Recruitment and Retention in Times of Demographic Change. Minnesota Council of Nonprofits Annual Conference October 6-7, 2016

Transcription

1 Recruitment and Retention in Times of Demographic Change Minnesota Council of Nonprofits Annual Conference October 6-7, 2016

2 Presented by: Karina Forrest-Perkins MHR LADC, CEO The Wayside House, Inc. Fran Lyon-Dugin Consultant, Strategic Consulting & Coaching Cheryl Jensen Managing Partner, Strategic Consulting & Coaching

3 Setting the Stage Unemployment rate is low right now, 3.7% in Minnesota Younger people are ready to jump ship, not quite so much competition Many Baby Boomers ready to retire, but when will it happen? The Brain Drain Middle class is squeezed. Job creation has mostly been in private sector, adding about 5 million jobs, about half of them low paying Govt has lost 323,000 jobs since the recession started.

4 Disparities Still Exist 2015 Racial Disparities in Wage & Employment After Graduation Although larger percentage of minorities in classroom, fewer graduates and more certificates and associate degrees compared to White Wage growth slower for minorities following graduation In health care, one of the fastest growing fields, higher percentages of Whites and Asians in higher paying jobs, people of color in lower paying jobs Source: Leibert, Alessia. Racial Disparities in Wage and Employment After Graduation

5 Meet your workforce..

6 JoAnn College educated, with a few nonprofit certifications Employed with you for 16 years, knows just about every function in the office, but currently supporting program development Technically competent with Microsoft products, iphone, and other office programs Age 57, has 4 grandchildren and a cabin on Lake Iwannagothere Visits her Father at a nursing home several days a week

7 May College educated, completed her MBA at St. Thomas in 2005 Employed with you for 8 years as HR director Recently implemented a new performance management system, leading a team of 5. Age 40, married, one daughter who is 8 Heads up elementary school dance program in which her daughter participates

8 Anwar Immigrated to the US in a sponsored program 3 years ago, working on his undergraduate degree at Augsburg College Employed with you for 6 months, participant in a local, nonprofit career development program. Training in the fund development area. Known in the office as The App Guy who tells everyone about new iphone apps Age 24, single Devout Muslim, follows prayer and other rituals and leads a local Somali youth group

9 Darnell College graduate, IT Employed with you for 2 years, supporting the IT function, leading a team of 3 Age 26, married, 2 kids, coaches his son s soccer team Supports a 24/7 system, never know when he will be in the office, but he always responds to texts Regularly participates in fund raising for The Children s Heart Foundation. His daughter had a valve replacement as an infant

10 Challenges? Who will be staying? Who might leave? Who will you hire? What s your plan?

11 Poll/Discussion How many times have you changed jobs? Why did you change jobs? What attracted you to a new job at various times in your career?

12 Income/ Economic Status Current Religious Beliefs Personality Age Upbringing/ Religion Upbringing/ Economic Class Relationship/ Parental Status Education We are all individuals Gender identity Sexual identity Geographic location Work background Varying abilities Ethnicity Race

13 Millennials ( )

14 Millennials ( ) Expectations Good organizational culture and flexible structure Frequent feedback, acknowledgment of contributions Access, not hierarchy Job is not my life, but salary is important Heavy student debt load Possible alternative economy to supplement income (Uber, App business, AirBNB, etc.) Some will succeed and be gone! By 2020, Millennials will represent 75% of the workforce

15 Generation X ( )

16 Gen X ( ) Expectations What you see is what you get Self-motivation and fulfillment, payoff Opportunities for creativity, flexibility Job security and benefits important Squeezed by those older and younger I can go elsewhere, BUT worried about lack of middle class opportunities Possible sandwich responsibilities

17 Baby Boomers ( )

18 Boomer ( ) Expectations Experience and wisdom counts, mentoring opportunities Clear and measurable expectations/rewards Flexibility and fulfillment, making a difference Class differences: Middle class: Keep working, maintain vitality, delay retirement Less than middle class: Possible disabilities, financially in trouble Possible sandwich generation responsibilities Boomers wanting to re-enter job market may be great candidates for higher end jobs!

19 Recruitment Strategic talent management: Use many channels Creativity: Transient teams of both internal and external workers, geography less relevant Part time or contract workers: Treat them well. You need them sometimes more than they need you Plan ahead: What s the succession plan?

20 Discussion Small Table Group Where do you do your advertising and recruiting? What works for you?

21 Benefit Plans Small to med size nonprofits can t afford great benefits, but be creative and do what s meaningful to your employees Wayside Strategies Education plans Long term staff development Licensure support Others Retirement packages for Boomers who DO want out Financial planning and training for those who need and want it

22 Technology Technology: use for collaboration and connection Social networks Wikis Blogs Collaborative tools like social networks, wikis are being widely used Make the Boomers more tech savvy and slow down the Millennials a bit! Pay attention to the population that you serve takes collaboration, teamwork, possibly with another organization

23 Retention Strategies: The Wayside House Employee Engagement Safety Hierarchy based on liability, not status Supervisory structure Improve ratios Communication Willingness to change historical mechanisms Onboarding improvements Feedback loops Strategic and budget plan involvement

24 Turnover Rate between 16%-43% Staff retention at Wayside House Turnover Rate 14% down to 6.8%

25 Back to our staff Current Openings IT staff, working for Darnell Fund Development Director Program Staff position, in support of new program funded by a grant Who will be staying? Who might leave? Who will you hire? What s your plan?

26 Interactive Activity Discuss questions in small groups Talk about possible interview questions

27 Thank you!