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Where Have the Good Employees Gone? Where Have the Good Employees Gone? Recruit to Win!Recruit to Win!

In a world where retaining and selecting key talent can be the difference between a successful business and a struggling one here are techniques that will help.

Speaker: Speaker: Jack Ferrell, Executive RecruiterJack Ferrell, Executive Recruiter

A top issue businesses face is placing the right talent in key positions. So if A top issue businesses face is placing the right talent in key positions. So if people make all the difference, then how do you attract and retain the people make all the difference, then how do you attract and retain the right ones?right ones? Whether it is a director of operations, sales professionals, or Whether it is a director of operations, sales professionals, or additions to your management team, hiring the correct talent is a key to additions to your management team, hiring the correct talent is a key to success. Jack will offer recruitment strategies to fit a variety of scenarios.success. Jack will offer recruitment strategies to fit a variety of scenarios.

AIM: AIM: Provide Insights That Will Improve Provide Insights That Will Improve Your Recruiting EffortsYour Recruiting Efforts

In the time allotted, I can not provideenough specific information on recruitingfor your company to transformfor your company to transform into a recruiting dynamo.

What I will do is go over the fundamentals of gripping and swinging the “recruiting bat”.

I didn’t always live in Florida!

I am normally not the guy in frontI am normally not the guy in frontof the room. I observe people.of the room. I observe people.I grew up in an agricultural I grew up in an agricultural community SW of Pittsburgh, PA. Icommunity SW of Pittsburgh, PA. Iwwill share things about me ill share things about me ..Who in this room remember s the Who in this room remember s the tough winters of the late 1970’s?tough winters of the late 1970’s?

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What is a “Head Hunter”?Often viewed as that glib, self-serving individual having little compassion or consideration; our 30-year view is one of building relationships and exposing qualified professionals to consider bigger career opportunities.

Where Have the Good Where Have the Good Employees Gone?Employees Gone?

Exodus of the Baby Boom GenerationExodus of the Baby Boom GenerationTrends:Trends:

My brother My brother gone at gone at Age 60Age 60

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•Technology •Health Care•Manufacturing•Retail / Online & Big Data

Students being guided toward other career paths.Students being guided toward other career paths.

Declining EnrollmentThe crisis in agricultural educationOrville E. Thompson - Douglas Gwynn - Yoshio KawamuraThe number of undergraduate student majors inCalifornia four-year colleges of agriculture hasremained stable but has dropped sharply nationwide.Subject areas in California schools that are not

di i ll l d d i i l htraditionally related to production agriculture haveexpanded. 1989

Analysis of Recent Enrollment TrendsIn HorticultureAbstract. A survey of bachelor degree programs in theUnited States indicated that horticultural enrollmentdeclined 4.4% 1993

“Lawn & Landscape”’2011 article The State of Horticulture Programs

•Colorado State University has seen a stable number of about 400 students over the years.•Michigan State University’s enrollment has declined from 146 in 2005 to 110 in 2010. Its two-year program had 112 students in 2005 and 70 in 2010.•Texas A&M University has about 200 students in its horticulture major and eight years ago it had about 140. •Penn State University’s horticulture program has been declining for nine years and h b d l d h d d hhas about 45 students. Its landscape contracting program has stayed steady with about 120 students.•Virginia Tech University has about 85 students compared to about 150 15 years ago•University of Florida: 2011 enrollment College of Agriculture and Life Sciences- 3725

Approximately 3.7% enrolled in majors related to the plants sciences- Botany, Golf and Sports Management, Horticultural Sciences, Landscape and Nursery Horticulture and Plant Science

… A enrollment uptick in the last 18 months!

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Fortune 1000 Companies Slipping Over the Fence

for our talent!The oil & gas boom has been a significant magnet The oil & gas boom has been a significant magnet in pulling talent from our industry.in pulling talent from our industry.

