Director Of Talent and Hiring

1) Why do employees stay at companies? Outside of salary, what can the Astros do to improve employee retention? Please elaborate professionally the
below information and if possible add more to it.
I’ve been in United for 2 and half years. The tenure here is 13yrs. United’s salary is relatively low compare with the job market in Houston (EX: Oil & Gas,
Health care field, etc.).
However, employees stay in United, in fact, the turn over rate before the pandemic was 6.3%. So why do they stay? United has a bunch of voluntary programs.
I am part of the Travel United Ambassador, Diversity, Equity and Inclusive Champion program, and also, it has 8 Business Resources Groups (BRGs) where
any employee can be part of for free. In addition, United believes in promote within, which it keeps our employees motivated. Also, United provides lots of
perks for its employees, such as free travel for employees and family, discount in hotels, cruises, rental cars, etc.
I strongly believe that I transfer my knowledge of these incentives, and programs where I can go. It helps with the retention of our employees.
2) Please describe in detail the best recruiting program or process you have been a part of, from talent sourcing all the way through to offer/acceptance.
What made it so good in your opinion? What, if anything, could have been improved?
I’ve working with Taleo platform for US hiring. Taleo is a great tool to be utilized for processing, hiring, etc. Also, for reports, analytics, dashboard, etc I use
Spotfire which it’s been fed by Taleo. We are in the middle of transition to a new program called Phenom. There will be some trainings about before the full
implementation of it.
For our international hiring, besides Taleo we use Modern Hire. Candidates can record themselves and answer few introductory questions for the hiring
manager and recruitment team.
To me, it is also a great tool to use for screening.