Recruiting and keeping top

TALENT

The business environment dynamics are seeing many

changes as more and more Millennials enter the workforce.

When it comes to recruiting and keeping top talent,

companies need to understand what potential employees

(Millennials or not) value and create a company culture that

appreciates all they have to offer.

The following slides are tips and management tactics to help employers find and keep their “A players”

*Unemployed and actively seeking work, employed and actively seeking work or employed and open to a new job

71% of the U.S. labor force

is on the job market*

The Current “Trend”

of employed

workers are either

actively seeking or

open to a new job

51%

Sources: http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf http://www.forbes.com/sites/kathryndill/2014/05/07/5-ways-to-attract-and-keep-top-millennial-talent/ http://www.forbes.com/sites/katetaylor/2013/08/23/why-millennials-are-ending-the-9-to-5/

How to Change the Trend:

Recruiting Tactics

Hire for culture fit and not just expertise1

While you want to get the right person in the

job, it’s critical that you make sure they

understand what your company culture is all

about. Communicating this is a great place to

work starts with your current employees as they

will be your biggest recruiters. Videos and

testimonials from your people on why they love

working at your organization are a great way to

communicate all the benefits you have to offer.

Build up your employer brand as a great place to work2

When you’re known and recognized as having a great

culture people seek you out. Entrepreneur.com

explains how the Southwest Airlines culture of

customer service has attracted job seekers over the

years and “recently received more than 50,000

applications for 500 available positions.”

Although it doesn’t have to be as severe as 1,000+

applicants applying for 10 jobs, having people eager

to work for the company can foreshadow their

long-term commitment.

Source: http://www.entrepreneur.com/article/78598

Recruit knowing what you (and the company) want3

Having an end goal in mind while hiring/recruiting will

help you stay focused on why you’re going through

the process in the first place. While evaluating

potential employees, look for qualities that might be

lacking in your department and see if what they bring

to the table is what your company needs.

Bottom line: you don’t want to waste the interviewer’s

time, as well as your own.

Use employee networking when possible4

We live in an business age today where it’s all

about who you know and associate with. When

hiring, try reaching out to employees to see if

they have any good recommendations of people

they know. Although this isn’t a recipe for

success, with social media increase, more and

more people are connecting and building

relationships, both work and non-work related.

During the interview process, focus on building a relationship first before job fit

5

You want to hire someone that not only thrives

in your company culture, but can add to it as

well. During the initial interview, get to know the

person before jumping into specifics about the

job. Know what their long term goals are and see

if they are a lasting addition to the company and

not just a short-term commitment.

What is the one capability they posses that no one else does? What is the skills that will enable them to provide leadership in a particular area of the company?

This is crucial, leaders can be wrong. When the team doesn’t step up to let the leader know, the business fails.

Always hire A+ players. If you don’t for reasons you can control, then congratulations, at least now you know you’re a C player yourself.

Source: http://www.forbes.com/sites/theyec/2013/03/22/5-tips-for-hiring-and-retaining-top-talent/

Special Talent

Willing tocontradict you

Smarter than you

Sharam Fouladgar-Mercer, co-founder and CEO of AirPR on recruiting:

Look for:

Tips from O.C. Tanner’s ‘a’ Magazine--Carina Wytiaz on recruiting:

Source: http://www.octanner.com/blog/leadership/recruiting-top-talent-hiring-for-fit

Recruit from pools you haven’t thought of before--someone with a different background.

Interview for values and fit...Someone who understands your values, and agrees with them, will be a better fit.

Real talent has options. Be prepared to make your case for why your company is a fit.

How to Change the Trend:

Keeping Current

Employees

Onboard effectively1

With 57% of frontline voluntary turnover

comprised of those with less than one year of

experience, you want to make sure you have a

comprehensive onboarding program that creates a

great experience beyond day 1. In fact, when you

look at onboarding as a full year event (with

critical milestones that should be called out and

appreciated along the way) you reinforce your

commitment to your employees’ success.

1

Allow employees the opportunity to grow2

One of the many factors for people leaving their jobs

is the fact that they go unnoticed after initially

getting the job. To deepen engagement, employees

need the opportunity to grow and feel valued for the

difference they make. Do you have development

opportunities in place? Are you offering a recognition

program that calls out both the little and big

accomplishments your employee has achieved? All of

these factors have been proven to build trust and

connections with leaders, team members, and the

organization overall.

Maintain engaging work 3

In addition to training and growing, you

want to make sure your top talent is

involved in engaging work. Allow an open

office atmosphere where employees don’t

feel as bogged down with company policy,

and can easily collaborate and connect.

CompanyPolicy

Continue to hire “A players” for your top talent to work with4

Employees will be motivated to stay with a company

if they work well with other talented people and build

positive relationships with them. In the 2013 Gallup

report, State of the American Workplace, workplace

friendships boost employee satisfaction by 50% and

“people with a best friend at work are seven times

more likely to engage fully in their work.”

Source: http://blogs.hbr.org/2013/07/we-all-need-friends-at-work/ http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx

Recognize and reward accomplishment5

Bottom line, when it comes to keeping employees

happy, motivated and engaged with their job,

implement a comprehensive recognition strategy.

Employees want to be recognized for their efforts

and will be more motivated in projects if they are

appreciated. In fact quantitatiave and qualitative

research by The Cicero Group proves frequent and

effective employee recognition is highly correlated to

increased engagement, productivity, innovation, trust,

and tenure.

Click here to read the study go to the ROI of Effective Recognition White Paper

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For more strategies to help you appreciate great work:

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Designed to engage talent, increase performance, and drive

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The O.C. Tanner institute regularly commissions research and

provides a global forum for exchanging ideas about recognition,

engagement, leadership, culture, human values and sound

business principles.

O.C. Tanner and The O.C. Tanner Institute

Sources:

http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf

http://www.forbes.com/sites/kathryndill/2014/05/07/5-ways-to-attract-and-keep-top-millennial-talent/

http://www.forbes.com/sites/katetaylor/2013/08/23/why-millennials-are-ending-the-9-to-5/

http://www.entrepreneur.com/article/78598

http://www.forbes.com/sites/theyec/2013/03/22/5-tips-for-hiring-and-retaining-top-talent/

http://www.octanner.com/blog/leadership/recruiting-top-talent-hiring-for-fit

http://www.inc.com/the-build-network/how-to-keep-your-young-talented-employees-from-leaving.html

http://blogs.hbr.org/2013/07/we-all-need-friends-at-work/

http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx

http://www.forbes.com/sites/joshbersin/2012/06/13/new-research-unlocks-the-secret-of-employee-recognition/