- 1. Good Retention Startswith Good RecruitingDiana Meisenhelter
Riviera Advisors, Inc.
2. Diana Meisenhelter Riviera Advisors Inc. Clients 3. Lets Talk
4. What we will discuss today Reality today Why retention is still
important Why good retention starts with goodrecruiting Recruiting
tips that can help you withretention Share some stories, tools and
ideas 5. Reality today Not a lot of good news abouthiring today
Uncertainty 20 year high unemployment rate HR is overloaded
Significant budget cuts Overwhelming volume ofcandidates HR
programs STILL being cut orput on hold Some desperation
candidatestelling you anything 6. It Should Be Easy Unemployment
rate is still high Graduating seniors from the face the worstjob
market since the early 1980s; perhapsthe worst since the Great
Depression fornew college graduates What is the problem? With so
many peopleon the market, is there a need for
recruitingtoday?Source: NACE 7. The elephant in the room If so many
people are out of work,and there are lots of people available,why
talk about retention? 8. What a Simple Recession CanChange2008Today
Apply my strengths to stimulating A Job work Job challenge and
learning (Opportunity To be needed for advancement) To learn and
grow Autonomy To work with other great/smart Climate of respect and
trust people Work life fit (not balance anymore) An ethical/fair
workplace Economic (Job)security Job location Source: NACE High
starting salary 9. The Recruiting Cycle 10. Whats the big deal?Its
not just about getting them to the door,youve got to get them to
knock,invite them in,make them feel welcome,and get them to stay.
11. Good Recruiting = Good Retention 12. Think about The best job
you ever had/best boss The worst job you ever had/worst boss Your
best or worst recruiting experience as acandidate 13. What does
this mean torecruiting? People leave managers, not companies. - The
Gallup Organization 14. The war for talent is heatingup again, are
you ready? Hiring top talent is STILL a strategic advantage We are
quickly becoming an ultra high-tech economy The War is really about
a growing skills shortage 62% of US jobs are high pay/high skill,
requiring 97 million people, of which we have 45 million qualified
people The recession changed some plans short term, let the fun
begin again!Source: DOL 15. Whats important to candidatestodayThis
well-traveled, well-educated, ethnically diverse and technology
savvy generation, expects: work that is fun and meaningful: 16.
Whats important to candidatestoday A job A workplace with
opportunity to advance quickly A secure employer that fills their
insurance needs and provides the prospect of steady compensation An
employer they can trust not to make them confront their personal
ethics (for the sake of the job) Source: NACE 17. TipChange
andGenerationalDifferences 18. Adapt to change andgenerational
differences An Era of Change Are You Changing With The Times?
Technology Savvy Generation- Social Networking (Facebook, LinkedIn,
Twitter) vs. jobboards and newspaper ads- Texting 76% Text- 97% Own
A Computer, 94% Own A Cell Phone Generation Y/The Starbucks
Generation- Overall Balance- Social Responsibility- Self
Fulfillment- Personal Growth- Rewards 19. TipHonestEmployment
Branding 20. Honest employment branding The promise of an
experience Tell the real story Position yourself as an
employer-of-choice Ethical business practices, job security,
friendly co-workersand location (NACE Survey) The neighborhood
barbeque Refresh Employee Referral Program and
streamlineadministrative process Did you do the layoffs right?
Treat people like people? The internet changed everything - Google
them Its not about a fancy brochure and give aways anymore 21.
TipRecruiter SelectionTraining andDevelopment 22. Think about the
best recruiter youknow. 23. You want the best, start withhiring
talent SKILL PERFORMANCE A B INVESTMENT OVER TIMESource: Talent+
24. Recruiter selection,training and development Hire the right
recruiters Not everyone makes a good recruiter Human Resources
discipline vs. recruiting Recruiting is sales Recruiting training
required Invest in high potentials 25. Hire the right recruiters
Create your Recruiter competencies based on The AIRS Recruiting
Competency Model Drive for Results Inquisitiveness Sales and
Service Orientation Relationship Builder AssessCore Recruiting
Performance FlexibilityProfile and PlanSkillsTraits Passion Source
and ContactPresent and Close Executive Search and Partnership
CompetenciesMarket Intelligence Business Savvy Organizational
Management Candidate Management Network Building 26. TipCandidate
Fit 27. Are we hiring talent today? Percent of senior managers
whostrongly agree that their company: 19%Brings in highly talented
people 8%Retains almost all their high performers McKinseys War for
Talent research (12,860 respondents) 28. Good retention starts
fromhiring the right person tobegin with. 29. Candidate Assessments
-predicting performance MotivationCultural Fit AbilitiesEngagement
Personality ExperienceKnowledge&Performance JudgmentSkills 30.
You make a difference, really You Impact: The business The culture
Your companys future One hire at a time 31. The Selection
FunnelAssessmentPhone InterviewInterview TALENT 32. How do you
know?The right person has more to dowith character traits and
innate abilities than specific knowledge,background, or skills.Jim
Collins Good To Great 33. Tip TheCandidateExperience 34. The
candidate experienceBest in class candidate experiences: Treat
candidates like rock stars Be honest lifestyle is our biggest issue
Celebrate the offer Post offer WOW Follow up Why you didnt get the
job Candidate surveys work 35. Candidate Surveys Three Surveys
Category of Questions Candidates hired Recruiting process Candidate
not hired Pre-interview arrangements Candidates who On-site
interviews declined the offer Overall process Offer process
Decision to accept position Career decisions 36. Good Recruiting
isAll About Relationships 37. TipOn-Boarding 38. On-boarding
On-boarding starts from point ofcontact not first day on the job
The candidate WOW The offer The post offer silent period The first
day Think retention all the time A smooth application process
Sponsors 39. TipThe TotalPackage 40. The Total Package Candidates
still want: - Enjoying work - Opportunity for advancement - Good
insurance (US) - Competitive starting salary Conduct annual wage,
salary and communication surveys Communicate what you find out
Right Pay Top performers know they can go anywhere Is this changing
with the current economic challenges? 41. TipOpportunity 42.
Opportunity Your employees between the age of 22- 27 will change
jobs every 18 months. 75 million Millennials entering todays
workforce Internal transfer/promotion process Succession
planning/internal pipeline Career pathing (even before they start)
Career development plans Invest in top performers Executive
coaching and mentoring 43. TipMeasure WhatYouDo 44. Measure what
you do What you dont measure, you cant improve on Measure what is
important- To the business- To recruiting- Source and process
effectiveness Look at whats working, whats not working Are you
hiring the right peopleand are they staying? 45. Planning for
Recovery Most employers are unprepared for whats next (We hope what
is next is recovery). The recovery will bring a new set of
challenges for employers. We will need more skilled workers or will
need now to begin to upskill their current staffs, including HR.
Are you communicating constantly and paying attention to the
survivors? 46. An Era of Change.Our world moves fast, are you ready
for whatsnext?Technology is moving at the speed of light who
knowswhat someone is creating right now that will change ourway of
working next week. Keep learning, growing, askingquestions. 47.
Summary Adapt to change and generational differences Maintain
honest employment branding Support competency-based recruiter
selection/trainingand development Hold out for talent and candidate
fit Create a WOW candidate experience Practice good on-boarding
from point of contact Provide a desirable total job package Create
real opportunities for advancement Measure what you do Think
retention all the time, especially now 48. Q&ADiana M.
MeisenhelterRiviera Advisors, Inc.Dallas, Texas
[email protected]: 972-307-5637Thank you
