Recruiting & Maintaining TOP TALENT A Very Strategic Approach to Finding & Keeping the Great Resources! National Association of Counties 2014 Chris Daniel, PMP
About the Facilitator Former Federal Employee, turned consultant o Organizational Development o Work of Leaders, Strategic Direction o Communications as Leverage for Ultimate Success o Fun & Engaging Government Specialties o Helping County Gov t Leaders Release People Skills o Coaching Managers & Supervisors to Enhance Leadership Behaviors o Partnering with new leaders to propel the most important government initiatives and receive major acclaim in their respective communities Charles County, Baltimore County, Anne Arundel, District of Columbia
Why are on in this webinar at this very moment? There s a new workforce brewing. New leaders are preparing to take our organizations to the next level. We have to figure out how we can play an important role in selecting the next person to replace us, to ensure government organizations thrive for the next 20 years. Open dialogue, in a fair, fun, non-threatening atmosphere. Actions to align with our next steps. Next steps that are concrete. A sense of community in this effort.
Workshop Objectives Define the County Government Landscape What is it now? Traditions Define the Specific Roles We Need & Why Understand the Talent pool Generation, education, background, strengths, potential, value, ROI Align Candidates with Strategic Goals Growth, competency, diversity, leadership, etc. The Interview Pre-Game: Selection & Inquiry Game Time: Questioning Techniques Overtime: The Follow Up, Negotiations & Concessions WTDN (What To Do Next) Keys to Retaining ( & Attracting) Top Talent Introducing 6S in the Process to Keep it Going (BONUS)
Tell Me About a Tradition in Your Department. In the chat dialog, list the one tradition you have in the office/department. Go! 1:00 minutes
Tell Me About a Tradition in Your Department. Thanksgiving Day Turkey Bowl Swim the Potomac Local Marathon Feed the Homeless Adopt-a-Child on Christmas Family Dinners Happy Hour Fridays Ugly Sweater Parties Jeans on Thursdays Book of the Month
Traditions Help us bond Make us stronger as a unit Give us stability Embrace our Diversity Expand Our Thoughts But...
Traditions Might Also... Lock Us In to Poor Habits Keep Us Stagnant Limit Our Thinking Stifle Our Innovation... If Traditions aren t Proactively Challenged to something: FUN INTERESTING EXCITING... FREQUENTLY!
Creating New Traditions In the Way We: We Model Exceptional Behavior People do what they see, not what you say. Seek Quality, not Quantity Define Success Create Opportunities
Self-Leadership New Tradition Ideas In 2014: What are you personally willing to improve and measure this year and make known? (e.g.. meditating, journaling) Group/Dept. What can strengthen us consistently? (e.g.. happy hour, bowling night, golf event) Organization What will make us more recognizable this year? (e.g.. annual awards, pass the trophy) Philanthropy What can we do to improve our local community? (e.g. feed the homeless, build a ramp)
By Committing Right Now to Improve Our Traditions, we transition from the Traditional (Quantity) Mindset, to...
The Global (Quality) Mindset! Innovation is King! Ideas Are Challenged (for Strengthening) New Customer- Focused Service are Born Government is a Breeding Ground for NEW LEADERS
We Start by Defining Our Ideal Culture
Culture is a little like dropping an Alka- Seltzer into a glass-you don't see it, but somehow it does something. - Hans Magnus Enznsberger
The question to ask yourself is: Would the culture in our department easily accept: ALL of THEM... AT THE SAME TIME?
Questions to ask at your next meeting: - What is out culture here? - (it s probably different from what you think) - How would we describe our department? - (listen for adjectives) - How do we want to be perceived by our customers? - What is the #1 thing we can do to keep/move us in a better direction? Who would like to lead this initiative?
Which 3 qualities do NEW HIRES need the most?
