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Rethinking Employee Engagement
- 1. Rethinking Employee Engagement: Strategies Starting Day 1 Michelle Stedman, BirdDogHR
- 2. Today’s Presenters Michelle Stedman Talent Acquisition Strategist BirdDogHR Ann Torry Marketing BirdDogHR
- 3. Agenda • Talent challenges for 2016 and beyond • Recruit & Hire Top Talent • Onboarding for success • Leadership styles that motivate • Goals & Long Term Career Planning • About BirdDogHR • Q &A
- 4. People Management is Changing Collaboration Career Planning & Succession Mobile Workforce Competitive Recruiting Environment Alignment Impacts Success
- 5. Top Recruiting Challenges for 2016 and Beyond 1. Growing Levels of Employee Turnover 2. Competition for Talent 3. Candidates negotiating from a position of power 4. Difficulty finding qualified applicants with the skills to succeed
- 6. Focus on your employment brand
- 7. The Central Hub: Company Career Page 1. Reflect Your Culture 2. Tell Job Seekers What Makes You GREAT 3.Awards and Recognitions-Credibility 4. Links to Social Media 43% of employees from referrals and company career pages stay longer than THREE years 80% of job seekers actively use company websites to find out more information before applying for a job
- 8. Mobile Recruiting • Optimize your career page for mobile use • Post your ad to job boards with mobile application apps • Test run your mobile application process for maximum candidate experience
- 9. Poll Question • Where do you have the most success finding candidates? • Employee referrals • Our website career page • Job Boards • Career Fairs/NewspaperAds • I don’t know
- 10. Referrals • The key to referrals is making it worth their time • Include and advertise your referral program to: • Employees • Vendors • Alumni Employees • Candidate Referrals • Customers
- 11. Interviews Must be Compelling • Sell the company to the candidate • Focus on culture, career paths, what makes you great/unique • Keep your hiring process transparent • Create a positive interview experiences • Know what the candidate needs to accept the job
- 12. Offers Also Must be Compelling • The recruiter, hiring manager and HR must uncover what is going to ensure the candidate will accept • Ensure compensation is competitive • Acompelling offer can detail: • Signing bonus • Stock options • Flexible schedule • Defined career path • Move quickly
- 13. Top Recruiting Challenges for 2016 and Beyond 1. Growing Levels of Employee Turnover 2. Competition for Talent 3. Candidates negotiating from a position of power 4. Difficulty finding qualified applicants with the skills to succeed 5. Retention becomes very important
- 14. Retention the New Recruiting Replacing an employee is expensive – estimated to cost at least 20 percent of the person’s annual salary
- 15. Poll Question • Do you have an active onboarding program for your current employees? • Yes, we have an active long term onboarding program • Yes, but it is short and could be better • No, we do not have an active onboarding program
- 16. It Begins with Onboarding • Protect your recruiting investment • Define and train toward employee success • Build rapport with company • Clearly defined picture of duties • What is expected • Inspire to become productive
- 17. Easy Suggestions to Get Started • Send a welcome gift and note to new employees • Send the first week’s orientation schedule and new hire paperwork prior to the start date • Share the responsibility among HR and other departments • Send a survey • Go paperless
- 18. Leadership that Motivates • Great leaders know that people are naturally motivated when they understand why they are doing something • The best leaders put the correct conditions in place to ensure people gain this deeper connection.
