Bulletin Board by Amy Winter

The economic recovery has many positives for those in the working world. It means more opportunities and options for career growth. But companies may be faced with the challenge of trying to keep their top performers. As the economy improves, these workers may look to other positions with better perks and pay.

What can employers do to retain their top talent? According to a survey by Challenger, Gray & Christmas Inc., a global outplacement consultancy, managers may be looking to bring back certain perks or develop new incentives to keep the best employees.

Forty-two percent of managers are becoming more concerned about other businesses snatching their top performers, while almost 49 percent of respondents say that "poaching of talent" is a concern all the time.

"Even in a downturn with widespread layoffs, companies still need talent," says John A. Challenger, chief executive officer of Challenger, Gray & Christmas. "In fact, this may be the most important time for employers to hold on tight to their highest skilled workers. However, as the economy improves, companies could be worried not only about other employers poaching their best workers, but also about their top talent actively seeking new opportunities."

Although 39 percent of managers had to get rid of perks due to the economic downturn, 18 percent of respondents have brought back all of the pre-recession advantages. And almost 25 percent of employers have been able to develop new bonuses to show their appreciation for employees. The top incentives include: performance bonuses, 401(k) with employer contribution, vacation/personal time, flexible schedules, health/wellness programs, tuition reimbursement, telecommuting or onsite child care/subsidized child care.

"Nice perks alone are not enough to instill worker loyalty," says Challenger.

"But in companies where perks are an extension of a corporate culture that views its workers as partners or team members and not cogs in the machinery, employees are more likely to feel valued, engaged and happy."

A little encouragement and some perks can go a long way for employers. If a manager can't afford to give out bonuses, offer flexible scheduling or telecommuting options.

For more information, visit www.challengergray.com.

PREPARE FOR THE INTERVIEW

As job seekers get ready for company interviews, they try to learn how to present their best skills and knowledge. But being unprepared can make the interview more difficult.

What is the top mistake that job candidates make during the interview? According to a survey by Accountemps, a staffing service that questioned at least 1,000 senior managers, it seems the answer is little to no knowledge about the company. It is important for candidates to do some research on the company before the interview. Employers want to know that you have taken the time to learn about their company's objectives and goals. Plus, it helps you explain why you would fit into the company's culture and agenda.

The other top interview mistakes include unprepared to talk about skills and experience, not ready to discuss career plans or goals, lack of eye contact, late arrival and partial enthusiasm.

"Knowing about an organization's services, history, goals and business challenges when you walk into an interview shows initiative and will allow you to make a stronger case for how you can contribute to the firm's success," says Max Messmer, chairman of Accountemps. "At a minimum, job seekers should visit the company's website or conduct online research prior to meeting with a hiring manager. They can contact people in their network and check social media channels for additional insights about the organization."

For more information, visit www.accountemps.com.

To find out more about Amy Winter and read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate website at www.creators.com.

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