Selecting Candidates for Engagement and Retention Presented by Shannon Vincent Principal Consultant Avatar Solutions
Agenda What is Engagement? Dispelling Recruitment Myths. Engagement Best Practices. Generational Hiring Tips. National Trends. Final Thoughts. 2
DEFINING EMPLOYEE ENGAGEMENT 3
Defining Employee Engagement Employee engagement is a strong desire to be part of the value an organization creates. 1. Engaged employees feel a strong emotional bond with their organization 2 Engaged employees feel a strong emotional and intellectual bond with their organization. 2. Engaged employees exert 3 discretionary effort to provide better outcomes for their organization 3. Engaged employees become coowners of their own engagement and commit to improve Engaged employees become co-owners of their own engagement and commit to improve. 4
Employee Engagement 70.9% of employees are not fully engaged. Source: HR Solutions National Employee Engagement Study
Why Engagement Matters What a great experience! Everyone was so helpful! I m definitely going back! 6
DISPELLING RECRUITMENT MYTHS 7
Recruiting Myths - Busted Myth #1 Education and employment history are the most important factors to consider when evaluating job applicants. Busted Although education and work experience are important, these alone are poor ways of assessing a candidate s fit and skill set. 8
Recruiting Myths - Busted Myth #2 Establishing extremely narrow criteria for qualifications will help weed out the candidates that will not succeed in the role. Busted Setting narrow criteria can actually exclude the top candidates. A more effective way of determining fit and qualifications is through behavioral interview questions. 9
Recruiting Myths - Busted Myth #3 An interview is the hiring manager s opportunity to assess the job candidate. Busted An interview allows the employer and job candidate to assess each other and determine a mutually-beneficial fit. A good interview is a strong informational exchange, not a one-sided conversation. 10
Recruiting Myths - Busted Myth #4 One person should be tasked with conducting the interviews. Busted Allowing multiple interviewers to assess different aspects of a candidate s qualifications and fit generally yields a more accurate and thorough evaluation. 11
IDENTIFYING A CANDIDATE S FIT 12
Social Media Recruitment Recruitment options are changing LinkedIn - 97% Facebook - 51% Twitter - 49% Google+ - 19.1% Pinterest - 3.6% Source: http://jobsearch.about.com/b/2013/02/06/social-media-recruiting-2013.htm 13
Recruitment Measures Look for candidates that have a natural disposition to become engaged employees. Positive Affect. Internal Locus of Control. Conscientiousness. Adaptability. Alignment. 14
Recruitment Measures Tools for Selecting Engaged Employees: Develop a list of non-negotiables. Situational judgment interview questions. Structured behavior interview questions. Personality assessment. Combination of multiple methods. 15
ENGAGEMENT BEST PRACTICES 16
Pitfalls in The First 90 Days New hires not made to feel welcome and valued. Work environment does not inspire pride. Lack of connection to big picture. No access to training or mentoring. No feedback mechanism in place. Managers are not empowered to be great leaders. 17
Top Drivers of Engagement Engagement initiatives should start from DAY ONE. Top Drivers of Engagement: Job Content. Leadership. Organizational Culture. Recognition. Career Development. 18
Getting Employees Involved in Their Own Engagement Don t make the mistake of focusing efforts to increase engagement solely on management. Empower employees to learn their own level of engagement. Encourage employees to take ownership of their engagement. 19
Ways to Retain Engaged Employees Based on Avatar Solutions Exit Survey Data 20
GENERATIONAL DIFFERENCES 21
Generational Issues Address generational issues before they arise. Understand the generational cohorts within your organization. Tailor engagement strategies to mirror the evolution of your employee population. Leverage the strengths of each generation to foster collaboration and innovation. 22
Workforce Generations Source: http://www.bls.gov/cps/cpsa2010.pdf
Attraction Tips Recognize and utilize what drives engagement among workers of all ages. Offer benefits and flexible work options that will attract different generations. Post job opportunities through various media. Clearly outline job requirements in postings.
NATIONAL TRENDS 25
National Trends Flexibility. Virtual Work. Diversity. Career Movement. Corporate Social Responsibility. Fun.
Closing Thoughts Do not wait to engage your employees. Leverage the key engagement drivers to build a culture that attracts and retains top talent. Hire new employees that are a good fit for your organization. Maximize generational strengths and national trends. 27
Shannon Vincent Principal Consultant Avatar Solutions shannonv@avatarsolutions.com 312-863-6132 @EngageEmployees Questions or Comments? avatarsolutions.com/emporium THANK YOU! blog.avatarsolutions.com 28