting and Retention
It is a truism that employees are a company's most valuable asset. They can also be the most expensive to acquire and retain. Adding some science to employee recruiting and retention can have a major impact on enterprise profitability.
Cascade works with clients on a number of workforce issues, including:
Cascade’s emphasis is on integrating all the pieces that determine how much it costs to maintain a productive workforce. Thus we work with clients to profitably manage capacity management and ensure safe and reliable capacity by integrating recruiting, training, and operations.
- Wage Structure – What’s the right wage structure to recruit target employees?
- Screening – How should potential recruits be screened to maximize long term employee value and retention?
- Incentives – What are the most effective incentives to offer to retain employees?
- Employee Demographics – What employee demographics are most useful in predicting potential success in our business?
- Accident Prevention – How do we identify potential recruits who are most likely to be accident free in the workplace?
- Macroeconomic Factors – What is the impact of macroeconomic factors and wages in competitive industries on our ability to recruit and retain workers?
- Total Impact – What is the total annual cost of a worker as a function of the demographic profile describing the worker’s characteristics?
Leveraging Work Force for Competitive Advantage
Cascade worked with a major transportation services company facing a shortfall in recruiting. Cascade and the client developed a framework that integrated recruiting, training, and operations and allowed the company to more profitably manage its recruiting and training and better target its pay scales. The framework is driven by a set of statistical forecasts that leverage company and macroeconomic information to forecast recruiting effectiveness, safety history, and retention. |