Recruitment & Retention Talent Management

Transcription

1 Recruitment & Retention Talent Management Lori (Lurene) VanNess, MSHRA, SPHR, CPM VanNess Consulting

2 Government Wants & Needs Talent Where do we begin? What methods work? Are we just filling positions? Do we accept candidates who are mediocre? What do we really need in our organization? What is our STRATEGY?

3 Government Wants Talent Are we practicing the way we always did it? Newspaper ads Word of Mouth Internal Only Paper Applications Resumes Time is of the Essence Talent Abounds and so do Jobs What exactly are we looking for?

4 Diversity in Recruitment Generations Education Gender KSA

5 Boomers, Gen X and Millennials (ME) Boomers will be leaving in droves well, maybe Generation X is there waiting in the wings well maybe Millennials are short-term well maybe

6 Have we searched in the right places? Boomers Newspaper Ads Help Wanted Signs Company HR Business Cards Unemployment Office - renamed Linked-In Generation X Newspaper Online School Placement Job Fairs Employer Websites Employment Agencies Networking Internships

7 Millennials Employer Websites Networking Internships Internet Friends of Friends Random Searches Linked-In FaceBook Twitter YouTube Text Podcasts

8 Retention Model For all EE s

9 What else? Simplify The hiring process The recruitment process The application process The interviewing process The selection process The onboarding process The retention process

10 It is not just Orientation anymore! It is often called Onboarding? Hiring the best talent doesn t stop with the job acceptance.they have to stay! Bonding with EE 90% decide to stay or leave within the first 6 months Structured Orientation 69% remain 3 or more years

11 Hiring Managers Involvement Hiring & Retention are a TEAM process Realistic Job Previews Market and Hire based on Values, Culture & KSA Update JD and JTA to ensure it is current Hire the most qualified candidate

12 Staying Competitive Evaluate your salary structure Do you have Training/Development/Career Path Are your Benefits updated Do you have alternative work hours Have you considered some positions eligible for: Job sharing Telecommuting Alternative hours

13 Strategies for Employee Involvement Employee as Agent in Recruiting Operational understanding Save time and $$ Increases EE value Positive PR Participation = spirt of contribution

14 Employee Evaluator in Recruiting Participation in the interview Give voice to coworkers Inclusion Positive manager/ee Training Cooperation Ownership

15 EE + Sponsor/Mentor/Peer Reduces 1 st day stress Initial perceptions Communication Peer to peer Cultural integration Big Picture Sponsor value Reminded of policies Peer Relationships fostered Sense of Community Growth for EE

16 Love em or Lose em Beverly Kaye & Sharon Jordan-Evans Getting Good People to Stay 26 Engagement Strategies for Busy Managers Talent is everything People are critical to success and the heart and soul of your organization. Three Core Messages People have choices where and whom they work for You the MANAGER have more power and influence over engagement and retention than anyone There are EASY, inexpensive strategies to keep talent

17 Four Important Words LOVE Treat employees fairly and with respect. Thank them, Challenge and develop them, care about them and you will engage and retain them. LOSE Loss is just as serious when talent retires on the job as when they leave to join a competitor GOOD Consider your solid citizens, not just your hig - potentials. Stars are all those who bring value to the organization. STAY Encourage talented employees to stay. Talent will be the key differentiating factor in the competitive environment

18 Hold the Managers Responsible Not solely - Accountability 89% of managers believe people leave due to $$ Others blame policies, senior management, competition Truth = Power is within the hands of Managers/Supervision Relationship 50% job satisfaction & tenure Supervisor behavior drove EE s out High-quality manager is standout importance for attracting and retaining talent Disengagement and dissatisfaction from abusive supervision Most retention factors are within a managers influence

19 Bottom Line - Your Role as a Manager You hold the power Show them you CARE Remember them Notice them Listen to them Thank them Love them or lose them

20 Questions? Thank YOU! References Stephen Covey 7 Habits of Highly Effective People & The 8 th Habit Samuel & Chiche The Power of Personal Accountability Bradberry & Greaves Emotional Intelligence 2.0 Kay & Jordan Evans Love em or Lose em & More Stay Interviews, Fewer Exit Interviews