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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.
The only prerequisite for becoming a CERS is to hold either a NAPS CPC or CTS, or an ASA equivalent credential,
and this credential must be current. Becoming a CERS isn’t for everyone. Becoming a CERS requires a significant
time and capital investment. It is not an easy credential to earn. In fact it is easily the most demanding
credential that NAPS currently offers. That is why there are only 37 CERS in North America; it is an elite group
of the next generation of search and recruiting professionals. If joining that next generation of search
professionals is how you want to differentiate the work you do for your clients, then becoming a CERS is the
next step for you.
Comprehensive, strategic, dynamic and empowering. NAPS CERS Credentialing!
CREDENTIALING PROGRAM DETAILS:
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 three years by
returning your CEU log sheet and $50 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.
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