Ten years ago I had the opportunity to purchaseTen years ago I had the opportunity to purchaseTen years ago, I had the opportunity to purchaseTen years ago, I had the opportunity to purchasetthe family farm. I declined on the Geography. he family farm. I declined on the Geography. Today it has 8 producing gas wells. In life, we Today it has 8 producing gas wells. In life, we all have our missed opportunities. all have our missed opportunities.

Here they are.Here they are.

Enough Snow in the Face!

It is your reality and … It is my reality …

Let us start swinging the bat!

The ApproachThe Approach

""Treat others the way they want to beTreat others the way they want to be

The Platinum Rule:

Recruit To WinRecruit To Win

Treat others the way they want to be Treat others the way they want to be treated." treated." The The focus of relationships shifts focus of relationships shifts from "this is what I want, so I'll give from "this is what I want, so I'll give everyone the same thing" to "let me first everyone the same thing" to "let me first understand what they want and then understand what they want and then I'll I'll determine how to determine how to give it to themgive it to them.“ .“ Dr. Tony AlessandraDr. Tony Alessandra

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First: Most Important: Whether they are appreciated or will be appreciated for their contributions.

Guess who they call when no one is validating his/her efforts after 5 months

of frequent snow and ice events?

Second:Whether their Family and Friends will respect them for where they work.

An aunt with my first cousins and their flock

Third:

Geography – No matter how strong the company, employment will not work if the geographical area is unacceptable or becomes unacceptable to the candidate’s family. If they are with you now and geography is not a factor, then you have a leg up.

They need to love snowy areas!They need to love snowy areas!What is the commute distance.What is the commute distance.Relocating someone from the South?Relocating someone from the South?Is there a reason to move to your area?Is there a reason to move to your area?Preference: Intercity, Suburban, Exurbs?Preference: Intercity, Suburban, Exurbs?

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Fourth: Money

Reconsider the person motivated only by more money to join your team.your team.

Reconsider the person motivated only by more money to leave your team.

Develop and build that relationship which minimizes money issues.

Important: Starts with a clear target:

Why do we need this person?Why do we need this person?You can’t hit a bulls eye if the target is not clearly defined!You can’t hit a bulls eye if the target is not clearly defined!

y py pWhat are the core competencies?What are the core competencies?What duties will he / she perform?What duties will he / she perform?Where on the organization chart?Where on the organization chart?What is the compensation range?What is the compensation range?What are the goals for the position?What are the goals for the position?What are the challenges? What are the challenges? Are there immediate needs to address?Are there immediate needs to address?

Preparing to Recruit

You need a system

You are an established business. To improve your recruiting efforts, and if you don’t have an HR person, consider designating a person to collect the resumes, business cards and intelligenceof people who may be a prospective candidates or allies in your recruiting efforts.

You need a systemto harness the data

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Articulate the Unique and the Desirable

If your company doesn’t have or can’t develop more than a “me too” benefits list like every other grounds & snow management company has, then call a PR firm! Equip your team with some unique selling propositions for prospective candidates, while reinforcing the strength ofyour brand to your current staff.

Pulling Your Company’s Key Points and Needs TogetherI create a storyboard like this for every search I conduct. Whenyou determine you have a person that is a strong possibility for the position, you have everything you want to say … cont. below*

*right in front of you. You don’t need to read it but it serves as a reference to help recruit a qualified candidate.

Load up your PR points in the Background

If hiring and retention is always personal, why is the recruiting process deliberately impersonal?

Do Remove Barriers to One-On-One Real Time Conversations – Remember The Platinum Rule

Examining the Recruiting Process

PositionsGeographyCompensationAvailability

Get personal with the prospective candidates you feel may have the talent. Save the emails and text messages until you have established a relationship.

Also, don’t rush to show whyyou are speaking with them, get to know what he/she wants. Apply The Platinum Rule!

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What Help-Wanted postings lack in quality, they make up for in quantity,

resulting in innumerable resumes from the unqualified, unhappy and unemployed.

Help Wanted Ads Launched Three Months Later.

