Mais conteúdo relacionado Semelhante a Ag 1 source-FWAA (20) Ag 1 source-FWAA1. Recruiting and Retention Strategies for
Businesses of Every Size
Mike Smith - President – Ag 1 Source
Presented December 10, 2013 to:
FWAA Conference - Pasco
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
2. What has changed in Agriculture?
• The consolidation in Ag Business and farm level
economics from 1986-2005 pushed many people out
of Ag—We probably won’t get them back
• Very limited supply in rural areas
• The graduation rate of Ag degrees for Ag jobs has
been decreasing at 3% per year
• 50% of the agriculture employee base will retire in
the next 10 years--Baby Boomers
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
4. Changes in Overall Employment
In 5 years, the
overall U.S.
employment is
expected to
increase by about
12 million.
•
Source – Georgetown Univ.
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
5. The Education Component
• The U.S. Demand for college educated is outpacing
supply at a rate of 300,000 per year.
• By 2018, the postsecondary system will have
produced 3 million fewer college graduates than
demanded by the labor market –
–
Source – Georgetown University Projections of Jobs and Education Requirements
• From 2010 to 2015 - Agriculture needs 54,400 new
college graduates each year / Supply – 53,500
–
Source - Purdue/USDA publication Employment Opportunities for College Graduates – Goecker, Smith, Goetz 2010
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
6. U.S. Employment Trend - 10 Yrs.
© 2013 Ag 1 Source
Labor Force Statistics from the Current Population Survey –
Employment Level- 25yrs and older www.bls.gov
7. The Education Component
Question – Do we have an unemployment problem…
or, do we have an education problem in the U.S.?
Reference – Bureau of Labor Statistics
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
8. Changes in Overall Employment
In 5 years, the
U.S. demand for
some level of
college educated
will exceed 2/3 of
overall
employment.
•
Source – Georgetown Univ.
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
9. U.S. Employment age groups
Workers Aged 55 To 64 will nearly double as a
percent of the work force from 2000 To 2020.
(According to BLS)
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
10. Today’s Younger Employees
•
Fewer Have Direct Agricultural
Backgrounds.
(UC Davis Claims Less Than 5% In The College Of Ag Have Ag Backgrounds.)
•
•
•
•
Since 2005, more Ag Background
Students Are Returning Back To
Their “Baby Boomer” Parents’ or
Grandparents’ Operations.
Student Population Is Now Almost
60% Female - 40% Male: Complete
Reversal From 5 Years Ago.
Gap in mid-career employees –
about 35-50 in age
Fewer are married – commitments?
The most trusted and reliable recruiting firm in the agriculture industry
11. The Current Ag Talent Perfect Storm
Ag Background
Applicants
Total Labor
Supply
Aggressive
Competitors
Retirements
Turnover
The most trusted and reliable recruiting firm in the agriculture industry
12. Compensation Trends - Agronomy/Seed
$110,000.00
Midpoint Salaries by Year
$100,000.00
Midpoint of Seed DSM
Positions
Midpoint of Agronomy
Retail Positions
$90,000.00
Midpoint for Seed Retail
$80,000.00
Midpoint for
Bioscience, Nutrition &
Chemical
$70,000.00
$60,000.00
$50,000.00
$40,000.00
2005 2006 2007 2008 2009 2010 2011 2012
Notes
**393 pieces of data were used for Seed
DSM
**624 pieces of data were used for
Agronomy Retail
**31 pieces of data were used for Seed
Retail
**177 pieces of data were used for
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
13. Compensation Trends - Equipment
$160,000.00
$140,000.00
$120,000.00
$100,000.00
Midpoint of GM/ Sales
Mgr Positions
$80,000.00
$60,000.00
Midpoint of
Parts/Service Positions
$40,000.00
Midpoint of Sales
Positions
$20,000.00
$0.00
2008
2009
2010
2011
2012
2013
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
14. Situation Summary
Employers – If you are looking for a mid-career – B.S.
degree of higher, experienced, and located close by –
You may already have a problem!
If you thought you were dealing from a surplus
situation – think again.
Decision time – Where to start…
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
15. Retention is Key to Succession – First…
Build your Bench Strength - Steps:
1.
2.
3.
4.
5.
6.
7.
8.
Solid Definition of your target
Reducing Current Turnover
Internal Communication
Define your company’s Employee Value Proposition
Look at Performance & Behavioral vs. Skills
Streamline the hiring process
Find Flexibility
“Destination Employer” characteristics
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
16. Your Talent Pool
• Where are you going to find your replacements?
• Don’t use a Talent Surplus process (weeding out the
weak) in the midst of a Talent Scarcity.
• Yes or No?
– Is there a shortage of top talent for your critical positions?
– Are you still positioning traditional job descriptions that
emphasize skills and experience?
– Would you like to see more top performers for these
positions (pool is too small)?
