talent management & acquisition winning the war!
TRANSCRIPT
Talent Management & Acquisition
Winning the War!
The War for Talent
What is Talent Management?
A process of planning for, sourcing and selecting, on boarding, assimilating, developing and retaining top talent in order to achieve an organization’s mission or strategy.
TALENT MANAGEMENT PROCESS
A Strong Employee Value Proposition
Having a Talent Mindset in Your Organization
Workforce Planning
Sourcing Final Candidate Selection and Offer Acceptance
Interviewing,
Assessment,
and Selection
On Boarding:Acceptance - 1st Day
Orientation/Assimilation:
First day - first few months
Goal Setting Performance Management
Development Planning
Total Rewards
Recognition
Career Pathing
Fueling The War for Talent~
The Information Age
Higher Caliber Talent
Job Security
The landmark study…
Bottom line…
Effective Talent Management is making sure you have the right people, in the right place with the right capabilities, at the right time.
Top 10 JobsUS Employers are Having Difficulty Filling
1 Skilled Trades
2 Drivers
3 Teachers
4 Sales Representatives
5 Secretaries, PAs, Receptionists, Admin. Asst., Support Staff
6 Management / Executive (Management / Corporate)
7 Nurses
8 Technicians
9 Accounting & Finance Staff
10 Engineers
Collier County is a GREAT place to live, work and play!
But, the reality is…
• Huge economic gap• Cost of living is very high• Seasonal implications• Over reliance on Tourism• Over reliance on small/medium businesses
Implications of this reality…
• A family of three needs an income of $45,000 per year to survive
Implications of this reality…
• About 1 in 5 children under the age of 18 is living at or below the poverty level
Implications of this reality…
• More than 54% of Collier county students in grades pre-K through 3 live in non-English speaking homes
What
I LEARNEDabout the nonprofit
world in Collier County…
What
DID I MISS?
Your biggest pain point is…..
…hiring and retaining top talent
My “mission” for nonprofits in Collier County……..
Sharing the “Secret Sauce”
Attracting
Developing
Retaining
Talent Strategy needs to be determined…..
Where is your agency in terms of its organizational life cycle?
Sharing the “Secret Sauce” for…2 Preparation Methods
Generational Issues in
the Workplace
Why Employees
LeaveTheir Jobs
Our Four Generation Workforce Provides Challenges
Managing a multi generational workforce…
Top Four Reasons Why an Employee Leaves a Company
Top Four Reasons Why an Employee Leaves a Company
1 Management
2 Lack of Advancement
3 Lack of Recognition
4 Salary and Benefits/Too Much Work
Sharing the “Secret Sauce” for…Main Ingredients
Sharing the “Secret Sauce” for…Begin with…
Crafting a winning Employee Value
Proposition
Rebuilding your Recruiting Strategy
Crafting a WinningEmployee Value Proposition
Why a candidate would leave their current company?
What keeps your employees coming back?
To Be A Partner Being a Starbucks partner means having the opportunity to be something more than an employee. Gigantic possibilities lie ahead—to grow as a person, in your career and in your community. To live the Starbucks mission and to be a leader. It’s the opportunity to become your personal best. To be connected to something bigger. To be meaningful to the world. And to be recognized for all of it. It’s all here for you.
Connect to Something Bigger Connecting with each other, with our customers and the communities we are a part of fosters a deep sense of purpose at Starbucks. We believe we can all become a part of something bigger and inspire positive change in the world around us. That’s why we go out to do community service as a team throughout the year, partnering up with organizations to revitalize and enhance the neighborhoods we serve.
Benefits At Starbucks, our Total Pay package is called “Your Special Blend.” It’s a benefits package that is tailored to the needs of our partners. And it’s designed just for you
We look for people who are adaptable, self-motivated, passionate, creative team players. If that sounds like you, why not bring your talents and skills to Starbucks? We are growing in dynamic new ways and we recognize that the right people, offering their ideas and expertise, will enable us to continue our success.
Starbucks EVP
Rebuild your Recruiting Strategy
Workforce PlanningDevelop a Performance ProfileDevelop a Sourcing StrategyUtilize Behavior Based InterviewingDetermining Candidate MotivationReference Checking
Behavior Based Interviewing (BBI)
Example of a Competency
Managing Change: The ability to demonstrate support for innovation and for organizational changes needed to improve the organization's effectiveness; initiating, sponsoring, and implementing organizational change; helping others to successfully manage organizational change.
Behavioral Indicators:
Personally develops a new method or approach.
Proposes new approaches, methods, or technologies.
Develops better, faster, or less expensive ways to do things.
Measure first impressions last
Listen 4x more than you talk
Get the details ~ get EXAMPLES
Look for trends over time
If it doesn’t pertain to the job,
don’t ask it!
My Golden Rules of Interviewing
Candidate Motivation
A Word on Candidate Selection…
Ultimate test: always go back to your job profile. Measure the candidate against your job profile and the competencies in your profile (organization and role competencies)
The best candidates want to work for a great manager with good interviewing skills with knowledge about and passion for the organization!
A final thought…….
Candidates judge the quality of the company and the quality of their potential manager by the quality of the interviewing process!
Lesson Learned
Rejecting a “problem employee” during the hiring process creates minimal exposure. The
real exposure comes when you hire a bad candidate and subsequently have to fire
them!
Sharing the “Secret Sauce” for…Next Key Ingredient
Sharing the “Secret Sauce” for…Next Key Ingredient
Coaching for Performance –
Regular Feedback
Weave Development Into Your Organization
Sharing the “Secret Sauce” for…Next Key Ingredient
Goals Tied Your Mission withLine of Sight
Development Plan that the
Employee Owns
Sharing the “Secret Sauce” for…Next Key Ingredient
Get Them Excited!
Sharing the “Secret Sauce” for…Add 2 Cups Retaining
Sharing the “Secret Sauce” for…Add 2 Cups Retaining
Differentiate and Affirm Your Employees
Career Pathing and What’s Next
Superkeepers“A”
PlayersSuperior performance, inspire
others, embody core competencies of the organization
3-5%
Keepers“B”
PlayersExceed expectations, help others
improve performance, exhibit core competencies
20-25%
Solid Citizens“C”
PlayersMeet performance expectations,
enhance work of others, meet org competencies
70%
Questionable ???Immediate remedial effort needed to move up to Solid Citizen or out
of the organization 5%
Differentiate and Affirm Your People
Sharing the “Secret Sauce” for…Add 2 Cups Retaining
Make Sure Everyone
is Embracing aTalent Mindset
Total Rewards and Recognition
Everyone must embrace a
talent mindset…
…and it starts with
YOU!
Ideas for What’s Next I’d love to hear from you…I’d love your input and ideas I will share any of the templates, or the BBI Guide Book Your ideas on workshops by topic with case studies
Designed for Executive Directors and HR Directors Sample topics:
New employee on-boarding, orientation, and assimilation
Performance management – employee evaluation, performance improvement
Development Planning, Career Pathing and Succession Management
How to create a Talent Mindset in your organization
Complete with Guidelines, forms, and suggested policies and/or procedures
Workshops for new key employees – surviving the first year of a job
Individual agency consulting around specific pain point solutions
life is short.
work somewhere awesome…
Thanks!