“The Help Wanted Ad is a passive, impersonal procedure that more often than not fails to produce the best candidate.” Jack Ferrell

Founder and Former Founder and Former PublisherPublisherI started this publicationIn the early 1990’s andKnow the concerns ofemployers relying on classified advertising. There was never aguarantee that the rightguarantee that the rightperson would apply forthe position.In the late 1990’s I soldthe business and one ofmy advertisers, Florasearchrecruited me to join them.In 2000, I relocated to Florida and began.

There are a many avenuesto post help wanted ads.When it is a vital position don’t become complacentwith just any candidate thatsailing a resume to you.

This is a small town we work in, this landscape and snow management industry. News travels quickly – gossip quicker. No one wants his/her resume blasted into the boss’s inbox.

Confidentiality

Where is the top-flight employee you really want and need?you really want and need? *Still focused on contributing where employed*Still concerned about confidentiality*Still receptive to career improvements if the circumstances are right

The “small town” home I moved into at 7 The “small town” home I moved into at 7 mmonths of age and where my 89 year old onths of age and where my 89 year old mmother continues to reside!other continues to reside!

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Gut HiringIt is the Las Vegas idea that your instincts will tell you whom to select. Resumes are not verified and references not checked. Feeling good – feeling lucky in his or her gut- the individual is hired.

Coined by Bob Zahra, General Manager, Florasearch, Inc.Coined by Bob Zahra, General Manager, Florasearch, Inc.

Fraternal HiringWhere the pledge bid is extended to the candidate by your business (fraternity). The hiring authority Is primarily interested if the candidate with fit in. This can inhibit creativity and stifle imaginative business growth. Again, littleif any verification is established about the candidate.

Backgrounding and Reference CheckingBackground InvestigationCriminal – National, State, County Credit Report Degree VerificationDMV Report Psychological Profile

Reference Checking - Also speak to Blind References ( former managers / peers)

What is the first thing that comes to mind when I say John Doe ‘s name?How would you characterize his integrity?What would you say are his greatest strengths?We all have weaknesses - I have them too. What area does John need to improve?How was John when it came to getting along with people?How was he at managing?In our industry, what do you feel is his best use of talent?Have you ever observed any signs of alcohol or substance abuse?Is there anything that I didn’t ask, that I should have asked to get to know John better?

Legal NoteLegal NoteNewspaper man and author, Damon Runyon said, “The race is not always to the swift, nor the battle to the strong, but that is the way to bet.”

If you have nurtured a relationship, asked the 4 points in detail, established a proven track record, understand motivation, completed the background and references, and feel this person will be an asset

1: Title and position for which they interviewed. Duties, job location, supervisor’s name.2: Compensation – hourly or salary, and bonus. 3: Benefits schedule. The whens and whats being offered. Health, vacation, 401k, vehicle.4: Include an acceptance deadline. Include a tentative start date. Is it enough time?5: Supply Employee manual. Is there a preemployment physical or drug test involved.6: You may want to include at-will employment language. 7: Include signature and date lines for the candidate and company.

to your team, THEN MAKE AN OFFER.

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Key employees are =

In a world where retaining and selecting key talent can be the difference between a successful business and a struggling one, I feel we would agree…

• Fewer young people in our industry• Baby boomers are retiring or leaving because of the

physical nature of the industry• Other industries are competing for our mature talent• Fewer people in total are entering our industry.

Expect and Anticipate ChangeExpect and Anticipate Change

Younger generation interestedIn texting and gaming.

Older generation (yes, me) accustom to more physical forms of work.

What to do…. 100 years ago what did we do if we had a tooth ache. Many people pulled that tooth on their own. Most of us now go to a dentist who is better equipped to do that specific task.

Same philosophy applies:

You can hire an experienced, legitimate, industry-specific executive recruiter capable of finding top flight individuals you would seldom be able to consider on your own. It is the difference between passive hiring and targeted recruiting.

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Always be Recruiting!Always be Recruiting!You need to build your store house of prospective professionals that may someday

contribute to the growth of your company and the success of our industry.