Download ppt - Talent Attraction and Retention

Presentation at Women in Manufacturing October 29, 2012

Talent Attraction and Retention

Attraction | Assessment | Engagement | Retention

• 875,000 shortage skilled workers by 2020

• 5 million new manufacturing jobs by 2020

• 56 is average age of high-skilled worker

Manufacturing jobs today


• Attraction• Assessment

• Engagement

• Retention

Talent Life Cycle Strategies


What’s in it for me?


• Candidates are in the Driver’s Seat

• Generational Differences

• Employment Branding

Talent Attraction


• Role of marketing in positioning your company for success

Winning the Talent Game


Why does my company need talent acquisition

marketing?


• Exceptional people seek out exceptional companies

• Don’t be out-marketed by inferior companies

Turn this talent challenge into a competitive advantage


So where do you start?


• Give people compelling reasons to want to work for you

• What appeals to customers often appeals to recruits as well

Define what sets your company apart


• Help hire the right people

• Self-selection

Showcase your culture


• Online

• PR and communications

• Current employees

• Videos and original photography

Bring your brand to life

Tell a Compelling Story

Tell a compelling story

Establish a Presence

Speak to Recruits


• Participate and leverage regional initiatives

• Connect with recruits

Be the leader – let others follow!

Dream !t. Do !t. Wisconsin



Be a destination employer







• Performance based hiring

• Interview team preparation

• Assessment tools

Talent Assessment


• ‘Love ‘Em Up’ Campaign• Onboarding

Talent Engagement


• Cost of employee turnover

• What is measured?

• Denial of problem

Talent Retention


• Employer/employee contract changed

• Managers

• Culture

• Rewards

She’s Just Not That Into You


• Focus on high-potentials

• Top drivers for retention1. Job-interest alignment

2. Manager & co-worker quality

3. Respect

4. Collegial work environment

How to Keep Your Best Employees


• Happiness Committee• Focus group

• Emergency fund

Retention Successes


• War for talent requires new strategies• Candidates need to be courted

• Curb high turnover costs

• Pay attention to retention

In Conclusion


Thank You

Marni HockenbergPrincipal

Hockenberg SearchExecutive Recruiting for Manufacturing

[email protected]

www.hockenbergsearch.com

Mary ScheibelPrincipal

Trefoil Group 414-272-6898

[email protected]