Recomendados
Recomendados
Mais conteúdo relacionado
Mais procurados
Mais procurados (20)
Destaque
Destaque (12)
Semelhante a Strategies for Hiring and Retaining Top Talent in the Digital Age
Semelhante a Strategies for Hiring and Retaining Top Talent in the Digital Age (20)
Último
Último (20)
Strategies for Hiring and Retaining Top Talent in the Digital Age
- 1. Hiring and Retentionin the hyper-connected era
- 2. Tour Guide Dan Arkind 15-years recruiting, mostly for startups
- 3. I build software This presentation is not about software
- 4. Recruiting tactics are well understood This is kung fu
- 6. Who is spending $$ marketing:
- 7. Jobs
- 11. It’s cheap and easy to find and contact EVERYBODY
- 13. It’s not what you say,
- 14. it’s what other people say…
- 15. it’s about the experience.
- 16. The market is never ever, ever, ever, ever, ever, ever ever, ever, ever, ever, ever, ever ever, ever, ever, ever, ever, ever ever, ever, ever, ever, ever, ever ever, ever, ever, ever, ever, ever ever, ever, ever, ever, ever, ever in a recessive mode for top talent.
- 17. it’s better if they find you
- 18. … and even better if they talk about you
- 19. Be a Magnet
- 20. SHARE
- 21. Turn employees into advocates
- 22. Turn interviewees into advocates
- 24. Prepared
- 25. Fun
- 26. Engaging
- 28. Light Filled
- 29. Modern
- 30. Comfortable
- 32. SCARED?
- 33. Step 1: Understand where you are
- 35. Candidates
- 36. Onboarding
- 37. Reviews
- 38. Departments
- 41. Step 2: Decide who you want to be
- 44. What you’re not
- 46. GO TO THE GYM before you open the kimono.
- 47. Transparency may not be right for you.
- 49. Invest in people
- 50. Listen and react to employees
- 54. Executive Sponsorship Headcount & Budget Long timeline
- 56. Power to the people
- 58. Success Criteria
- 59. Track Engagement
- 63. Help just a little bit more
- 65. Start with small experiments.
- 66. Give away more and more control.
- 70. Helps create and curate articles
- 71. Circulated to entire company
- 72. 1 click sharing
- 73. Goal = 1 a week
- 75. “We routinely turn away amazingly talented engineers because they aren’t entrepreneurial.”
- 78. Who they’ll get to work with
- 79. Who they’ll get to learn from
- 81. SUCCESS CRITERIA
- 84. TRACK ENGAGMENT Performance Reviews Surveys Make employees feel heard Celebrate and track success 1 on 1s: Motivations, Drivers, Needs
- 85. Focus on the right people FLIGHT RISK IMAPCT OF DEPARTURE “I made it my job to understand the motivations of all of our key people – and to make sure our managers understood them as well. This has to be high touch.” Dan Portillo, VP of Organizational Development Mozilla Corporation
- 87. Open dialog
- 90. Work with PR
- 91. Be a journalist
- 93. Own topics -- Drive dialog
- 94. … and be accessible
- 95. …or just pay
- 96. Blogs Q&A Sites Communities
- 98. Pick people and departments
- 99. Start small
- 100. Focus on engagement
Notas do Editor
- Who here thinks recruiting is about getting access to the right people?
- Recruiting is now about stories and promises.What are you going to get to accomplish?Who do you get to do it with?Is this an organization that looks out for it’s people and does what it says it’s going to do?
- More bad news. People increasingly don’t give a bleep what you are saying.
- And exposing this experience and making it good is a COMPETITIVE ADVANTAGE.Every good engineer in silicon valley knows Google’s recruiting process is broken. And they know they haven’t fixed it.
- The best people, today, can work anywhere, and switching is easier than ever.
- Not what you are hiring for… but who you are, why what you are doing is worthwhile.
- Not jobs, but what you do, how you do it and where you are going!It’s about being part of something, accomplishing something, being part of a team, with a strategy.
- It’s likely not what’s in the brochure.
- The bad is already out there… if you start promoting, it’s going to get worse.
- You can’t be all things to all people.
- What you are trying to accomplish, how you are different, and why to do it here.
- This might not be prettyThis may involve demotion and promotion around new critieraThis may invloveoffsites, and regorganization.
- … and that’s okay.
- … and that’s okay.
- … and that’s okay.
- This stuff ain’t free.Choose one leader, don’t try to change everything at once.
- This stuff ain’t free.Choose one leader, don’t try to change everything at once.
- Forgiveness, not permissionOne at a time, not everyone at onceUnderstand that stuff is going to go wrong.
- Don’t flip outUse common sense
- Understand how critical each hire is.Understand their potential flight riskUnderstand their engagement level