- 19. Link Performance Reviews to the Why • One time per year reviews are a thing of the past • Collaborative approach • Align employee activity with business goals • Have valuable business discussions • Clarify expectations • Build employee commitment by involving them in the process
- 20. Employee Engagement Trends • Pulse Surveys • Peer to peer recognition • Collaboration • Workplace giving/volunteering
- 21. Rewards of Engaging and Developing Your Employees Increase employee performance by 40% Source: Based on linkage case studies using Hay Group’s global normative database Decrease employee turnover by 14% Increase customer satisfaction rates by 18% Multiply your financial success by 4.5x $
- 22. Set Goals Make a Plan Get to Work Stick to It Reach Goal Start Goal Planning Today
- 23. Goals Vision & Strategies Business Unit/Dept. Goals Ind. Emp. Goals/Action Plans Broad Specific Goal Setting S M A R T Specific Measurable Attainable Relevant Time-Bound
- 24. Career Paths - Succession • Obtain executive buy-in and create a plan for success • Strengthen your employee data • Integrate talent management functions • Consider integrated systems as part of the solution • Don’t just diagnose — prevent • Become more strategic
- 25. Automation Will Save Time • Simple and FastAdministration • EASY– system generated • Faster and Easier Completion • Time is Money – Cost Savings • Improved EmployeeAlignment, Productivityand Performance • Giving Manager’s more time to develop their employees • Actionable Results How Managers Spend Their Time 10% Developing People 90% Administration Source: Workforce Management
- 26. Strategizing Your Future • Build up your employment brand • Retain to lessen need for recruiting • Focus on onboarding • Motivate through leadership • Strategic use of goals • Plan for succession
- 27. Complete Talent Management Solution Recruitment and ATS Onboarding Performance Learning Succession Cloud-BasedTalent Management Software Managed Services FasTrack Premier Source Assist Drug and Background Screening
- 29. Resources Now Available at BirdDogHR.com
Notas do Editor
- Add stuff about surveys ajlgkladjga
- As the economy continues to improve and the job market rebounds, some employees will decide to explore different job options. When 2015 drew to a close, the U.S. job market showed signs of strength. The Bureau of Labor Statistics reported that employers added 292,000 jobs in December which was the largest gain all year.
- When you strip away the pay and the benefits, you are left with the company itself. When the economy was recovering, even companies with poor brand images could hire employees because the employees needed the work. But according to a presentation delivered by LinkedIn, that has now changed. Companies are working to improve their brand image and create a situation where quality employees will want to work for a company based on its reputation.
- Cindy One way to start with marketing your brand is to start with company career page and imitate it to your social media profiles From social media to job boards to career sites, job seekers use 18 different sources on average before hitting the apply button. Be where your candidates are, and find a way to tell your company’s story in a compelling way so you can differentiate yourself from competitors. A big part of recruiting is having a great company website and career page that will attract candidates to your company. If your website’s careers page isn’t delivering quality applicants, perhaps it is time to revisit it’s message! 80% of job seekers actively use company websites to find out more information before applying for a job! And..43% of employees from referrals and company career pages stay longer than 3 years! So, with that being said, your career page needs to do a few things. Reflect your culture and tell job seekers what makes you great—give folks concrete, compelling reasons to apply. What are your perks and benefits that you have that your competitors don’t? Potential applicants are interviewing you so make yourself look good! Some ideas could include, a day in the life video from an associate, community commitment/involvement and tell the world what makes you great. It is okay to Brag a little!—show off some great awards and recognitions you have worked so hard to achieve. Be sure to link to your social media outlets- we don’t want to clog our websites/career pages with too much information that it is overpowering.
- Michelle Applications need to be quick and easy! A jobseeker has about a 1min43 second attention span! If we like it or not, we are in a new age of recruiting! We have to stay on top of new trends and think outside of the box to engage potential candidates. #1. Get mobile: 1 billion job searches performed on mobile devices each month and 87% of companies are NOT investing adequately in mobile friendly equipment. You are missing!! 37% of millennial job seekers alone expect career websites to be mobile. Mobile phones have made the recruitment process easier for both parties, streamlining communication, job searchability, and the application process. As long as companies take advantage of mobile recruitment best practices, they can connect with great mobile-using candidates with ease. 77% of Millennials are on smart phones & they use them 14.5 hours a week! 50% Access the internet more often through their phone than their computer. #2. Use video: Use video to tell about company with testimonials from clients or interviews with current employees. We also see more and more companies using video interviews as part of their recruiting strategy.
