2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need)
1. Get Your Match On
Finding and keeping the talent you
need and WANT
presented by:
Meg Greenfield
www.cevforbusiness.com
Interim Director
facebook.com/CenterForEconomicVitality
4. The Bellingham Stories We Hear…
Bellingham is a great place to live
Relatively low job turnover
People know each other, it’s a close-knit community
Whatcom County has a low wage rate
It’s hard to find talented labor
Problem with finding staff who juggle work/life balance effectively
5. Macro-Economic Job Factors
Percent of Percent of
Avg. Annual Avg. Annual total total
Opening Due to Opening Due to Openings Openings
Growth 2009-2014 Growth 2014-2019 2009-2014 2014-2019
Whatcom County 560 588 3% 3%
Seattle-King 11237 12625 54% 56%
Total State of
Washington 20653 22456
6. Comparative Salaries
Salary Differentials
Network and Computer Systems
Administrators
87%
Computer Systems Analysts 81%
Computer User Support Specialists 83% Percent of Salary State
Percent of Salary King County
Computer Software Developers, Applications 82%
Computer Programmers 89%
70% 72% 74% 76% 78% 80% 82% 84% 86% 88% 90%
8. Your Story
Take the time before you begin a search to know
your organization
• Internal assets survey
• Community and customer feedback
Understanding that it’s great to be
you
9. Your BIO
Who are you and what do you do that is totally
unique?
Who and what do you want to be good for?
10. What do you really truly want?
Hiring to and understanding your culture
What’s the role of diversity of opinions?
How do you hire to match?
11. Meet Bill and how he talks about himself
He’s really good at:
Air guitar
Firecrackers
Hiding things
pArtying and halfing a good time
Shooting paintcans at the dump
and also ravens*
*this is Bill’s profile verbatim
12. Meet Bill V 2.0
I’m a family focused guy
I run a multi-generational
family business
We help people in times of
need
13. Always be curious about the worst picture
Being true to culture means that you say
no and you exclaim yes!
Dare to decide to be a bit awkward
14. How to date
Did you do your homework?
Are you asking relevant questions?
Are you tempting?
Are you getting to tough conversation points?
15. Balance authentic with awkward
Ask the awkward and unpredictable
Appropriately vulnerable
The oversharing moment
Remember, everyone is being interviewed
16. The Terrible Third Date
When the hire goes wrong
The problem of inauthenticity
Truth and illusion
Perception and value
18. Retention Issues
Are you continuing to wow your staff and think of each
as a new proposition?
Compensation
Do you use performance evaluations as an opportunity
to benchmark your organization?
Is the organization receptive to feedback?
19. How to be always really truly real
If your brand value proposition is…
If your value proposition is…
21. Connecting
Meg Greenfield
Meg.greenfield@wwu.edu
Cevforbusiness.com
360-733-4014
Editor's Notes
Whether an independent contractor, large employer or job seeker owning your voice is critical to engaging others and staying engaged yourself.Question of what you are looking for and how to recruit and retain to that. How can you continuously convey culture?We are talking about matching because it is exactly that, a two way participant cultureI’m going to argue today that your most important customer is your employee
Matt told me he was an investment banker from London. This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hire
This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hire
How many of you continue to be challenged even with these selling points? These come later
How many of you continue to be challenged even with these selling points? So we know that the majority of jobs are in king county…These come later
How many of you continue to be challenged even with these selling points? So we know that the majority of jobs are in king county…These come laterCost of living is similar
Most of us spend far more time with co-workers than with our families. And yet there is often much inauthenticity and lack of commitment during the processWe’ll discuss this from both perspectives of the match. The job seeker and the company that is hiringEach hire establishes and reinforces cultureWhen you hire new staff you are nearly restaffing the current organization too
This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hireTake time to clearly craft the job description
Research and needs assessmentHow much of the photo and bio do you own?
The key thingThis starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?
Dare to ask the awkwardWhy? Because ultimately it is the way that you want to be seen.Checking Facebook and online presenceGlassdoor
Is the hiring committee on the same page regarding their wants and needs?
You may set the stage for something that is completely inaccurate
There’s nothing worse that a bad third date
There’s nothing worse that a bad third dateWaste of 10k or more in re-hiring process