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
17. Do you source Active or Passive? -- Target
• (Active Seekers) a.k.a. “Job Changers”
– They will keep the job if the future aligns with their future aspirations
– From Career Builder 2013 Hiring Survey – “Nearly 35% of people
begin preparing for their next job within weeks of
starting a new one”
• (Passive Seekers) a.k.a. “Career Changers”
– The key is in the value of the Future - It aligns and they joined for
the right reasons
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
18. The Job DescriptionGone -days of lines of people applying
• Millennial Candidates do not like –
– Minimum Job Requirements - Limit requirements to 7
• Turn job descriptions into Career Statements
– Explain your Company Value Proposition
– Display your excitement about your company’s future
•
•
•
•
Work and Life Balance
Show your technology
Be clear about the job’s objectives – quantitatively
Show their potential path
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
19. An Employee’s Contribution
Growth & Impact
Early-birds
• Over Time, an employee’s contribution begins to peak and then falls off
• Somewhere before the Peak, a Candidate Turns from being Passive to
15%
9%
8%
an Active Job Seeker
• This curve starts over with increased responsibility; i.e. a promotion
Passive Candidate
Active Candidate
28%
Source: 2011 LinkedIn Survey of
4,550 fully-employed professionals
Time
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
20. Candidate Decision Process
28%
Super Passive
Major Life Change
40%
15%
9%
8%
Explorers
Tiptoers
Searchers
Networkers
Hunters &
Posters
Career Move
Better Job
Good Job
Lateral
Any Job
Passive
Active
High Job Value Proposition
Low Job Value Proposition
Job Value Proposition
Low Urgency
High Urgency
Urgency
2011 LinkedIn Survey of 4,550 fully-employed professionals
The most trusted and reliable recruiting firm in the agriculture industry
21. The Passive vs. Active Difference
Most candidates that
apply to jobs on their own
are “Active” applicants –
17% on average of the
work force
Passive - 83%
Active
Active - 17%
Explorers - 40%
Active
Tiptoers - 15%
Super Passive 28%
Active - 17%
Passive
Explorers
Super
Passive
Tiptoers
“Explorers” and “Tip-toer’s”
- (55%) of potential
candidates that will listen
to a compelling
opportunity, one that could
substantially improve their
career.
Source: 2011 Linkedin Survey of 4550 fully employed professionals
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
22. Performance vs. Skills----Talent Scarcity vs. Surplus
Talent Surplus
vs.
Talent Scarcity
Assumption: excess
supply of talent
(employer brand?)
83% Passive and
Best Actives
To Attract & Hire the Best
•
•
•
•
•
•
Convert job descriptions into careers-Future
Focus on impact, opportunity & challenge
Conduct exploratory conversations
Full engagement of hiring managers
Integrated with performance-management
Close on career move, not compensation
To Attract the 17% Needy Active
Candidates
• Advertise job descriptions
• Target those looking for lateral
transfers
• Find as many as possible
• Weed out the weak
• Screen on skills, $$
• Overvalue 1st Impressions
• Random, biased and/or narrow
interviewing
• Close on compensation
It’s about the Job
It’s all about the Future
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
23. 2. To Reduce Turnover
Look at Why Employees
Leave a Company
It’s not about the money!
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
24. Perception vs. Reality
• 89% of managers believe employees leave for more
money
• 11% believe they leave for other reasons
• 12% of employees leave for more money
• 88% of employees leave for reasons other than
money
Saratoga Institute 2003
The most trusted and reliable recruiting firm in the agriculture industry
© Ag 1 Source
25. The Cost Of Turnover
• Average US cost of losing an employee is equal to
their annual salary
• A company with 20% turnover, 100 employees, and
an average salary of $40,000 has an annual loss of
$800,000 due to just employee turnover
The most trusted and reliable recruiting firm in the agriculture industry
© Ag 1 Source
26. Take Your Cues From Why Employees Say They Leave
Numbers taken from research provided by the Saratoga Institute – research from 1996-2004
Supervisor - 33%
Limited Growth - 17%
{
Lack of Respect
Lack of leadership
Favoritism
Poor employee relations
Incompetence
Lack of Technical Skills
}
Compensation - 13%
Unchallenged - 10%
Work hours - 6%
Unavoidable reasons - 5%
Lack of recognition - 4%
Poor conditions - 3%
Training - 3%
Poor Senior Leadership - 2%
Discrimination - 1%
Harassment - 1%
Benefits - 1%
Coworkers attitude - 1%
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
27. 3. Communications–
The common denominators to turnover
1.
The need for TRUST.
2.
The need to have HOPE.
3.
The need to feel sense of WORTH. If you do your best, work hard, you
Expecting the company to deliver on it’s promises, be
honest in communications, and compensate fairly
Believing that you will grow, develop skills, and
have opportunity of increased responsibility or career progress leading to higher pay
will be recognized for you contributions
4.
The need to feel COMPETENT.
You will be matched to your job, use your
talents, be challenged, receive training, see the results of your work, and obtain
regular feedback on your performance
The most trusted and reliable recruiting firm in the agriculture industry
28. Communication is Key to Retention
Is your employer
providing you with
enough resources to
learn the business?
100%
80%
{
Does your Employer
share enough info so
Lack of Respect
Lack of leadership
you understand the
Favoritism
direction?
