Staffing for Tomorrow

Transcription

1 Staffing for Tomorrow BSB Conference May 5, 2011 Daren Fristoe Over twenty years of professional experience and leadership in the areas of human resources, training and education, and administration. Diverse industries including automotive collision repair, P & C insurance, e- commerce, engineering, customer service, telecommunications, and international manufacturing.

2 Why Are We Here Today? To learn more about the impending labor crisis in our industry and to better prepare ourselves for the approaching Perfect Storm Why Is It Important? The Key to Your Success Rests with the Quality of Your Employees Turnover = Lost Productivity / $ Poor Staffing Practices = Lost $ Need for Business Continuity Staff Continued Development Business Growth / Expansion

3 What is the Perfect Storm? When Long Term Qualified Staff (aka Baby Boomers) retire or leave the workplace and Existing Gen X staff aren t ready to lead and The pool of new candidates for hire is low or poor. The Cultural Melting Pot Baby Boomers Born during the post-world War II boom, roughly Seventy-six million American babies were born in this timeframe. Higher rates of participation in higher education, assumption of lifelong prosperity and opportunity. Gen X Born between 1961 and 1981, blending of baby boomer methodical classroom training and the advent of computers, videogames and the Internet. Often a mediator between the Boomers and Millennials. Gen Y Born between 1981 and 2001, also known as Millennials. Grown up with knowledge / experience with computers, ipods, and cell phones. Expectation of quick advancement in the workplace.

4 By The Numbers Number of Automotive Technical Schools today vs. yesterday Less available new graduates for the workplace Expectation of Growth in Job Openings at a slower rate per Dept. of Labor / Bureau of Labor Bottom Line What Is Important Know Your Employees! What is important to them in terms of the job.. Money Benefits Growth / Development Geography / Proximity to Home Elements of the Job / Tasks The Industry People They Work With Everyday

5 Recruiting New Talent Defining the Job and the Opportunity Marketing the Business and Your Reputation Total Compensation vs. Paycheck Recruiting Tools The Talent Pipeline Recruiting New Talent - The Job Define the Needs of the Business Define the Tasks and Deliverables of each Job in your Organization Requirements - Job Title, Reporting Structure, Status, Experience, Occupational Qualifications Communicate / revisit the Job Descriptions Walking The Fine Line Specific vs. General

6 Recruiting New Talent Brand Branding and Marketing The Place Maintaining and Improving the Shop Environment Distinguishing Your Location and Amenities The Breakroom, The Lobby, The Bathrooms Why should I work here??? Recruiting New Talent - Cash Plus Competitive Compensation Packages Unique / Voluntary Benefit Offerings Paid or Unpaid Time Off Beyond the Base Commission / Bonus $ Paid Training / Education / Opportunities to Improve

7 Recruiting New Talent Where? Internal Postings / Referral Programs Advertisements School Placement Offices Online Job Postings Industry Publications / Websites Community Postings Employment Agencies Professional Network Recruitment Fairs Non-Traditional Recruiting Tools Retaining Talent Training and Follow Up Coaching and Counseling Recognition Programs Engagement / Collaborative Leadership Ongoing Communication

8 Retaining Talent - Training Job-Specific Training (as a Participant) Job-Specific Training (as a Teacher) Life Style Educational Programs Apprenticeship / Mentoring Programs Retaining Talent - Coaching Management / Employee Interaction Positive Reinforcement Behavior Modification / Documentation to Improvement Personnel File tracking

9 Retaining Talent Recognition Service Anniversary / Birthdays Productivity / Sales Improvement Sunshine Letters Contests / Kudos Employee of the Month / Quarter / Year Team or Departmental Recognition Retaining Talent - Engagement Collaborative Leadership delegated and empowered workforce Business Attributes sense of urgency, heightened focus, greater intensity and enthusiasm Employee Characteristics persistence, proactive, expanded roles in company, ability to adapt

10 Summary The Perfect Storm is coming what can we do to be prepared to staff our businesses now and in the future? KNOW YOUR STAFF + PLAN YOUR GROWTH + RECRUIT EVERYDAY!! Questions? Contact Daren Fristoe by at Daren@thefristoegroup.com or by phone (816)