Service excellence is key to our business and to our industry. We selected Logi-Serve to help us achieve the best guest services possible.
Logi-Serve brings scientific rigor, innovation and flexibility to ensure we identify outstanding employees who live up to our purpose and values.
Logi-Serve has taken assessment science to a new level of insight.
Nothing is more important to us than delivering outstanding customer experiences, so our clients can stay fit, healthy and have fun.
Logi-Serve brings scientific rigor, innovation and flexibility ... to delight our customers at every encounter.
Logi-Serve offers a scientific, state-of-the-art customer service predictor that we believe will be an important part of our talent acquisition strategy.
We selected Logi-Serve because it can enable us to efficiently achieve our service goals and delight our residents.
Service excellence is key to the future of the dealership business model, and Logi-Serve brings a laser-like focus to this area.
HR and business leaders should evaluate Logi-Serve.
The Logi-Serve Assessment provides an objective way to tease out the secret chemistry that exists in high-performing employees.
Logi-Serve is providing very good reporting as well as a solution set that is helping improve business performance over time.
Best Practices: Preventing Short-Term Turnover Within the Applicant Process
Although not all turnover is bad, all turnover is costly.
New employees are organizational investments, and their value can be measured by the length of time a new employee stays with the organization. Substantial research has determined that early turnover is much more costly to the organization than other types of turnover in terms of financial viability and best use of resources.
Early turnover is often caused by poor screening and selection practices, which result in poor job matches and disenchanted and underperforming employees. To be successful in reducing turnover and increasing retention, and to maintain the viability of the organization overall, the organization must address the problem of employees leaving early in their tenure.
RJPs inform potential employees about details of the job that they are unlikely to know, which research has shown results in a reduction of turnover caused by new employees’ unmet expectations.
Individuals who do accept positions after experiencing what it takes to perform the job ahead of time will have fewer unmet expectations and are much less likely to leave the job which is why job previews have been shown to reduce short term turnover. Despite the evidence that the use of RJPs is an effective tool, there have been few efforts to translate this into a practical, affordable and engaging product offering, until now.
In this webinar, the presenters will provide insights into how organizations can maximize the use of an RJP using an interactive and gamified Job Experience Preview to communicate appropriate information to job seekers, as well gather valuable information for the organization for sourcing and recruiting.
The specific topics that will be covered are:
- The relationship that exists between managing job seekers’ expectations and short term turnover.
- Creating a job seeker process that is engaging, informative and aligned with key job fit indicators.
- Reducing short term turnover and other benefits from enhancing the job seeker experience.