We have closely monitored the ups and downs of recruiting and retention trends for many years and have been quick to sound the alarm when challenges came into view.
Sentiment: POSITIVE
We have already seen evidence that, notwithstanding the addition of substantial resources, we are experiencing great stress in recruiting and not inconsequential retention problems.
Recruitment and retention are critical to sustain our Armed Forces with the best men and women willing to stand in the gap and make huge sacrifices to ensure our freedom.
I think that our primary concern is that the membership in our industry become active. I'm not talking about the candidates being active. I'm talking about the few hundred thousand people who work in the industry around the United States.
Once we increase the proportion of women in technical roles, the challenge is to retain them and ease the transition to senior positions.
We have to hire, retain, and develop the best staff.
I can remember loving to recruit. I knew I was going to do my best. But traveling and recruiting doesn't appeal to me any more. It's not as much fun as it used to be.
This has been a trend for a long time; the days of lifetime employment are long since over.
Running businesses of all sizes and stages, I've seen the challenges companies face in trying to identify, attract, and retain talent.
I had been a veteran of pretty challenging job searches, so I knew firsthand how frustrating, confusing, and demoralizing the job search process can be. Even after you get a job, many people join companies and discover in the first couple weeks that they aren't a good match with the personality and values of the company.
So many have been growing with us from the very beginning of our career. Others are brand new to us.
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