recruitment, retention, & the road ahead: a discussion of
TRANSCRIPT
Recruitment, Retention, & the Road Ahead: A Discussion of
Talent StrategiesSEATA 2018
What’s the Issue?
O Heavy baby boomer population, with high
percentage of retirement eligibility
O Prepare for turnover of key positions
O Leadership development
Tennessee- Retirement Eligibility
32%29%
46%42%
0%5%
10%15%20%25%30%35%40%45%50%
DOR- Today Statewide DOR- 5 yrs Statewide 5yrs
Tennessee Department of Revenue-Age Distribution
15%
18%
21%
46%
Age DistributionAge DistributionAge DistributionAge Distribution
<30
30- 39
40- 49
50 +
46% of 46% of 46% of 46% of
Revenue Revenue Revenue Revenue
Employees are Employees are Employees are Employees are
age 50+age 50+age 50+age 50+
Tennessee Department of Revenue-Employee Tenure
38%
12%23%
16%
11%
< 5 Years
6- 10 Years
11- 20 Years
21- 30 Years
30+ Years27% of 27% of 27% of 27% of
Revenue Revenue Revenue Revenue
Employees Employees Employees Employees
Have 20+ Have 20+ Have 20+ Have 20+
Years of Years of Years of Years of
TenureTenureTenureTenure
Tennessee’s current efforts-Succession Planning
O Identification of key positions
O Performance Management
O 9 Box & Talent Review implementation
Panel Discussion # 1
What is your organization’s approach
to succession planning?
Panel Discussion # 2
How do you define or determine what
positions will be included in the
succession planning?
Tennessee’s current efforts-Succession Planning
O Leadership development
O Revenue Leadership Academy
O Statewide Leadership development programs
O Supervisor Essentials training
O Technical vs. Leadership track (Audit
division)
Panel Discussion # 3
How does your organization create a
culture of leadership development
and succession planning?
Panel Discussion # 4
How do you ensure that succession
planning is included at all levels of
the organization, not just the top
level?
Tennessee’s current efforts-Recruiting
O Audit Internship Program
O Recruiters
O Social media
O Job Fairs
Panel Discussion # 5
What recruiting strategies do you
use, especially for difficult to fill
positions?
Panel Discussion # 6
Do you use an internship program?
What percentage of interns become
full time employees?
Tennessee’s efforts- Retention
O Pay for Performance
O Engagement survey
O Employee engagement committee
O Alternative Workspace Solutions
O 2-year “flex” positions
Panel Discussion # 7
What retention tools are you using
and what impacts have you seen?
