Recruiting, Staffing and Hiring

2014 Trends and

Some Wild ‘n Crazy Ideas

Agenda and Objectives

One Review LinkedIn Survey

Results 2013-2014 on Job

Satisfaction and Job-seeking

Behavior

Two Using Career Zones to

Develop Sourcing and

Recruiting Strategies

Three Implement a 50-30-20

Sourcing Plan to See/Hire the

Best Available, not the Best

Who Applies

Four

Avoid the “Vicious Cycle” to

Maximize Attraction,

Retention and Performance

Satisfaction Over Time

31%

46%

12%

4% 7%

38% 41%

9% 9%

3%

Very Satisfied Somewhat Satisfied Neither Satisfied norDissatisfied

SomewhatDissatisfied

Very Dissatisfied

2010 201378% vs. 79%

Zone 1 Zone 2 Zone 3 Zone 4

Very Active Tiptoers Explorers Super Passive

Time

Gro

wth

an

d Im

pac

t

Extraordinary Career Move

Significant Career Move

Much Better Job

Lateral Transfer

Career Zones & Job-seeking

2013 Career Zones

23%

13%

43%

21%

Job Hunting Status by Career Zone

Active Tiptoer Explorer Passive

Satisfaction by Career Zone

45%

9% 4% 1%

44%

53%

29%

19%

4%

3%

16%

21%

25%

25%

8%

22%

46% 55%

72%

Very satisfied Somewhatsatisfied

Neither satisfiednor dissatisfied

Somewhatdissatisfied

Very dissatisfied

Zone 1 - Passive Zone 2 - Explorers Zone 3 - Tiptoers Zone 4 - Active

38% 41% 9% 9% 3%

Job-Seeking Behavior Over Time

28%

40%

15% 17%

21%

43%

13%

23%

Zone 1 Passive Zone 2 Explorers Zone 3 Tiptoers Zone 4 Active

2010 201368% vs. 64%

32% vs. 36%

Job Satisfaction by Seniority

48%

38%

29%

36%

44%

42%

6%

8%

11%

8%

8%

12%

2%

2%

5%

NAMER Director+

NAMER Manager

NAMER Individual Contributor

NAMER Job Satisfaction by Seniority

Very satisfied Somewhat satisfied Neither satisfied nor dissatisfied Somewhat dissatisfied Very dissatisfied

Use Career Zones to Reposition Your Opportunity

Time

Gro

wth

an

d Im

pac

t

Accelerated

Growth

High Job

Satisfaction

Fully-

employed

Zone 1

Slowing

Growth

Adequate Job

Satisfaction

Fully-

employed

Zone 2

Flat Growth

Lower Job

Satisfaction

Fully-

employed

Zone 3

Declining

Growth

Lower Job

Satisfaction

Under-

employed

Zone 4

Very Active Tiptoers Explorers Super Passive

21% 43% 13% 23%

30% Solution:

Max Use of Time

There is more

risk in not

looking.

Speed: change

jobs as soon as

possible!

Optimize Best

Career

Opportunity

Implement a 50-30-20 Sourcing Program

20% 30% 50%

Use Career Zones to Reposition Your Opportunity

Going Towards Strategy

More Passive

Advanced Recruiting

Going Away Strategy

More Active

Basic Recruiting

Positive Motivators

Negative Motivators

Intrinsic Extrinsic

Career Maximization Learn – Do – Become Helping others Team – Hiring Manager Company or Mission

Slow growth Work mix not satisfying Not part of team Mission not important Cultural misfit

Low salary Bad boss Not appreciated Deteriorating business Economic need

Compensation Max Short-term Rewards Contests, Bonus Big Title - Big Brand Ego need

GETTING DOING & BECOMING

Marketing, Recruiting & Retention

Great Ads: Capture Intrinsic Motivator

McFrank & Williams Advertising Agency, Inc.

Compelling Email to Prospects

• Going-away or

Going-towards?

• Capture intrinsic

motivator

• Focus on what

person can do,

learn, or become

• Describe impact

• Email 1st, don’t call

• Make it viral

Summary and Q&A

Key Points

While job-satisfaction is on the

rise, employees are more open to

consider switching jobs.

Senior managers are more

satisfied and less likely to move.

55% of the Very Satisfied are still

open to change jobs!

Career Zones can guide

recruiting strategies programs.

Implement a “Going-towards”

recruiting program focused on

long-term positive motivators

Budurl.com/EGFHp2

info@louadlergroup.com

Lou’s whitepaper and analysis of the report

are coming out in a few weeks.

In the meantime, download the research

this webinar was based on:

lnkd.in/talent-trends