The Work Institute Certified Preferred Employer™ Program will increase employee perception of their employer, increase employee satisfaction in their supervisors, and brand a shared employee-employer relationship, all equating to lower turnover rates, reduced training and orientation costs and an overall increase in profits. This is especially important in companies, particularly those affected by impending recession threats and the labor shortages in some skill/knowledge sets and geographies. Some of the benefits of being Preferred Employer Certification include:

Employees value the sense of control provided by responsible CPE communications. This is especially true during times when employees are living and working during accelerating change and uncertainty. Well intentioned companies often fail at communicating with employees. In today’s occupational environment, the failure to communicate the right information at the right time compromises employee retention, productivity, and employee willingness to help effect meaningful and necessary changes.

The recruitment and retention of qualified, skilled employees is foundational to business success. Employees who are satisfied with their employment identity and situation are more likely to stay with their employers. Drivers of employee satisfaction are constantly evolving as employee preferences, expectations, intents, and perceived opportunity shift. There is a relationship between employee attitudes and customer behavior and profits.

Over the next ten years, the US will experience a labor shortage of 3.5 million workers. In many industries (healthcare, science, engineering and technology) the shortage will be greater. Between 2009 and 2014, total employment is projected to increase by 18.9 million jobs, or 13 percent. Professional and related occupations and service occupations (two groups at opposite ends of the educational and earnings range) are projected to add the most jobs, accounting for 60 percent of all new jobs created. Business and financial operations occupations, professional and related occupations are projected to grow faster than the 13 percent average for all occupations.

The costs of Human Capital (the ratio of human capital expense to revenue) are rising in many companies. Much of this is due to the increased costs of human resource management (training, recruitment, turnover, absenteeism, wage inflation, etc). This is often due to companies spending resources on non-aligned solutions (popular press solutions/managing by best seller, and copying other organizations best practices). When this occurs, productivity (the financial measure of the output value [$] of goods and services relative to the input [costs] of labor, material and equipment) is compromised.

In many industries and geographies, it is an employee’s market. Employees, and potential employees, are able to make choices about where they work and how long they stay. It is increasingly critical that employers understand employee preferences, expectations, and intents.