Talent Management & Acquisition

Winning the War!

The War for Talent

What is Talent Management?

A process of planning for, sourcing and selecting, on boarding, assimilating, developing and retaining top talent in order to achieve an organization’s mission or strategy.

TALENT MANAGEMENT PROCESS

A Strong Employee Value Proposition

Having a Talent Mindset in Your Organization

Workforce Planning

Sourcing Final Candidate Selection and Offer Acceptance

Interviewing,

Assessment,

and Selection

On Boarding:Acceptance - 1st Day

Orientation/Assimilation:

First day - first few months

Goal Setting Performance Management

Development Planning

Total Rewards

Recognition

Career Pathing

Fueling The War for Talent~

The Information Age

Higher Caliber Talent

Job Security

The landmark study…

Bottom line…

Effective Talent Management is making sure you have the right people, in the right place with the right capabilities, at the right time.

Top 10 JobsUS Employers are Having Difficulty Filling

1 Skilled Trades

2 Drivers

3 Teachers

4 Sales Representatives

5 Secretaries, PAs, Receptionists, Admin. Asst., Support Staff

6 Management / Executive (Management / Corporate)

7 Nurses

8 Technicians

9 Accounting & Finance Staff

10 Engineers

Collier County is a GREAT place to live, work and play!

But, the reality is…

• Huge economic gap• Cost of living is very high• Seasonal implications• Over reliance on Tourism• Over reliance on small/medium businesses

Implications of this reality…

• A family of three needs an income of $45,000 per year to survive

Implications of this reality…

• About 1 in 5 children under the age of 18 is living at or below the poverty level

Implications of this reality…

• More than 54% of Collier county students in grades pre-K through 3 live in non-English speaking homes

What

I LEARNEDabout the nonprofit

world in Collier County…

What

DID I MISS?

Your biggest pain point is…..

…hiring and retaining top talent

My “mission” for nonprofits in Collier County……..

Sharing the “Secret Sauce”

Attracting

Developing

Retaining

Talent Strategy needs to be determined…..

Where is your agency in terms of its organizational life cycle?

Sharing the “Secret Sauce” for…2 Preparation Methods

Generational Issues in

the Workplace

Why Employees

LeaveTheir Jobs

Our Four Generation Workforce Provides Challenges

Managing a multi generational workforce…

Top Four Reasons Why an Employee Leaves a Company

Top Four Reasons Why an Employee Leaves a Company

1 Management

2 Lack of Advancement

3 Lack of Recognition

4 Salary and Benefits/Too Much Work

Sharing the “Secret Sauce” for…Main Ingredients

Sharing the “Secret Sauce” for…Begin with…

Crafting a winning Employee Value

Proposition

Rebuilding your Recruiting Strategy

Crafting a WinningEmployee Value Proposition

Why a candidate would leave their current company?

What keeps your employees coming back?

To Be A Partner Being a Starbucks partner means having the opportunity to be something more than an employee. Gigantic possibilities lie ahead—to grow as a person, in your career and in your community. To live the Starbucks mission and to be a leader. It’s the opportunity to become your personal best. To be connected to something bigger. To be meaningful to the world. And to be recognized for all of it. It’s all here for you.

Connect to Something Bigger Connecting with each other, with our customers and the communities we are a part of fosters a deep sense of purpose at Starbucks. We believe we can all become a part of something bigger and inspire positive change in the world around us. That’s why we go out to do community service as a team throughout the year, partnering up with organizations to revitalize and enhance the neighborhoods we serve.

Benefits At Starbucks, our Total Pay package is called “Your Special Blend.” It’s a benefits package that is tailored to the needs of our partners. And it’s designed just for you

We look for people who are adaptable, self-motivated, passionate, creative team players. If that sounds like you, why not bring your talents and skills to Starbucks? We are growing in dynamic new ways and we recognize that the right people, offering their ideas and expertise, will enable us to continue our success.

Starbucks EVP

Rebuild your Recruiting Strategy

Workforce PlanningDevelop a Performance ProfileDevelop a Sourcing StrategyUtilize Behavior Based InterviewingDetermining Candidate MotivationReference Checking

Behavior Based Interviewing (BBI)

Example of a Competency

Managing Change: The ability to demonstrate support for innovation and for organizational changes needed to improve the organization's effectiveness; initiating, sponsoring, and implementing organizational change; helping others to successfully manage organizational change.

Behavioral Indicators:

Personally develops a new method or approach.

Proposes new approaches, methods, or technologies.

Develops better, faster, or less expensive ways to do things.

Measure first impressions last

Listen 4x more than you talk

Get the details ~ get EXAMPLES

Look for trends over time

If it doesn’t pertain to the job,

don’t ask it!

My Golden Rules of Interviewing

Candidate Motivation

A Word on Candidate Selection…

Ultimate test: always go back to your job profile. Measure the candidate against your job profile and the competencies in your profile (organization and role competencies)

The best candidates want to work for a great manager with good interviewing skills with knowledge about and passion for the organization!

A final thought…….

Candidates judge the quality of the company and the quality of their potential manager by the quality of the interviewing process!

Lesson Learned

Rejecting a “problem employee” during the hiring process creates minimal exposure. The

real exposure comes when you hire a bad candidate and subsequently have to fire

them!

Sharing the “Secret Sauce” for…Next Key Ingredient

Sharing the “Secret Sauce” for…Next Key Ingredient

Coaching for Performance –

Regular Feedback

Weave Development Into Your Organization

Sharing the “Secret Sauce” for…Next Key Ingredient

Goals Tied Your Mission withLine of Sight

Development Plan that the

Employee Owns

Sharing the “Secret Sauce” for…Next Key Ingredient

Get Them Excited!

Sharing the “Secret Sauce” for…Add 2 Cups Retaining

Sharing the “Secret Sauce” for…Add 2 Cups Retaining

Differentiate and Affirm Your Employees

Career Pathing and What’s Next

Superkeepers“A”

PlayersSuperior performance, inspire

others, embody core competencies of the organization

3-5%

Keepers“B”

PlayersExceed expectations, help others

improve performance, exhibit core competencies

20-25%

Solid Citizens“C”

PlayersMeet performance expectations,

enhance work of others, meet org competencies

70%

Questionable ???Immediate remedial effort needed to move up to Solid Citizen or out

of the organization 5%

Differentiate and Affirm Your People

Sharing the “Secret Sauce” for…Add 2 Cups Retaining

Make Sure Everyone

is Embracing aTalent Mindset

Total Rewards and Recognition

Everyone must embrace a

talent mindset…

…and it starts with

YOU!

Ideas for What’s Next I’d love to hear from you…I’d love your input and ideas I will share any of the templates, or the BBI Guide Book Your ideas on workshops by topic with case studies

Designed for Executive Directors and HR Directors Sample topics:

New employee on-boarding, orientation, and assimilation

Performance management – employee evaluation, performance improvement

Development Planning, Career Pathing and Succession Management

How to create a Talent Mindset in your organization

Complete with Guidelines, forms, and suggested policies and/or procedures

Workshops for new key employees – surviving the first year of a job

Individual agency consulting around specific pain point solutions

life is short.

work somewhere awesome…

Thanks!