1. Attracting & Retaining Talent
“The Next Great Employer Challenge”
Nina Anderson
Local Owner

2. The Upcoming Talent Wars
National scene – 2008
2015 How You Benefit From the Talen Wars (Even Without Changing Jobs)
The Upcoming Talent Wars
SHRM predicted 2014

3. Retention of Top Talent
80% of employees will consider a job change
40% will switch jobs
Driven by dissatisfaction in current job
During recession
Lack of employer loyalty
Post recession
Lack of employee loyalty
Most volatile job market in years
SHRM predicted an
Employment Crisis starting in 2013

4. Answer = Script the first 90 days
Most non-exempt positions turnover at 50% in the first six months
The majority make the decision to leave in the first 30 days
Answer = Script the first 90 days

5. The Great Generational Tsunami
77 million “Boomers”
50 million transitioning out of the workforce
Replace by million “Millennials”
Gen Xer’s squeezed on both ends

6. Are you prepared? Company culture Consider retooling
Social Media Policies
Technology
Consider retooling
Zappos
Yahoo Flap

7. Branding Your Recruiting
Create a job preview program
Make your recruiting & interviewing the most memorable experience
Treat the candidate as they have never been treated previously
Give full preview of upcoming experience
Utilize your best, fully engaged employees
Progressive “Social Media” policies
Beware of Social Media “intrusion”
November 2015, Gloria.tv
You Tube
Netflix
Facebook
Twitter
Pinterest
Ipad
Xbox
Tumblr
Pandora

8. Formal Job Referral Program
Tie rewards to program success
Establish a partnership relationship with your staffing providers
Educational institutions
Workforce Center
Staffing sources
CFO buy-in for CEO approval

9. Up to 80% of turnover can be attributed to poor hiring!
Candidates are well rehearsed
46% of resumes are falsified
Re-write resumes for each position

10. Invest in Interviewer Training
The most common interview mistakes…
Halo / Devil affect
Too easy to focus on the wrong competencies
Hire for experience vs. fit
Wasting effort on the “traditional interview”
Strengths / Weaknesses

11. The Cost of Bad Hires Up to 150% of first year salary!
How many $30,000+ mistakes can you afford?

12. Your Most Recent Great Hire
What are the specifics that distinguish them
What behaviors do they excel at that your other do not
Now you have identified behaviors and competencies needed for great hires!
Ask your fully engaged to support the hiring process

13. Now You've Attracted Them… Retain Them!
How important is external customer service to your success?
In order to excel at external customer service, we must first excel at internal customer service.

14. Employees First: Customers Second
Do you really know your employees?
Through your own eyes vs. your supervisors eyes
Time for employee opinion surveys
Free online tools

15. CEO’s #1 Objective: Retention of Top Talent
An engaged workforce is critical for businesses to succeed in today’s competitive marketplace
How does your organization define engagement?

16. 67% of employees do not meet your definition of Engagement.
$300,000,000 (with a “B”) in lost productivity

17. Not managing the “Sleepwalkers!”
What is the #1 reason we lose a fully engaged employee?
Not managing the “Sleepwalkers!”
Exit interview that don’t work

18. Employers of choice must view retention as a process not as a program.
~ Everyday Culture

19. Your Silver Bullet to Retain Your Best
Hold supervisors accountable for retention
Reward for achieving goals
Must have ownership of team
Hiring input
To the employee, their supervisor is the company.

20. David & Goliath
How does a small business compete with a mega corporation?
Culture
Identity
Flexibility
Ownership of Job
Matching the candidates’ desires with job function

21. High Retention Employers of Choice Secret Weapon…
MENTORING!

22. Mentors:
Ordinary people achieving extraordinary success helping others
Unofficial Programs Still Rule
Must see as opportunity vs. assignment

23. The Top 2 Factors Impacting Employee Retention is:
Their relationship with their boss
Employees still don't quit companies.
Recognizing your best employees
Who is the most important person in your life?
Catch your best off guard
What’s right call

24. Leaders at every level must avoid the: Three Signs of a Miserable Job
Anonymity
Irrelevance
Immeasurement

25. Take Full Advantage of Your Introductory Period
If they do not fully meet your expectation,
Why keep pouring $$ down the drain
You cannot fix attitude

26. Connecting With Millennials

27. Five Commandments of Generational Friendly Companies
Treat all their employees as they treat their customers
Create workplace choices
Operate from a sophisticated managment style
Respect competence & initiative
Nourish retention

28. Best wishes attracting & retaining talent in 2017!
Expressly Yours,
Nina Anderson