Employees, who are motivated by purpose, rather than money or status, are much more likely to stick around. According to the LinkedIn survey, 73 percent of those who find personal fulfillment in their work and want it to have an impact on the world, are satisfied with their jobs. They also tend to accept a job because of company culture, mission and values. Heres how to attract these mission-driven job seekers. More From Entrepreneur.com 3 Performance Lessons From PV Sindhu’s Final Match 1. Get specific about purpose, values and mission. Sixty-one percent of employees surveyed by Achievers dont even know their company mission, and 57 percent said they arent motivated by it. However, during the hiring process, it is essential to make the company mission a priority. While many employees may not care about the mission, the ones who do care are those who will remain for the long-term. A study published in Global Business Review in April looked at 480 IT professionals across India and found that leaders, who inspire meaningful work, improved commitment to the organization and employee performance.http://richjulianedwards.redcarolinaparaguay.org/2016/09/03/some-basic-guidelines-on-swift-products-in-selection-interview/
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”Why do you want to work for this company?” What are the possibilities of using my languages? Find out exactly where you are going, where to park and how long it will take to get there. Burton added that using LinkedIn to research the hiring manager and anyone else you might be speaking to before the interview can give you an understanding of each person’s background and potentially some common ground to spark a discussion. Is there a fixed period of training for graduates? The interviewer wants to know if you fully understand what the job will involve. An independent assessor or HR representative, there to manage the process and ensure that it is fair for all candidates. Control these impulses!