a call to action! · all occupations = 14% (dice 2013-2014 salary survey) job change reasons . in...
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Jenny Kvistad University of Wisconsin-Madison, Division of Information Technology
IT Workforce- Going Mobile
A Call to Action! Recruiting and Retaining
the New IT Workforce
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Government IT Personnel Challenges
Rigid Processes Budgetary Constraints Retirements Agility Private Sector
Competition
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Workforce Demographics
-Available Labor -Age -Gender -Race/Ethnicity -Generational Shifts
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(The Atlantic: Derek Thompson, 2013)
Labor Force Age
0
10
20
30
40
50
60
70
80
90
100
1990 20102020
11.7 9.8
8.4
70.2 66.9
63.7
9.2 15.1
17.8
2.3 3.5 1.3
65 - 7455 - 6425 - 5420 -24
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(The Atlantic: Derek Thompson, 2013)
Labor Force Participation Actual & Projected
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Labor Force Diversity 2010 -2020 Projections
7.4% Increase in Women 4.3% Increase: White 10.2% Increase: Black 30.1% Increase: Asian 34% Increase: Hispanic
Bureau of Labor Statistics: Mitra Toossi
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Personnel Challenges
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Projected Growth Rates 2010-2020
Occupation Projected Growth Rate
Computer Systems Analysts 43.1% Computer Programmers 28.8% Software Developers, applications
57.4%
Software Developers, systems 71.7% Computer Support Specialists 43.1%
(US Bureau of Labor Statistics)
Projected Growth Rate for All Occupations = 14%
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(Dice 2013-2014 Salary Survey)
Job Change Reasons
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In Demand
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Recruitment Strategy
Know Your Competition Differentiate Yourself Tell a Story Be Authentic
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Whose job is it to find qualified candidates?
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Reaching Candidates
• Ideal Experience/Skills
• ”Ideal” Candidate Defined
• Passive Candidates & Existing Staff
• Subject Matter Experts
• Outreach & Networks
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Advertising Strategy? This agency is recruiting for one permanent Information Technology Specialist position located in Boring, State. This position is designated as an Information Technology expert and senior level programmer/analyst for the Division of ABC in the information technology specialty areas of database architecture/administration, application architecture, project management and application development in both web and windows environment. This position serves as an expert on complex system data integrity and critical programming issues. This position is a project leader of organization wide (Dice.com)
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Advertising Strategy!
The Public Disclosure Commission (PDC) is a small, award-winning agency that takes pride in providing timely and meaningful public access to information about the financing of political campaigns….We are considered a national leader among state disclosure agencies with respect to our electronic filing programs.
(Dice.com)
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“Find them, grow them and keep them”
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Alternative Approaches
Partner with University and Tech Schools Grow Your Own Internships or Co-Ops Peer Partners & Mentoring
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Recruitment Takeaways
• Promote Your Brand • Educate Leadership
• Educate Applicants • Develop Your Pipeline
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Recruitment Takeaways
• Assess Past Process & Results • Measure Results • Lean in!
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Tech Giant Edge? Amazon.com Inc.
– Median Tenure: 1.0 year – Median Pay: $93,200
Google, Inc. - Median Tenure: 1.1 years - Median Pay: $107,000
UW-Madison, Division of Information Technology - Median Tenure: 9.7 years - Median Pay: $71,000
(Dice:Kawamoto, 2013)
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UW-Madison Division of Information Technology
Guiding Principles • Family and Personal Life/Work Balance • A Welcoming, Respectful and Supportive Work
Environment • Professionalism and Accountability • Outstanding Customer Service • Collaboration and Community • Responsible Stewards of Our Resources • Exceptional and Innovative IT Services
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(Computerworld 2014)
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What Workers Get
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Turnover Reason by Age
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Millenial Snapshot
(Liquidagency.com)
Have 200+ Facebook “friends”
Sleep with phones next to beds
Think tech makes them more efficient
Produce and upload online content
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Millenial Snapshot
(Liquidagency.com)
want questions answered
IN REAL TIME
Find work meetings efficient
PREFER frequent, informal dialogue
think blogging about workplace issues is ACCEPTABLE
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What will be valued as the most attractive organization attributes by the profiles of talent that the organization wants to recruit and retain?
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Employee Value Proposition
Source: Gartner (2013)
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Retention Considerations
(Dice 2013-2014 Salary Survey)
34% - No Motivator Provided
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Employee Engagement
Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.
Employee Engagement
(Gallup:2013)
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Employee Engagement
1. Select the Right People
2. Develop Employees’ Strengths
3. Enhance Employees’ Wellbeing
Boost Engagement
(Gallup:2013)
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Retention Takeaways
• Assess Existing Talent
• Onboard with Care
• Connect with Your Team
• Deliver Your Brand Message Often
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Retention Takeaways
• Offer Flexibility • Promote Stretch & Strut • Utilize Stay Interviews/Climate Surveys • Lean In!
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The Inevitable
• Plan for Departure • Cross-Functional Teams
• Cross-Organizational Teams • Job Rotation
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Recruitment & Retention Action Items
Identify Organizational Differentiators Define and Promote Your Brand
Gather Feedback –
o Why do employees stay? o Why do employees leave?
Train Leadership & Hiring Authorities
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Outreach & Networking Action Items
Utilize Robust Resources to Attract Candidates
– Social Media: LinkedIn, FaceBook, Twitter, etc. – Professional Organizations – Personal Invitation to Apply – Employee Referrals – Resume Databases – Advertising: Dice.com, agency and state websites,
Craigslist – Non-Traditional Events (e.g. High Tech Happy Hour) – Focus on Diversity
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Recruitment & Retention Action Items
Develop Interview and Selection Skills
Require Technical and Soft Skills
Create Onboarding Plan for All New
Employees o1st Month - Detailed oNext 5 Months – Objectives
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Recruitment & Retention Action Items
Discuss Performance Regularly oAddress Issues oMaximize Strengths
Provide Recognition Weekly oEmail/Written Note oPublic Praise/Individual Visit
Assign Stretch Opportunities
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Questions/Comments?