Who Do You Say That You Are? The Intersection Between Identity and Job Satisfaction
*Content can be geared towards an industry-fluid or a healthcare-specific audience

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What did you want to be when you grew up?  Does it fit with your identity today?  Where does your career fit into who you say you are?  These are questions that we could all benefit asking ourselves, and they become even more important when we try to recruit new employees into our organizations or retain the human workforce that we already have.

 

Research suggests that personal identity and job satisfaction are profoundly related but not in the same way for every person. What can leaders seek to learn about their employees to ensure they stay active and engaged?  What can we ask during the recruitment process that will help close the deal at the finish line?  Much of it boils down to identity.
 

Take an introspective dive into how our personal priorities and goals influence the type of employer we’re best suited to work for.  Seminal research as well as new studies on the meaning of work will be considered.

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Staying Authentic through Interviews and Recruitment

Most job seekers want the same thing.  We hope to find a role that is satisfying, pays well, and fits with who we are as unique individuals.  Presenting our authentic selves during the recruitment process is vital to finding such a position.

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Everything from nerves to personality types, however, can hold us back.  We should also remember that we, as job seekers, are interviewing the company as much as the company is interviewing us.  Accurate assessments of the organization are just as important to finding that fulfilling position as presenting our authentic selves.

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Take a look at how we can manage nerves, tap into our personality superpowers, and pick up on red flags in the recruitment process at this workshop appropriate for people just entering the job market as well as seasoned professionals.

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​Two Truths and a Lie: Uncovering the Real Reasons Why Employees are Changing Jobs

*Content can be geared towards an industry-fluid or a healthcare-specific audience

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Now more than ever, organizations are struggling to understand why employees are changing jobs. On the tail of a global pandemic, frontline providers were affected by their experiences in unprecedented ways, including how they view career decisions. Outside of healthcare, the human workforce as a whole is experiencing a dramatic increase in feelings of empowerment when it comes to career moves. Research shows that exit interviews may not be a reliable source of data, so how can we be sure our retention and recruitment efforts are targeted correctly?

A study was developed to gather this type of data in a non-threatening, truthful format. The results illuminate why employees are choosing to change jobs and can be used to inform recruitment and retention efforts. This talk will show both the results of this study and present the replicable method of data collection for use at other organizations.
 

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You Can’t Have Both: The Choice Between Comfort and Growth

 

Our lives are filled with choices, big and small.  Are you someone who always seeks the very best, or are you often happy with “good enough?”

 

Some of the most impactful choices we make are during a job search - an area of great familiarity for Dr. Moore who has devoted her career to the recruitment profession. For employees, the choice of whether to stay at or leave an organization can weigh heavy. For job seekers, what to look for in a company and where to apply becomes a pressing decision.  A full career change might even be in the back (or front) of the job seeker’s mind.

 

Leaders are also burdened with choices.  When to work towards retention and when to let someone go?  Which candidate to hire from a strong pool?  When to take a chance?
 

Take a dive into the fascinating world of human decision making, explore current statistics and powerful literature, and consider how our approach to choice can affect our lives both personally and professionally.