Catching the New Wave of Leadership Presented by: Mark Angott & Charlie Tudor June 21, 2018 © 2018 Angott Search Group

Agenda Workforce characteristics, population & demographics Profile of an emerging leader Attracting & retaining the new wave of leaders Preparing your bank for tomorrow & beyond Building your brand & social media presence A hiring process that attracts the right talent Q & A © 2018 Angott Search Group

Multiple Generations @ Work http://blog.wishlistrewards.com/attract-generational-top-talent-gen-x-workforce/ © 2018 Angott Search Group

Current Marketplace Unemployment rates Generational shift © 2018 Angott Search Group

Millennial Takeover © 2018 Angott Search Group The statistic shows the number of people in the U.S. in 2011 and 2030, by generation. By 2030, the Millennial generation will have 78 million people whereas the Boomer generation will only have 56 million people in the United States Source;l http://www.pewresearch.org/fact-tank/2016/12/29/pew-research-centers-most-read-research-of-2016/ft_18-02-15_generationsbirths_projected/ http://www.chicagotribune.com/business/ct-biz-companies-millennial-perks-20180501-story.htm https://www.hrtechnologist.com/articles/leadership-succession/millennials-boomers-amp-the-leadership-gap/ https://www.forbes.com/sites/eriklarson/2018/04/11/future-of-work-research-shows-millennials-gen-xers-and-baby-boomers-make-better-decisions-together/#783d2b1f5b44 https://www.statista.com/statistics/281697/us-population-by-generation/ © 2018 Angott Search Group

The Profile of an Emerging Leader Eager to learn Self motivated Strong career aspirations Active within the banking community & associations Seeks additional training & mentorship Isn’t afraid to tackle a tough job Excited to take on new challenges Leads without a leadership title © 2018 Angott Search Group

Positive Factors Impacting the Acquisition & Retention of New Emerging Leaders

Positive Factors Impacting the Acquisition & Retention of New Emerging Leaders

Negative Factors Impacting the Acquisition & Retention of New Emerging Leaders

Negative Factors Impacting the Acquisition & Retention of New Emerging Leaders

Preparing Your Bank for Tomorrow & Beyond to Attract the New Wave of Leaders Review your recruitment & social media strategies Expose your brand Website Social media © 2018 Angott Search Group

Building Your Brand Starts with your website Busey Bank www.linkedin.com/company/busey/ https://twitter.com/busey © 2018 Angott Search Group

Importance of Employer Branding Candidate Driven Market 71% feel important

Your Social Media Presence Set a social media strategy Some questions to ask yourself Engage © 2018 Angott Search Group

Building Your Brand & What Attracts This is an evergreen job (they need tons of people for one role), so Uber invests a ton in such landing pages as the one below for drivers —  and there are plenty of lessons to learn. Some highlights of the Driver job description/landing page are listed below (which they do new versions of all the time): Headline — They are treating the driver role as a “partner”. This reminds me of how Sam Walton referred to all Wal-Mart employees as “associates”. They emphasize in the sub-headline (note: sub-headlines are effective in advertising) that you get to “be your own boss”. Hero Media — Showing an attract millennial with a nice hybrid car. Benefits are Clear — They name 4 clear benefits (money, flexibility, no boss and financing on a new car). GlassDoor Glassdoor is focused on employer branding and it shows in their job descriptions: Video — A corporate video is on every job description at the top. Branding — They emphasize their company name, logo, and color scheme (see the green Apply button). Talent Community — They include a talent community call-to-action (this is the next best thing to a candidate clicking apply). © 2018 Angott Search Group

Building Your Brand & What Attracts This is an evergreen job (they need tons of people for one role), so Uber invests a ton in such landing pages as the one below for drivers —  and there are plenty of lessons to learn. Some highlights of the Driver job description/landing page are listed below (which they do new versions of all the time): Headline — They are treating the driver role as a “partner”. This reminds me of how Sam Walton referred to all Wal-Mart employees as “associates”. They emphasize in the sub-headline (note: sub-headlines are effective in advertising) that you get to “be your own boss”. Hero Media — Showing an attract millennial with a nice hybrid car. Benefits are Clear — They name 4 clear benefits (money, flexibility, no boss and financing on a new car). GlassDoor Glassdoor is focused on employer branding and it shows in their job descriptions: Video — A corporate video is on every job description at the top. Branding — They emphasize their company name, logo, and color scheme (see the green Apply button). Talent Community — They include a talent community call-to-action (this is the next best thing to a candidate clicking apply). © 2018 Angott Search Group

A Hiring Process that Attracts the Right Talent Many organizations do not have a good hiring process Start with a clear picture of the ideal hire & a well- defined job description Where does the position fit into bank’s strategic plan? What is the sizzle? It is critical to have a hiring process that moves on a timely basis White heat theory © 2018 Angott Search Group

The Biggest Turnoffs during the Interview Process

What Interview Process Conveys about Company Culture 34% of candidates feel only fair amount culture conveyed 76% of employers feel process positively reflects culture

Jeff Bezos, founder of Amazon “A brand for a company is like a reputation for a person – you earn reputation by trying to do hard things well.”

Summary The demographics of our workforce are changing Need to consistently strive to identify & attract your next emerging leaders Brand awareness / social media is a key component to this process Have a recruiting strategy that works for you © 2018 Angott Search Group

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