- A company MUST spend time selling themselves to the candidate in the interview Focus on culture, career paths, what makes you great throughout Keep your hiring process transparent Ensure your hiring managers are providing positive interview experiences Know what the candidate needs to accept the job
- Very recently I had a conversation with the COO and CFO of a client regarding a top candidate who had turned down an offer. They were shocked and confused. They had offered the candidate the compensation she requested and had thrown in a few small perks, but it unfortunately wasn’t enough to seal the deal. Ultimately that candidate (who had multiple offers on the table) accepted another offer. Why? Not long ago, during the down economy almost every offer was accepted. However, things have changed. In today’s competitive marketplace, top candidates are receiving multiple offers. That means your offer process must be updated and fine-tuned. Welcome to the days of the compelling offer… - See more at: http://www.helioshr.com/2015/11/how-to-make-the-best-compelling-offer-to-top-talent/#sthash.heVjb3Mf.dpuf
- Adding Retention is important. All the first four challenges can be more manageable if you are retaining your employees
- Retaining your employees is critical for any business. First off, replacing an employee is expensive – estimated to cost at least 20 percent of the person’s annual salary – and, more importantly, consistently losing strong employees is a surefire path to mediocrity.
- You put a large investment into recruiting – why waste this to lose the employee in the first year? To gain long-term retention success, solid onboarding programs should be more about the new hire—customized to helping him or her succeed. Build rapport with company Clearly defined picture of duties What is expected Inspire to become productive Retention statistics show that almost 50 percent of new hires resign from their jobs within the first year and experts within the talent management field believe that there is a direct correlation between poor new hire retention rates and weak or non-existent onboarding processes. You put a large investment into recruiting – why waste this to lose the employee in the first year? The traditional orientation and onboarding process has typically been about bringing a new hire in and focusing on the company’s identity and immersing the new hire in its culture and processes, while putting less emphasis on the new hire and what he brings to the table. To gain long-term retention success, solid onboarding programs should instead be more about the new hire—customized to helping him or her succeed. The following are just some of the goals that should be targeted in onboarding: - Gets the new hire familiar with the company, its culture, mission, goals, and processes - Helps new hire establish a rapport with other colleagues, hiring managers, etc - Makes the new hire feel comfortable in his/her role, a clearly defined picture of duties - Learns what is expected of him/her - Inspire the new hire to become productive faster - Make the new hire confirm that he/she made the right decision by joining your organization; feels encouraged that he/she is in the right place
- Send a welcome gift and note to new employees, such as a promotional item emblazoned with your company’s logo or a personalized letter from your CEO. This small effort can make a new hire feel valued and excited about your company. Send the first week’s orientation schedule and new hire paperwork prior to the start date. Human Resources should send the employee a welcome packet that contains new hire paperwork, including benefits materials, tax forms, and Form I-9. Request that the new employee bring the completed forms to work on his or her first day. This frees up time for more useful first-day activities. Share the responsibility among HR and other departments. Onboarding is most effective when hiring managers and senior executives are involved in a cohesive, structured way. Prepare a plan for each division or department to delegate roles and ensure that orientation goes smoothly. Set up the new employee’s work station before the employee arrives. Have the employee’s phone, computer, email account, business cards and keys or security badges ready and waiting. Test all equipment before the employee arrives. Go paperless. Forward-thinking companies automate new hire administration. A web-based employee onboarding system streamlines the process by eliminating data entry and improving accuracy. Also, instead of overwhelming employees with information during the first few days, an employee portal serves as a useful tool which employees can consult long after the initial orientation.
- Human beings all deeply want to believe in something. It’s in our basic human nature. If you want to motivate your employees and attract customers and investors with ease, one of the most vital things you can do is give them a “why” to believe in. There is a fascinating study done by Dr. Adam Grant and his colleagues who worked with call center employees at the University of Michigan. These employees had the unenviable task of cold calling alums to ask for money. One of the groups in this study was able to meet a scholarship recipient and talk to him first hand. The scholarship recipient talked about how much the scholarship had changed his life, and he thanked the people in the call center for their hard work. Once the call center workers realized how their work had an impact, they became motivated to work harder and the group’s weekly revenue increased an amazing 400%. In national surveys over the past three decades, the vast majority of Americans have identified meaningful work as the single most important feature that they seek in a job.
