Frontier Signal News & Insights

Get Hiring Right the First Time (Part 1)

Posted by Patty Kappmeyer on Feb 11, 2020 8:30:00 AM

Top Candidates Impact Business Performance

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Topics: Talent Acquisition, Retention, hiring, bad hire

Quality of Hire: Insights into Measurement Trends

Posted by Patty Kappmeyer on Feb 6, 2020 8:30:00 AM

Research by Mark Murphy, CEO of Leadership IQ, found that 46% of hires fail in the first 18 months. Why? 89% of the time it was for attitudinal reasons and only 11% of the time for technical incompetence. 

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Topics: Retention, quality hire

Why a Less Transient Frontline Workforce is a Business Imperative

Posted by Patty Kappmeyer on Jan 30, 2020 8:30:00 AM


Attracting and retaining experienced, to

p performers is key across any business - including bringing great frontline people to work on hospitality, food service, retail or healthcare teams. Jobs in these industries are undergoing a hiring transformation. Frontline employees are often the first touch customers have with your brand and they have a tremendous impact on the user experience. According to the Forbes article Why Frontline Workers Must Be Part of Your Digital Transformation, they are the first ones to represent your brand and engage customers, and their interactions can have a huge impact on how customers perceive your company. Yet the focus of talent retention s predominantly on salaried, professional employees who benefit from upskilling, reskilling, or carer development tools. Frontline workers continue to be overlooked.

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Topics: learning and development, Retention, frontline workers

Survey Says: How to Retain Your Nursing Staff

Posted by Patty Kappmeyer on Jan 24, 2020 11:07:47 AM


According to a recent survey conducted by Becker’s Hospital Review, when asked what factors influence job retention, nurses responded:

  • Flexibility and work-life balance: 39 percent 
  • Compensation/benefits: 31 percent
  • Colleagues: 17 percent
  • Career advancement/growth: 7 percent
  • Management: 5 percent

Frontier Signal surveyed experienced nurses and asked them “Why do some nurses stay and others leave?” The range of answers echo the findings from the Becker survey:

  • Some nurses stay in positions if hours/ location work for them.  
  • Some don't adapt well to change or take the position that the grass isn't always greener on a new unit.   
  • Others leave if they have specific career goals and their goals aren't being met on their current unit or could be better met elsewhere.  
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Topics: Talent Acquisition, Job Fit, Retention, Nursing, Healthcare