Poor employee relations
Incompetence
Lack of Technical Skills
100%
80%
72%
60%
100%
80%
71%
60%
40%
28%
Job Satisfaction
60%
40%
29%
40%
20%
20%
20%
0%
0%
35%
0%
Yes
No
Yes
No
The most trusted and reliable recruiting firm in the agriculture industry
Negative
© Ag 1 Source
29. Solution: Employees Need Answers
Employees constantly evaluate their status as it relates
to their long term goals – their FUTURE
• How am I doing?
• Where are we going as a company?
• How are we getting there?
• How do you expect me to contribute?
• What is my career path?
• How will I get the skills necessary to keep on path?
If internal communication is strong-these are answered
The most trusted and reliable recruiting firm in the agriculture industry
© Ag 1 Source
30. 4. Interview to Win – The EVP
• Remember – Top candidates don’t need your job
• Create a culture where interviews are treated as recruitment
opportunities
• Management team is fully engaged
• Job descriptions are Career Opportunities vs. a boring list of
what you “have” to do
• Focus on Impact, Opportunity, and Challenge
• Communicate, communicate, communicate
• Improve your recruiting and you will increase your retention
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
31. I wonder if this
company can provide
me the growth
opportunities
I seek?
I wonder if this
candidate will give me
the Return on
Investment I seek?
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
32. The Employee Value Proposition
Career movers will join a company when – the value of
the overall opportunity outweighs the cost of staying with
their current career position – as much as 30% value total
Examples of Pros
-Better Supervisor
Examples of Cons
$____
-Strong Growth potential
-Compensation up by 15%
-More Challenging opportunity
-High number of senior mgrs.
-Better Incentives or Benefits
-Succession Plans
$____
$____
$____
$____
$____
-Relocation cost
-Averse to change
-Family / community
-Intra company dynamics
-Unknowns cause concern
-COL differences
$____
$____
$____
$____
$____
$____
$____
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
33. Anticipate Their Thoughts
• The Value of a new position must hold some level of
Improvement in standard of living AND an Advancement
of their Career
• See the position through the “candidate’s eyes” –
– there is safety (lower risk premium) in no change
• Limit the impact of the Cons where possible
• Help your candidate see the total Value
– You’ll pay more where the risk premium must be higher
• Show the Path
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
34. 5. Hire by Performance vs. Skills
• Performance question – “Imagine 1-3 years from now and
you are happy with your new employee – What did your new
employee accomplish (quantifiably) during this time that
made you happy?” – becomes the Performance Profile
• It’s more about “Attitude” vs. “Altitude”- Behavioral
characteristics: initiative-drive-dedication-conformity
• A resume tells what a person has done in their career, but
performance based recruiting tells us how they did their
“what”
• The Proof is in the numbers
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
35. 6. Streamlining your Process
Recruiting Process
Interview Process
1. Know who you are looking for
2. Focus on performance
3. Agree on “must haves” vs
“nice to haves”
4. Resume describes the “what”
and where, so focus on the
“how”
5. Define the expectations
(Performance Profile) of the
role (1 month, 3 months, 1
year, 5 years) – what is
considered success?
1. Define your process before
you start the search
2. Who will be involved
3. Defined timeline
4. Set candidate expectations
5. Ready to go office setup
(spatial visualization)
6. Know and demonstrate your
company’s EVP (noncompensation factors)
• 47% of all offers lost to
competitors
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source
36. 7. Find Flexibility
Consider less Education or less Experience required and:
• Add a Trainer or Mentor
• Partner with Educational institutions
Reconsider your Relocation program
• Risk vs. rewards
55+ age group
• The only demographic group that is growing
• Very important part of succession planning
• Possible seasonal employment group
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
37. 8. Becoming a Destination Employer
The Whole Is Greater Than The Sum Of Its Parts
Onboarding + Recruiting = Hiring
Communication + Recruiting = Engagement
Onboarding + Communication = Retention
The most trusted and reliable recruiting firm in the agriculture industry
© Ag 1 Source
38. Destination Employer
Retailer examples
Example of an existing business • Reduced Turnover – Low turnover is much more attractive to candidates-9%
• Brand Building - Utilize colleges, trade schools, and the community to find wellqualified candidates & build brand reputation
• Internships – Challenging internships with the hope of bringing them on as FT
employees
• Recruiting Services – Make sure the recruiters they use focus on screening
candidates against both position description and company culture
• Company Culture – create culture where everyone is bringing in talent to fuel
the organization
• Of most importance – Led by a leader who embraces constant internal
recruiting.
• Tuition Assistance Program – Targeting students 2 or more years prior to hiring
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source
39. Summary – the winners
1. Focus on your brand – it carries the image of your EVP and
your ability to attract talent
2. Treat hiring as a business practice
3. Create a rewards strategy that attracts and retains
4. Make onboarding a personal process
5. Communication is the key to retention
“People are your most important asset – Ultimately your customer
will figure out where the best people are working…”
The most trusted and reliable recruiting firm in the agriculture industry © 2013 Ag 1 Source