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Changing the Hiring Paradigm: Retaining and Maintaining a Skilled Workforce

Kurt A. Steward, Ph.DFormer CFO, Dallas Fire RescueKurt.Steward@infor.com

Rich M. EvansSenior Director, Florida BlueRich.Evans@bcbsfl.com

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The Constraints in Government

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A New Era

Population growth and aging

Sustainability

Aging infrastructure

Declining budgets

Depleted resources

Loss of knowledgeable staff (SME)

Regulatory controls

Transparency

Accountability

Access to services

Social media

Mobility

Regulatory compliance

Workforce transitions

Diminishing resources Greater expectations

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A Big Impact

Employee Turnover

Employee Performance

Hiring Processes

Hiring Risk Mitigation

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Workforce Worries

Yes; 46%

No; 38%

Don’t Know; 16%

Less than 10%

10%-20%

20%-30%

30%-40%

40%-50%

50% or more

28%

37%

23%

8%

1%

2%

Yes No

48%

52%

Increased

Remained the same

Decreased

Don't know

0% 10% 20% 30% 40%

30%

38%

31%

1%

What percentage of your department’s workforce will retire within the next

five years?

Does your department have adequate staff and resources to perform its

job?

Can you attract and retain younger

employees to meet your workforce needs?

Based on staff development during the

last CY, how has the expertise in your

department changed?SOURCE: June 2013 - An eRepublic survey of 223 Senior Management and Decision Makers in S&L Government

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The Old Approach

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Subjective Not scalableHard to quantify

Old technology

Inconsistent results

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The New Approach

For A New Era

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Talent Science

A concept that can help you not only identify and select better candidates while streamlining your hiring process, but also help you

guide an individual through every stage of the talent lifecycle.

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How it Works

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Examine incumbent assessment results and performance data from a large employee sample

Create an optimal pattern that predicts success

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Candidates apply online and take the behavioral survey

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Compare the candidate’s behaviors against a performance profile

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Generate results explaining how the candidate differs from the performance profile

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What it Means for State & Local Government Incorporate unique cultural, cognitive, and behavioral factors that

have demonstrated success in a particular role

Complete one assessment that can be proactively used for review against any position available

Hiring Managers save time by focusing on the best fit candidates

Assess fit compared to competency groups and key behaviors

Compare fit to current positions and future roles to assess growth potential and career path

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The Journey to Talent Actualization

Rich Evans, Senior Director of HR and Executive Staffing,

Florida Blue

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What is Talent Actualization?• Individual’s innate drive to reach

their full potential…• “What a man can be, he must be.

This is what we call self-actualization.” - Maslow

Selfactualization

Esteem needs

Social needs

Safety needs

Physiological needs

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Key Themes

Organizational change initiative

Organizational drive to reach potential

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Defining Talent Actualization• Talent actualization is utilizing an intentional

talent strategy to support an organization’s drive to reach its full potential

• Change initiative• Talent management

Change initiative

Talent management

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Focusing on Executive NeedUsing Talent Science for• Registered Nurses, Direct Sales, Customer Service Advocate, Claims Advocates

• Retail Positions

Change initiative • Adapt in an evolving marketplace

• Rebrand to have a retail face

Talent strategy• Made strategic top level hires to provide outside experience and insight

• Use Profiles to facilitate hiring into new conceptual business model

What’s next• Ongoing Executive involvement, buy in and support

• Focused on conducting a Post Deployment Study

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Focusing on Executive NeedIn order to adapt to a changing market, talent focus starts from the top• Strategic leadership hiring supports the organization

Involve executives as early as possible• Establish ongoing reporting to keep key executives informed

• Utilize anecdotal feedback early in the project

• Keep the focus on study potential to provide hard metrics

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