Silents Born between 1925 - 1946 Baby Boomers Born between 1946 - 1964 Generation Xers Born between...
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- Silents Born between 1925 - 1946 Baby Boomers Born between 1946
- 1964 Generation Xers Born between 1965 -1980 Millennials Born
After 1980 Generations in the Work Force
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- Todays Workforce Reality Four Generations Silents Baby Boomers
Gen Xers Gen Ys Four Generations Silents Baby Boomers Gen Xers Gen
Ys Aging Workforce Shrinking Labor Pool Need for Integrated People
Strategies Need for Integrated People Strategies = =
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- A workforce comes in many years, makes and models
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- Translate this to year of birth. 194819501955 1965 1970 1975
1980 1990 1985
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- Baby Boomers Baby boomers retiring have been keeping Recruiters
busy and local government organizations scrambling for
talent..
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- The Power of the Baby Boomers Baby boomers were born during the
years between 1946 and 1964 and have made up as much as 40% of the
U.S. workforce
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- Fifteen Years from now 1 IN 5 AMERICANS WILL BE OLDER THAN
65
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- Labor Market Composition
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- Most Public Agencies are unprepared to lose 1/3 of their
staff
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- Lack of College Graduates By 2020 The U.S. labor market needs
one million more college graduates to fill the demand of
vacancies
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- WSJ Article (Jan 16, 2015) Survey of 32,000 students at 169
colleges and universities - Forty percent of students seen as iIl
prepared to enter work force due to lack of critical thinking
skills
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- California Centric Issues High cost of housing in some areas
Out-of-State Candidates High cost of housing market State Income
Tax Property Tax Fear of earthquakes! And, four year drought!
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- Pension Reform Promotes Internal Hires PEPRA New Employees for
CalPERS Plan 2%@62 Changes to Employee Share Some Employers still
paying full or significant portion of Employee Share Two and Three
Tier Structure
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- Talent Wars Public Agencies in Search of Talent
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- Who Is Driving this War for Talent? 83% of Employers and
Recruiters would say the war for talent is primarily
candidate-driven
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- Play Defense
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- Deflate the Situation
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- Defensive Strategies Grow your staff organically from the
inside
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- More Defensive Strategies Be an Employer of Choice Positive
organizational branding Create a culture of HPO Use data-driven
metrics
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- More Defensive Strategies Vigorously promote success Require
and review staffing stats Mentor the next generation Look
internally first!
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- Tap the Private Sector Potential source for variety of
positions (i.e. engineering, public works, accounting) Promote
stability of the organization Highlight long-term career potential
of public service Career Ladders / Upward mobility
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- Tap the Private Sector Its not just all about the base (salary)
- Talk Total Comp Defined Benefit Retirement Plan is still a huge
plus! Explore motivation and culture fit
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- Assess Your Strategy Annually Evaluate hiring process Soup to
Nuts Cross-train on organization-wide basis Restore funding for
training Encourage professional development Institute a formal
rotation program Vigorously promote seeking outside
opportunities
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- Add Immediate Value Promote stability of leadership Elected
Officials Executive Level + Entire Team Promote servant leadership
Social Media / Communication Strategies Always an Ambassador
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- Use Technology - Recruit & Retain
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- Holistic Approach
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- Internal Staff vs. Search Firm HR Employees are often forced to
multi-task normal job responsibilities plus handle the stress of
recruiting. Experience, Expertise, and a full team with only one
purpose. Finding the right talent for your organization
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- Skills and Experience TALENT Look for people that make best use
of their skills and experience
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- Standard Job Spec vs. Performance Profile Job Description
Skills Performance Profile Knowledge Skills Abilities Experience
Competencies Leadership Strategic Vision Record of Success Career
Path Lead & Team Examples
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- A ChampionA Tennis Player HAVING DOING
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- Strategic Recruiting Positive Branding Search Process Timing /
Targeted Holistic Approach Technology
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- Sustainable organizations are built through a focus on
workforce development E thnic G ender G enerations S kills
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- Today your success depends on retaining experienced employees
and transferring their knowledge to a new generation of leaders.
The Society for Human Resource Management
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