Strategic Recruiting, Staffing,
and Retention

A 2006 US job retention study by the Society for Human Resource Management and CareerJournal.com indicates that three-fourths of those currently employed either actively or passively job searching. To tap into this supply of intellectual high-performing organizations understand that an integrated approach to recruiting, staffing, and staff retention is essential to building a resilient workforce.

Preserving Employee Retention: A Deep Dive Approach

Our approach includes:

• Recruitment — Promoting an employment brand that drives effective candidate outreach, developing partnerships and recruitment pipelines to reduce recruiting time and costs
• Staffing — Leveraging leading technologies to better group and sort target candidates, while using real-time metrics to measure recruiting results; developing employee buddy and partnership programs to promote teamwork and reduce isolation in the workplace
• Retention — Monitoring employee satisfaction, creating employee development programs, and tracking eight proven factors of retention that are critical to creating and maintaining a fulfilling and productive workplace

An organization’s ability to promote organizational fit by integrating strategic recruiting, staffing, and retention practices will largely determine how resilient that organization will be during a crisis and how flexible its workforce will be in response to changing business drivers.

To understand how to retain employees, our clients must first understand the root causes surrounding separations and their historical trends. Our approach to retention building begins by mapping these causes and adopting a deliberate approach to reinforcing retention drivers.

We review our clients' retention statistics and test their effectiveness against best practice organizations. We consider turnover rates in critical functions and both demographic and operational trends. We also interview high performers in mission-critical positions to understand the factors contributing to both employee loyalty and attrition.

• Solutions Development — With solutions ranging from crisis intervention to integrated workforce planning, Booz Allen develops an approach to retention that addresses the root causes of attrition in critical functions and incorporates lasting remediation strategies
• Implementation — Booz Allen helps clients implement business-savvy employee retention strategies that are in line with business needs and minimally disruptive to day-to-day operations
• Evaluation — We provide the ongoing support necessary for continuous improvement, measuring results routinely and tracking employee loyalty.

Though the use of integrated recruitment, staffing, and retention practices, Booz Allen has helped clients:

• Triple candidate pipelines in less than 4 months
• Create onboarding performance-tracking mechanisms
• Increase volume of top-tier candidates
• Rebuild and refine applicant processing methods
• Improve new hire training processes
• Develop recruiting strategies that streamline selection

Representative Client Engagements

Some of our top clients in the areas of recruitment, staffing, and retention services include:

• US Army, Edgewood Chemical and Biological Command
• US Navy, Assistant Secretary of the Navy, Manpower and Reserve Affairs
• US Department of Homeland Security, Information Assurance and Infrastructure Protection Directorate
• Internal Revenue Service
• Department of Health and Human Services, Agency for Healthcare Research and Quality
• Marine Corps Recruitment Command