attracting talent in canada - bruce powell

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How to Attract & Retain ROCKSTARS (even if you aren’t Google) IAB Currency of Talent - 2015

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How to Attract & RetainROCKSTARS

(even if you aren’t Google)

IAB Currency of Talent - 2015

The War for Talent.

The War for Talent is over.Talent won.

Why we know:

• We launched Canada’s first digital-focused recruitingpractice (1996)

• We’ve recruited more digital talent than any othersearch firm in Canada

• We’ve met, interviewed & assessed over 71,000digital media, marketing & eCom execs

Surprise!This didn’t turn out how we forecast…

Boomers aren’t retiring as expected

Marketplace needs aren’t growing fast (especially in Canada!)

There is a healthy supply of people availablefor every job

Then why so hard……to attract (and retain) Rockstars?

Employees regularly resign with no new roleon the horizon

51% of all employees will leave their jobwithin the first 2 years

Hundreds of jobs unfilled every month

Is it those…

‘Millennials’?

‘Millennials’?

“Lackadaisical, narcissistic, job jumpers”

“Lazy. Coddled. Even a bit delusional.”

“The Me, Me, Me, Me generation”

“Trophy Kids. They want it all but don’t wantto work for it!”

They’re also…IntelligentConfidentCreativeExpressiveSelective…and EXTREMELY digitally savvy!!

What about ‘Gen X’?

“Highly educated, active, happy, balanced andfamily oriented”

20-30 years of hard work & now want toreclaim ‘balance’ in their life

Business savvy, digitally savvy but nowthey’re more selective

“I couldn’t find a good argument to tell [my wife] weshould wait any longer for us to grab our backpacksand hit the road.”

And ‘Boomers’?

The original “me” generation!

And they’re not going away!Boomers aren’t retiring – they’re just workingless - and they’re now selective!

The Issue:

1. Good people (whatever demographic!) areselective

2. Most companies don’t know how toattract and retain the ‘good people’

So how do you attract & retainRockstars?

Your employees tell us…

Why they want to leave your company. What changes would make them stay.

Verbatim on UncertaintyIQP:How did you do on your last performance evaluation? Candidate:‘I’ve been at this company for 3 years and I’ve never had

a performance evaluation.’

Verbatim on RecognitionIQP:What would your boss say is your greatest strength? Your

most valuable contribution to the company? Candidate:‘My boss doesn’t give me that kind of feedback. I’m not

sure his boss even knows who I am.’

Verbatim on OpportunityCandidate: ‘I have not learned anything new in months, and I feel like

my digital knowledge is aging.’

‘I don’t know what my options for advancement are at mycompany. Which means I don’t know what I should beworking toward.’

Verbatim on OpportunityCandidate: ‘I feel that I’ve earned a promotion, but my boss isn’t going

anywhere anytime soon.’ ‘I know more about digital than my boss does and he’s

clearly threatened by me.’

Verbatim on Culture.Candidate:‘I don’t feel like I’m doing anything meaningful. I want to

contribute to the social good.’

‘They fired my closest friend at work. There isn’t anyoneelse I feel connected to. Plus, now I have her work too.’

‘I’m putting in 12 hour days. I could live with that, butthere are other people who leave at 5:00 and really onlywork about 3 hours a day.’

Verbatim on Culture.Candidate:‘My company is really quiet. No one socializes with each

other. We’re all geeks you know.’

‘I’ve recommended a bunch of people we could hire - theyhaven’t met a single one of them.’

‘I asked to take a course, to upgrade my knowledge. Andthe company would not give me time off, let alone helppay for it.’

Verbatim on Money.Candidate:‘The person they hired to report to me is earning more

than I am. They think I don’t know.’

‘I got a promotion, but no raise. They must think I’mreally stupid’

‘We’ve had a salary freeze for 2 years. I’ve read the IABSalary Survey. I’m underpaid. Plus, the network’sannual report says they made 24 million in profit.’

Why they stay:• ‘I like the intellectual challenge of the job.’• ‘I have an excellent relationship with my boss’• ‘Feel like my contributions are valued.’• ‘I like the people I work with. We’re friends.’• ‘Believe my career opportunities are here.’• ‘Love what we do, it’s great work’• ‘I feel like I have a voice in the direction of the

company. They listen to me here.’

Notice… Nobody says…

‘I stay because I’m paid well.’

10 steps to attract & retainRockstars

1. Hire the right people.2. Fire the wrong people.3. Get to know them.4. Help them get to know each other.

Community = Engagement = Retention5. Activate their social networks when you’re hiring;

reward them for referrals.

10 steps to attract & retainRockstars

1. Clarify expectations.2. Regularly review performance / progress.3. Show appreciation. (say something nice!)4. Keep people challenged / learning.5. Commit to everyone’s career path.

Most importantly…• Give them a sense of purpose – a cause, a reason for

coming into work everyday and giving you theirhearts and souls

• If you can’t engage them in the corporate good –engage them in the social good.

• Inspire them and you’ll never struggle withattraction/retention again.

And remember…

It's not about the money, money, moneyWe don't need your money, money, moneyWe just want to make the world danceForget about the price tag.

Ain't about the (uh) ch-ching ch-chingAin't about the (yeah) b-bling-b-bling

IQ PARTNERS Inc.

We exist to help companies hirebetter, hire less and retain more.

How can we help you? Bruce Powell, Managing Partner IQ PARTNERS Inc. 416.599.4700 x223 [email protected]

Bruce PowellManaging Partner

• As co-founder of IQ PARTNERS, Bruce oversees our offices nationally inToronto and Vancouver. Bruce began his career at Procter & Gamble andprogressed into senior management roles in marketing and communicationsbefore finding his true calling in executive search.

• Driven by a passion to improve what the search industry offered he establishedIQ PARTNERS to help companies hire better.

• His personal background includes hands-on management experience in sales,marketing and marketing services. He has built management teams for a widevariety of marketing, communications, financial services and technologycompanies.

• Bruce is an advocate of ‘smart people’ and humble intelligence. He believestrue leaders forge their own success and he derives great satisfaction helpingambitious individuals achieve their goals. He’s a passionate entrepreneur andeternal optimist and he enjoys exploring unique business strategies withinnovative thinkers.