Use Your Company Culture to Become a Talent Magnet

Transcription

1 Use Your Company Culture to Become a Talent Magnet May 20, 2015

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 or Recruiting Leader HR Generalist or Leader 3 rd Party Recruiter Other Service Provider Hiring Manager Business Owner/Executive?

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

7

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 Recruiting Challenges in a Changing Landscape Two Types of Job Seekers Will take any job for a paycheck Chooses their employer based on personal ideals, shared values, work environment and/or benefits Chooses a job on criteria beyond just salary Has good opportunities to grow their career Wants alignment between their work and lifestyle Confident with their skills and talent; and choices Identifies the kind of environment where work can be most productive

13 97% of candidates believe culture is just as, if not more, important than compensation. 3% of candidates value compensation over culture. Source: The Good Jobs

14 Who is here today? 80%* *Are currently employed and either open to a change or are actively looking!

15 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

16 Company Culture ROI The effect of happiness at work 300% more innovation (HBR) 44% higher retention (Gallup) 37% increase in sales (Martin Seligman) 31% increase in productivity (Greenberg & Arawaka) 125% less burnout (HBR) 66% fewer sick leaves (Forbes) 51% less turnover (Gallup) Source: Delivering Happiness

17 A Peek Behind the Curtain

18 How do job seekers look for a job? Just so you know! 44% of people who visit your career site DO NOT APPLY Source: CandE Awards Source: The Good Jobs

19

20 Get Their Attention! WHAT THEY SAID 5-10 minutes % 10 minutes % How long do Job Seekers spend reading your job postings? IN REALITY Poor fit took 49.7 seconds 1 min 17 sec was given to posyngs that match their skills MOST TIME SPENT Company DescripYon Copy Job DescripYon Copy NOT bullets (du7es/q/expecta7ons) Source: Executrade

21 Candidate Funnel Talent that doesn t apply or return your sourcing calls What to do? Focus on Talent Attraction Secure discerning job seekers Describe your culture Answer the WIIFM Promote it in all channels Best Hire

22 Employee Value Proposition Brand An Emotional relationship The value proposition Customer s perceptions Company image A Company s Promise Engagement A practice not a goal Level of commitment Employee involvement Alignment with values Employees Discretionary Effort Culture Organization values, visions, working language, symbols, beliefs and habits Collective behaviors and assumptions A way of perceiving, thinking and feeling Directs Interactions and Relationships

23 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

24 Become a Talent Magnet

25 Challenges in Today s Competitive Market ü Poor Candidate Experience ü Failure to Engage Candidates and Employees ü Lack of Culture Fit ü Missed Employee Referrals ü Need to Retain Talent What are your talent challenges? ü Your Employees are Competitors Passive Candidates

26

27

28 How do you communicate who you are?

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

30 Beyond the Euphemisms Treadmill desks On-site Massages sponsored by Wellness Committee Baseball Opening Day company-wide celebrations No Dress Code 1 day housekeeping reimbursement for remote staff Free Museum and Zoo passes Pet Insurance and Bereavement Pay Fully stocked Free Healthy Food Fridge Use of Company s Private Jet Job Rotation Program Internal or external life coach 100% reimbursement Peer Mentor Program + How to Be a Mentor training LMS with 3600 courses available

31 Take Action

32 Your Recruiting Language Score Are you a Talent Attractor? Does your recruiting message differentiate you? h\ps://

33 Culture and values can AMPLIFY company and individual performance

34 Culture and values can amplify company and individual performance

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

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

37 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

38 Stop telling people about culture Show them! Your employees can collaborate visually to capture, enhance, and promote culture

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

40 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!

41 The Good Jobs Companies First-ever Company Culture Directory

42 Culture Quiz You have CULTURE whether you ve defined it or not!

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

44 Time to put Marketing back in Recruitment Marketing!

45 Apply to your own open jobs Quantify who you are - now Acknowledge the gap between the current and aspirational culture Determine metrics of success and inconsistencies Discuss Culture Consistently Promote who you are with transparency and authenticity

46 Thank you! Anne Nimke CEO, Founder