The Quality Debate Pre-Interview Analyze Your Need Analyze Your Culture Interviews Strategically Select Your Talent Pool Make the Process Proactive (Multiple Types of Interviews) Ask confidence-geared/situational questions (projects, interviews, role plays) Onboarding Do it RIGHT! Take the time to ensure success here. Follow-up (weekly, bi-weekly, monthly, quarterly) Sustaining Ongoing Development (projects, conferences, mentoring, coaching, other jobs*) Engaging Performance Reviews
Does our Culture Integrate Well with Newcomers? Ask Yourself: Why Would She Want to Come Work Here? What is our work-life balance? What is our telework policy? How will she advance? When will she lead? How will we treat her the first 45 days? What will the other team members do to welcome her?
Our Needs, Specifically Do we need a program or person? How vital is this role and why? Is this just to replace a lost person, or is it really to streamline the department/organization? How can we create a hybrid matrix (fewer people are more productive) with the addition of the new person? Will she be managing tasks or people? Will she thrive here, and will we prepare her for the next level? Litmus Test: Ask a few of your employees who have been working for less than 1 yr to answer these questions (honestly, without recourse).
So, we ve recognized we need a Shining Star. Now What? Todays Talent Pool Multi-generational Driven by different things ($, WLB, Family Needs, Extracurricular Activities, Recognition, Progression, Globalization) More Mentally Skilled Degrees, Certifications, Mentoring, Coaching Just Maybe Not 15 yrs. Of Experience MAY BE A GOOD THING! Innovation is the new economy Adapt Quickly & Expect the Same in Return
The Interviewing Process: Before, During, After Pre-Game Sources of Selection (ads, referrals, previous employees, placement programs, job fairs, etc.) Social Networks (LinkedIn, Facebook, personal websites/blogs, etc.) Articles, Achievements, Accolades Skype/FaceTime, Text, Phone Interviews (1-3 Questions Max!) Game Time The REPRESENTATIVE is coming! Questioning by BOTH parties The Environment PANELS aren t always the best solution. Overtime Their Follow-Up & Yours Finding the Right Fit is Usually a Gut Instinct Salary Negotiation and Schedule Flexibility
Pre-Game Creative Interviewing Tips Schedule the Interview for an off-time (11:20 am, 1:50 pm, 3:25 pm) Send a case study and have candidates present findings (without PowerPoint) Bring in 3-5 applications simultaneously to engage in a problem-solving activity to solve a company issue Game Time Panel of Experts: including the office assistant (everyone prepares 1 question) Go Outside! Use an alternative meeting space for applicants. Off-white walls can be intimidating Notice body language: 93% of communication is Non-Verbal! Overtime The 48-hour Rule is Alive & Well 3 rd, 4 th or 5 th Interviews Anyone? Indeed.com for Salary Comparisons
We ve Decided: Now It s Time to Develop. Mentoring Use successful team members within the department to mentor new hires within the first 90 days Coaching Professional Coaching is the next best step to developing talent and having them tell their friends how exciting it is to work for you. (Attracting more bees to the honey!) Career Path ing Collaborate with new hires between day 90-120 to develop a career path. Keep Applicants in Pool Ask for Referrals-Give Incentives
WTDN: What To Do Next? The 1% Solution In the chat dialog, list the one (1) most pivotal item you re taking away today. 30 seconds And GO!
*BONUS* Interview Questions to Reveal Top Talent 1."Looking back through your career, what are some common themes? What are you known for? 2. "I'm going to give you a list of five things. While they're all important, tell me the one thing that is most important to you in making your next career move. Is it money, recognition, stability, challenge, or environment? 3. "In what type of environment do you feel you thrive? What types of work environments or working conditions would you prefer to avoid? 4. "Tell me about the best boss you ever had. 5. "Tell me about a time when your performance let someone down. Why do you think that happened? What did you learn from that experience? What would you do differently now, knowing what you know?"
THANKS for your participation. CATCH ME LIVE AT THE 2014 LEGISLATIVE CONFERENCE IN DC & GET THE NEW BOOK CONSULT IN JEANS! Upcoming in the NACo Leadership webinar series: The Multigen. Workforce: The 5 th Generation is Here! (5/15/14) Quick & Dirty 6Sigma for County Gov t (9/24/14) Managing Up: How to Manager Your Manager (11/12/14)