manufacturing insights: attracting & retaining talent · want to recruit great talent? help...

©Canadian Manufacturers and Exporters 1

Manufacturing Insights:Attracting & Retaining Talent


Labour & Skills Shortage: Atlantic CanadaCME Management Issues Survey

Said skilled labour shortages are the most pressing issue they face today

Face immediate labour/ skills shortages Even more expect shortages within next 5 years

Said the lack of skilled workers was one of their biggest barriers to technology adoption

Said availability of skilled personnel was one of their most significant innovation challenges

47%

69%

21%

28%


Manufacturing Workforce Survey Report*

More than 85% of manufacturers

struggle to fill job vacancies

*255+ manufacturers surveyed across Canada (summer 2019)


Laws of Attraction:

What You Need to Know


Keys to Attraction


Fundamental aspects of human nature related to employment

The need for:

• positive relationships

• development opportunities

• and a sense of purpose


Attraction - Key Factors

What Employees Want

• Competitive compensation and benefits

• Compelling role / job descriptions

• Work-life balance 1 (and flexibility / flex-time)

• Opportunity for advancement 2

• Enticing culture / fit

• Sense of purpose

• Opportunity to make an impact1 & 2 – Key for Millennials


Your Compelling Story

What’s your pull?

Why join your team?


Sample Job AdCome join our team. We are a well established company looking for an admin assistant.

Perform tasks such as answering the phone, organizing meetings, taking meeting notes, inputting data, greeting customers, etc.

Full time position, 9-5 Monday to Friday, must have three years experience or graduate from business school. Please apply by sending in your resume.


Why should anyone want to join you?

A dash of pull:

If you are seeking a position in a company which fosters and supports health and fitness, personal development, growth, change, responsibility and overall success please submit your resume and cover letter directly to this posting.


Feeds

the

Job

Ad


Posting Job Ads• Job boards that speak to potential candidates

• Most popular online sites (extend your reach)– e.g. Indeed, CareerBeacon, Industry online job boards

• Leverage Social Media Channels:– e.g. LinkedIn, Facebook, Twitter, Instagram, Google

• Proactivevs‛Wait and see’approach


Before and after the Job Ad...

Take a Strategic and Holistic Approach• Resource Planning

• Attraction: Think pull

• Sourcing & Recruiting

• Selection Process

• Interviews

• Hiring

• Onboarding & Orientation


The Law of Attraction

Want to recruit great talent?

Help current employees flourish and grow in a positive, supportive environment with prospects for an attractive future.

In other words: Be the kind of company that willattract the talent you want.

- Huffington Post


#1 Recruiting Tactic

Company Culture

- Huffington Post


‟Culture is what people dowhen no one is looking”

- Herb Kelleher, former CEO of Southwest Airlines


Organizational Culture ...

The behaviour of people within an organization and the meaning attached to the behaviours

Big impact because...

Determines how employees:

- describe where they work

- understand the business

- see themselves as part of the organization

- do their work


Social Media = Glass Houses• Company workplaces are now transparent

• Easier to find other job opportunities

• War on talent


Culture isn’t just one aspect of the game

– it is the game.

In the end, an organization is nothing more than the collective capacity of its people to

create value.

- Lou Gerstner Jr – Former Chairman of the Board and CEO, IBM


The Relationship between Culture & Strategy

Company culture is

either driving the strategy

or undermining

it.

Culture eats strategy for breakfast !!!- Peter Drucker


If you get the culture right,

most of the other stuff

will just take care of itself.

- Tony Hsieh, CEO of Zappos


Ongoing Attraction...starts at the front door


Not as advertised...


Employee Lifecycle

What's the difference?


Retention:

Leading Strategies & Practices


Shocking Workplace Stats

• 80% of Canadians are not engaged at work

• 53% of people are currently unhappy at work

• 58% say they trust strangers more than their own boss (Harvard Business Review Study)

• 89% of bosses believe employees quit because they want more money. The real number: 12%.

• 79% of people quit their jobs due to lack of appreciation. People don’t leave companies, they leave bosses.


Average number of years an employee works for a company

2004: 10 years

2019: 4 years


The Cost of Employee TurnoverTurnover will cost you 1.5 x their annual salary

– Lost revenue

– Costs of recruitment and selection

– Costs of training and onboarding

– Costs of fixing mistakes made by employees

– Other hidden costs

$40,000 annual pay = $60,000 costs– plus... impact on your Culture

$


Employee Lifecycle

Separation

Retention

Development

Onboarding

Recruitment

Attraction


Recruiting and Retention Tactic

Company Culture


Head

Intellectual understanding

Engaged Employees

+

Heart

Emotional commitment


Companies with highly engaged workforces experience:

• 65% less turnover - in low-turnover industries

• 25% less turnover - in high-turnover industries

Plus...

• 41% fewer defects (quality)

• 48% fewer safety incidents

• 28% less shrinkage (theft)

• 21% higher productivity

• 37% less absenteeism


Actively

Disengaged

Employee Engagement: Canada

Engaged

Not Engaged

14% 20%

66% Opportunity


The Right Stuff

What’s the right motivation?


When it comes to Motivation…

✓ Autonomy

✓ Mastery

✓ Purpose

What scienceknows

What businessdoes

Built around external motivatorsBuilt around internal motivators

Gap


A Powerful Combination

Why we

exist

Vision MissionCore

Values


Clarity & Focus

Vision Our future desired state What we aspire to be / accomplish

Mission Why we exist:What we do Who we do it forHow we do it Why we do it

Values Who we are What we believe in What’s important to us


Workplace conditions that strengthen engagement and retention

Opportunities for workers to:

• voice their opinions

• expand their skill-sets

• use their unique combination of strengths


Employees are now like customers; companies have to consider them

volunteers, not just workers.


“Train people well enough so they can leave.

Treat them well enough so they don’t want to.”

- Richard Branson


Competitive Employers:

• Take care of employees they already have

• Hire (and retain) based on potential, experience and fit

• Tie employer brand to company brand


Understanding your Pull / PushFocus on:

• Culture

• Sense of purpose

• Expectations

• Feedback

• Engagement

• Involvement

• Growth

Are these factors pulling people to stay

in your organization –

or pushing them out?


Comments

Thoughts

Questions ?

manufacturing insights: attracting & retaining talent · want to recruit great talent? help...

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