Certified Employee Retention Specialist (CERS)
Join the next generation of Search/Recruiting Professionals
It is time for our profession to start thinking about how we are going to align ourselves
as strategic partners rather than merely being transactional service providers. Top search
professionals understand that their clients are looking for consultants who can give them
expertise and serious consultative advice beyond just who to interview. The Society of Human
Resource Management (SHRM) reports that 6 of the top 10 workplace trends are directly related
to talent acquisition, selection and retention. The number one trend among these is retention.
Has your practice incorporated these realities into the professional selection services you are
now providing for your clients?
Your clients want a consultative expert who can work with them not to just find top talent, but
a consultant that can help them retain the top talent already on their team. Becoming a Certified
Employee Retention Specialist (CERS) is the key to unlocking that consultative expertise.
The NAPS Certified Employee Retention Specialist credentialing process empowers search professionals
to take a new look at search so they can learn how to become that strategic partner who can
enhance the stability and profitability of their client’s human capital. CERS training teaches
you the key drivers of employee retention as well as the long term impact of high retention
on productivity, morale, and overall organizational profitability. This knowledge will allow
you to confidentially assess your client’s retention issues and advise them with specific
recommendations as their trusted retention advisor. Becoming this trusted advisor, you will
find increased opportunities for your search and consulting services.
Built on the research first published in “Impending Crisis,” and expanded
upon in “Employer of Choice,” “The War for Talent,” “Topgrading” and “The Truth about Managing People,”
a CERS credentialed search professional will be able to provide a unique and extended service,
one that separates them from their competitors. The CERS credential will give you a new level
of consulting and training expertise that can become a new and substantial revenue stream. It’s
up to you. You can address a single issue with your client, or create and manage an entire
company wide retention program with this new expertise.
Ask yourself: Is there any better group of human capital B2B service providers equipped to solve
the human capital concerns of corporations other than top tier search professionals who work on
the front lines of the talent acquisition battle everyday?
Strategically speaking, retention begins with selection, and the search profession has everything
to do with ensuring our hires are the first step in the succession and retention plans of our
client companies. This type of strategic thinking moves us away from being merely transactional
vendors and allows us to become strategic consultative partners that can deliver much sought
after human capital consulting services for our client’s success. Not just with individual hires,
but for their whole workforce team.
Comprehensive, strategic, dynamic and empowering. NAPS CERS Credentialing!
How to Obtain This Credential
To become a CERS, a search professional must hold either a NAPS CPC or CTS, or an ASA equivalent
credential (CSP or TSC), and this credential must be current. If your CPC or CTS was earned after
1995, your credential is current if it has been renewed in the last year by returning your
CEU log sheet and $27 renewal fee. If
you CPC or CTS was earned in 1995 or prior, there is
currently no CEU or renewal requirement, so it is considered current.
The CERS program is a two day classroom workshop that requires significant upfront reading ahead
of the 2 day program. In order be a successful participant in this credentialing program, and to
ensure your ability to pass the written CERS exam, it will be your responsibility to purchase,
read and review this syllabus ahead of your two day CERS credentialing class:
Impending Crisis: Too Many Jobs, Too Few People
by Roger E. Herman, Thomas G. Olivo, Joyce L. Gioia
The War for Talent (2001 Ed)
by Ed Michaels, Helen Handfield-Jones, Beth Axelrod
The Truth about Managing People (2nd Ed)
by Stephen P Robbins
Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People (2005 Ed)
by Bradford D Smart, PhD
Highly Suggested For CERS Participants (before and/or after the program):
The World is Flat (2006 Ed)
by Thomas L Friedman
Good To Great (2001 Ed)
by Jim Collins
How to Become an Employer of Choice
by Roger E. Herman & Joyce L. Gioia
SHRM 2008 Workplace Forecast
The CERS program itself will be an intense all day, two day workshop, run by a one or more qualified
CERS instructor(s) with possible case study from prior CERS professionals. The CERS credentialing program
itself will consist of lecture, workshop, case study, best practice examination, group dialogue and
individual or group presentation work. Active participation in the collaborative components is essential.
At the end of your two day program a written test will be administered as the final component of your CERS
credentialing experience.
Upon completion of your CERS, you will have learned how to strategically approach assessing your clients
real human capital needs. You will have the knowledge to influence the Talent Mindset with your clients.
You will gain hands on experience in uncovering the Real Cost of Employee Turnover and how that impacts
your clients ability to achieve their strategic objectives. And, of course, you will now be familiar
with corporate retention issues by understanding the difference between Talent Equity and Tenure Equity.
You will be able to teach your clients how to choose wisely!
Nor will your CERS experience won’t end there when the credentialing program ends. Becoming a CERS means
that you have made a commitment to earn a “living credential,” one whose knowledge base will continue to
grow and change, challenging you to keep growing and changing with it. Being a CERS means you will be asked
to keep your knowledge current, and periodically you will be asked to share your successes as a CERS with
future CERS program participants, in person or through written or recorded internet case studies for all
to learn and grow from.
Comprehensive, strategic, dynamic and empowering. NAPS CERS Credentialing!
Register for one of the upcoming CERS credentialing programs in the
NAPS Shopping Mall’s Credentialing Collection.
How To Keep This Credential
Learning is not attained by chance, it must be sought for with ardor
and attended to with diligence.
~ Abigail Adams
The Life-Long Strategy
NAPS certification is an earned privilege — one that will continue to set you apart from
thousands of other staffing professionals across the country. To maintain your certification,
you must participate in our mandatory continuing education compliance program. It keeps
your knowledge current on the most vital employment laws and practices which affect
your candidates and clients each day. Like so many other professional designations in
business this program fits within our life-long learning strategy. We like to think of
it as an opportunity to expand your mind and your value.
Continuing Education FAQS
Ways to Meet Requirements
|
|
