This is the time of year at Toyota (and specifically the division I work at, Toyota Financial Services) where we not only receive our raises/merit increases, but also the bulk of our annual bonus is paid out...YAY!!!! (although as you all know that bonus amount is heavily taxed at the supplemental rate, arrrgghhhh :(
However, as a talent acquisition professional the anxiety starts to set in, since with an annual bonus there usually comes a potential for a spike (and maybe a really big spike) in turnover. As we've seen in recent years during the build up to this time of the year the vultures (competitor companies) start their yearly targeting of our highest performers in mission critical areas of our organization. We've already seen one Hi-Po (high potential, high performer) get swept up just a couple of weeks ago...and that was BEFORE the bonus pay out!! Who knows which ones are next.
Revv your recruiting engines and let the pipelining begin! In reference to Dr. John Sullivan's article on RINO's from Ere.net earlier this month, we professional recruiters (or those who aspire to be ones even though we have the title) need to put on our sourcing hats 24/7, stop with the administrative hullabaloo and pick up those phones and ping the Non-actives (I guess the term "passive candidates" is SOOO last year!).
LinkedIn, gathering referrals, and oh no Cold Calling here we come. Can't rely on the post and pray job boards anymore. If you're reading this and thought you'd never be tempted to look at another opportunity while we're still crawling out from that "recession" rock, you may just get a call from this non-RINO "professional recruiter".
Til next time.
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