Use Your Company Culture to Become a Talent Magnet

Transcription

1 Use Your Company Culture to Become a Talent Magnet

2 Anne Nimke - CEO, Founder 35 years HR, Recruiting/Staffing Leadership 2010 Co-founder The Good Jobs 2004 Co-founder Pinstripe (now Cielo) 1994 Co-founder HRfirst (now Kelly OCG) 1992 President ProStaff (sold to Kelly Services) 1985 VP Ops Olsten Staffing (now Adecco) 1978 HR Practitioner Miller Brewing Company I firmly believe a good life and good work can intersect successfully!

3 Today s Talent Environment Why Culture Matters A Peek Behind the Curtain Become a Talent Magnet Take Action

4 ? What is your current role? Recruiter Recruiting Leader HR Generalist or Leader 3 rd Party Recruiter 3 rd Party Recruiting Service Provider

5 Today s Talent Environment

6 Gen Y is looking at different jobs over the course of their careers Millennials will stay 2.6 years per job in a 50+ year career, including a couple temp assignments 11 What s happening 77 Boomers between 18 & 46 years old will have 11.3 jobs 3.7 now? % of full-time employed workers are open to or actively looking for new job opportunities There are 3.7 million jobs posted today Talent acquisition spend is $125B annually

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8 Three Types of Employees

9 Skill Gaps How concerned are US CEO s about the availability of skills? Year Rate of Concern % % % % % %

10 Where are we? What do we want? What do we need? Competitive Environment & Discerning Job Seekers Quality of Hire & Engaged Employees Engaging Culture & Communication

11 Why Culture Matters

12 The best offense is a good defense The overall average starting salary for U.S. class of 2013 college graduates stands at $45,327 Source: National Association of Colleges and Employers (NACE) The average cost of a bad hire is 3x salary. $136,000

13 Highly engaged employees: Better performance scores Improved customer service Greater revenue growth 50% less voluntary turnover

14 Employee Engagement

15 Do you measure employee engagement? Yes, and will do it again Yes, but won t again No, haven t thought about it No, but we are thinking about it No way?

16 Recruiting Challenges in a Changing Landscape Two Types of Job Seekers Desperate! Will take any job for a paycheck Discerning! Take responsibility for their own career Want alignment between their work and lifestyle Know what they d like to do Know the kind of company they d like to work for Choose their employer based on personal ideals, perks, or benefits Doesn t choose a job based on compensadon

17 98% of candidates believe culture is just as, if not more, important than compensation. 2% of candidates value compensation over culture.

18 90 84% % 61% 55% 41% 40% 33% 15% company career page LinkedIn profile Google employees Glassdoor job boards Facebook page TwiSer How do job seekers look for a job?

19 A Peek Behind the Curtain

20 Are you a Talent Attractor? Does your recruiting message differentiate you?

21 Your Recruiting Language Score

22 Culture Quiz You have CULTURE whether you ve defined it or not! Take a 3 MINUTE CULTURE

23 Culture Quiz Key

24 Fun Highlights activities, amenities, and programs that make a workplace fun for employees Like: Social activities, dogs at work, celebrations, and wellness programs Extreme Perks Like: Massage therapy, paid sabbaticals, equity ownership, and unlimited vacation Corporate Responsibility cause or company Like: Company paid volunteer time and corporate-sponsored charitable events The Good Jobs quantifies Company Culture Flextime Like: Job sharing, internships, and reduced summer hours Green DNA Describes a commitment to sustainability, conservation, and the growth of an environmentally-conscious world Like: Bike culture, designated parking for hybrid/electric cars, and green products Inclusion Mobilizes the best from employee diversity and acceptance programs to create organizational success and minorities Career Development Builds career success using specialized tools, strategies, and opportunities Like: Mentorship programs, career-pathing, and Six Sigma training classes

25 What do we do now? Quantify Your Culture Be Authentic Be Transparent Communicate Your Culture Be Detailed Tell Everyone Everywhere they look ATTRACT RETAIN REPEL Cultural Fit Factor Lizz Pellet

26 CULTURE: the pervasive values, beliefs & attitudes that characterize a company BRAND: what your customers (& employees) say about you when you re not listening

27 higher profits sales Culture and Brand employee engagement service & quality retention

28 Become a Talent Magnet

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31 How do you communicate who you are?

32 Competitive benefits Innovative Flexible Fun Happy Family Friendly Learning Organization Work-life balance

33 Take Action

34 Have you ever applied for any awards that recognize your company as a top employer? Yes No Thinking about it Why? Why not??

35 How s employee morale at your company? Simple, Frequent, Real- Dme, Transparent, Mobile

36 Culture and values can AMPLIFY company and individual performance

37 Culture and values can amplify company and individual performance

38 Exit 360 Checkup Automated exit interview AND Survey of coworkers, supervisor and even customers Benefits of Checkster s Exit 360 Checkup: Recognize if you lost an A or a C player Understand the true reason of turnover Gather ideas for retention Prevent future turnover Gain insight on replacement employee abilities to acquire/avoid Get names of employee referrals

39 Measuring Employee Engagement with the enet Promoter Score philosophy Detractors Fence Sitters Promoters Net promoter score = % promoters - % detractors

40 Candidate Experience CandE Awards Enables ANY company to benchmark and improve their candidate experience!

41 A turnkey employment branding solution for attracting and retaining candidates that fit your company culture. The first-ever Company Culture Directory. The Good Jobs helps companies quantify culture AND turn their culture into a competitive advantage!

42 Where are we? What do we want? What do we need? Competitive Environment & Discerning Job Seekers Quality of Hire & Engaged Employees Engaging Culture & Communication

43 What do you measure? Cost per Hire Cost of Turnover/Bad Hire Hiring Manager Satisfaction Quality of Hire Engagement Employee Satisfaction?

44 Transparency & Authenticity

45 Listen to how employees talk about your company Quantify who you are now Acknowledge the gap between the current and aspirational culture Determine metrics of success and inconsistencies Promote who you are with transparency and authenticity

46 Thank you! Anne Nimke CEO, Founder