Total Retention:

Pre & Post Hire

Strategies to Keep

Your Top Talent

Guest Presenters: Dr. Patrick

Hauenstein & John ReynoldsOMNIview

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Talent Management Made for Managers

Retaining

Key Talent –

Pre & Post

Hire

StrategiesTALENT GAME CHANGER

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Turnover is Expensive5

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Recruitment of replacement employees

Training

Ramp-up period for new employees

Lost productivity

Interruption of operations

Customers are impacted

Retention Impacts Business Results6

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Revenue

Earnings

Customer Satisfaction

Quality

Productivity

Safety

Poll Question7

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To what extent is retention a key strategic focus for your organization?

Macro Retention Factors8

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Economy IndustryOrganization

& Job

Key Retention Solution Components…

Set Realistic Expectations

Select for Job &

Culture Fit

Manager Engagement

Onboarding/

Career

Development

Support

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Post-HirePre-Hire

Total Retention Solution Process Flow

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Realistic Job Preview

Behavioral Interview

Job/Culture Fit Matching

HIRED

Opt Out)

No No

Onboard

& IDP

Candidate

Retention

Interview

The Total

Retention

Solution – Pre Hire

Components

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“Day in the Life” – Job Realities Overview

Realistic Job Preview – OPT OUT OPTION

Opt Out?

Yes – No

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• Realistic Positive and Negative “Day in the Life” Scenarios.

• Opt Out Option for Candidate

Building on the Foundation of

Behavioral Interviewing

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Innovation - “Video Stimulus Interview”

Realistic Job Preview Video Stimulus Interview

Progress

Yes – No

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• Video Vignettes Depicting Critical Challenges and Behavioral Requirements

• Both Intentional and Behavioral Interview

Questions

• Competency Based

Job and Culture Match Determination

RJPBehavioral Interview

Job/Culture Match

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Job/Culture Requirements

Talent Profile

• Assessments

• Self Report

• Interview Data

OFFER/INVEST

Yes – no

Job Fit Matching Elements16

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BackgroundPreferences &

Motivations

Competencies & Technical

Skills

Experience Predispositions Mental Abilities

Culture Elements17

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Behavioral Norms

Valued Traits

Valued Skills

Beliefs Values

Poll Question18

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To what extent is culture fit systematically evaluated in your selection processes?

The Total Retention

Solution – Post Hire

Components

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Formalized On-Boarding Process20

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Orientation to systems, processes, people, etc.

Buddy System

90 Day Plan

Check-In points

Manager Involvement

Informed Individual Development

Planning

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Experience Map

Competency Development

Derailer Awareness

Logical Career Path

Individual Retention Factors

Monitoring/rewarding progress

Retention Is Built Upon Relationships

and Can Be Controlled by…Managers

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What is a Stay Interview?23

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A periodic, structured 1 on 1 conversation between a manager

and their direct report that identifies and reinforces the factors that

drive retention for that individual employee.

5 structured, strategic questions

Approximately 20 minutes in length

Stay Plan for action items

Manager retention forecasting

24Stay Interviews ARE Stay Interviews ARE NOT

A structured one-on-one

conversation

Casual discussions

Designed to build trust Only when there is a problem

About the employee About the manager

Open, candid conversations Asking for feedback at a team

meeting

Brief and focused: 20 minutes Random sessions

Conducted by managers

Include a Stay Plan for tracking

and follow-up

Stay Interview Best Practices25

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X days after start date

Every 6 months

Conducted by direct managers

20 minute sessions

5 questions (ask probing questions - listen & take notes)

1 action item for follow-up is identified – Action Plan

Maximizing Organizational Impact26

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Trend Analysis and Data Interpretation

Organizational Action Planning

Advanced Analytics/Integration with Other Key Metrics

Some Final thoughts…

Total Retention Solution requires Pre-Hire and Post-Hire Strategies

Innovation Maximizes Results

ROI is Huge

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$ ROI $• Reduce Turnover

• Increase Retention

• Drive New Vision

Behaviors

• Improve

Productivity

• Improve Customer

Satisfaction

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