- If you are only interacting with your employees every few times a year, your employee engagement level will continue to be low. Asking Questions applied to more frequent feedback are what is going to get you to engaged employees.
- Pulse Surveys Real time measurement of employee satisfaction Improved employee engagement Positive company culture Allow for analysis of improvements over time Peer to peer recognition Collaboration
- If you establish ways to reward your employees and develop their skills and capabilities, you will see the above.
- A firm strategy of how we are going to make this happen. What is our strategy. Have clear goals identified from the CEO/President is again, where it needs to start. Once the strategy has been defined, now we have to figure out how we are going to get there. That is where the goals come into play.
- Create Goals for your employees. Your company can’t expect employees to succeed in the long run if their goals aren’t aligned with company goals. Develop employees to overcome obstacles and prepare them for future roles in your organization. Start off with the company vision and strategy, move more into the department goals, then hitting on the specific individual goals. When developing goals, make sure to always keep in mind the SMART acronym.
- Not too mention how much time can be saved. Managers spend approximately 90% of their time doing administrative work and only 10% developing their people. With employee engagement a huge priority for most companies, this statistic needs to change quickly.
- Integrated approach: An organization must integrate all segments of the talent management life cycle – recruitment, development, retention and transition – in advance of any need. Such integration makes it easier for an organization to hire, develop, engage and retain top talent – activities that drive competitive advantage and bottom-line results. The organization also needs to establish clear goals for talent management that directly align with the organization’s business mission and strategy. Clearly defined roles and competencies. Organizations that routinely achieve or exceed their business objectives tend to have well-defined roles and competencies that align to the organization’s business objectives, drive performance improvement and support individual productivity. Role and competency design must be a highly collaborative process that involves gathering incumbent input, performance metrics, best practices and validation. Detailed career mapping. By creating detailed career maps for high-performing employees, the organization helps these individuals match their long-term professional goals with opportunities within the organization. Specific action steps can be identified to properly develop, retain and engage employees to achieve multiple career paths within the organization. To reduce deficiencies among current talent and prepare employees to meet future business needs, the organization should create learning maps and training activities appropriate for its workforce and individual employees. Specific organization and employee development needs should determine the approaches used for learning and development. To shorten the learning curve and reduce gaps in knowledge, the organization can employ such approaches as on-the-job experience, mentoring and coaching, peer advisors, family counseling, training and education and other opportunities for development. To attract, retain and engage committed and productive talent, an organization needs to identify and focus on what matters most to employees and potential hires (which may include factors such as competitive pay, career advancement opportunities and work-life balance). Effective use of recognition and rewards improves engagement, which in turn leads to improvements in employee and customer satisfaction and retention as well as growth in revenues and profitability. Talent management technology is becoming increasingly necessary and an effective way to manage, measure and report on the success of your overall talent management program. Tools for such talent management components as workforce planning, performance management and competencies can make decision-making easier. Cloud technology has transformed HR and the employee experience more rapidly than any other business area. The tighter integration and better communication that it allows has seen HR become a much more strategic and controlled discipline than ever before. It has also empowered employees with intuitive tools for their careers – tools available 24/7 on web, mobile and tablet. This is the future for HR and for global mobility in companies, big and small.
- You’ll see some names that you recognize on this list and perhaps a few that you don’t. I do want to tell you a quick story about Asplundh tree experts. They are a nationwide company that delivers tree trimming and removal services. They are also a federal contractor (removing trees from highways during storms etc…). They have 30,000 employees and many of them are seasonal. Prior to using BirdDogHR they were accepting employment applications from the backs of trucks and because of this they had been audited by the OFCCP. Fast forward to 12 months of using the BirdDogHR ATS and they had already saved over $150,000 in recruiting efficiencies and had a returning OFCCP auditor walk in one of their offices and turn around and walk back out saying “you have BirdDogHR for your processes – you are covered.”