O slideshow foi denunciado.
Seu SlideShare está sendo baixado. ×

ABC Presents: Recruiting and Retaining Top Talent

Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Carregando em…3
×

Confira estes a seguir

1 de 28 Anúncio

ABC Presents: Recruiting and Retaining Top Talent

Baixar para ler offline

Businesses today are experiencing a workforce shortage that is crippling production and growth. Even more, our workforce has become increasingly disengaged as companies expand and diversify. Never before has it been so challenging to recruit, hire, develop and retain a skilled construction workforce. Estimates are that there will be a shortage of 1.4 million construction workers in the next 10 years. How can you build your company and its workforce? Heidi Hoyt, Skoda Minotti’s managing director of Staffing, shares views about staffing challenges and opportunities for organizations of every size and scope.

Businesses today are experiencing a workforce shortage that is crippling production and growth. Even more, our workforce has become increasingly disengaged as companies expand and diversify. Never before has it been so challenging to recruit, hire, develop and retain a skilled construction workforce. Estimates are that there will be a shortage of 1.4 million construction workers in the next 10 years. How can you build your company and its workforce? Heidi Hoyt, Skoda Minotti’s managing director of Staffing, shares views about staffing challenges and opportunities for organizations of every size and scope.

Anúncio
Anúncio

Mais Conteúdo rRelacionado

Diapositivos para si (20)

Semelhante a ABC Presents: Recruiting and Retaining Top Talent (20)

Anúncio

Mais de Skoda Minotti (20)

Mais recentes (20)

Anúncio

ABC Presents: Recruiting and Retaining Top Talent

  1. 1. Recruiting and Retaining Top Talent Heidi Hoyt June 26, 2019
  2. 2. 2 Introduction Heidi Hoyt, Skoda Minotti • Managing director of Skoda Minotti’s Professional Staffing practice • More than 20 years of combined experience in accounting, human resources and recruiting • Focus includes: – Accounting – Finance and administration • Places public and private accounting professionals in positions ranging from accounting assistants through CFO, CEO, COO, marketing director and director of human resources hhoyt@skodaminotti.com linkedin.com/in/heidihoyt/ 440-605-7227
  3. 3. 3 • Learn how to assess a candidate’s motivational fit • Understand how company culture plays a role in hiring and retaining top talent • Learn what goes into an employee engagement strategy • Recognize the importance of understanding millennials and Gen Z in the workplace • Gain insight on best practices for retaining your top talent Objectives
  4. 4. 4 The Recruiting Process • Involve your rising stars in the recruiting process • Identify who needs to be involved and train them on interviewing skills • Use behavioral assessments in your hiring practices (e.g., the Birkman Method, DiSC)
  5. 5. 5 Interviewing Skills Training • Need to provide training to deliver a consistent message with how you should be interviewing your candidates • Behavioral-based interviewing is the preferred way to interview • Interview guides help keep you consistent and legal
  6. 6. 6 Cultural Fit Motivational Fit • Finding the right person for the job • Questions to ask: • “Tell me about the best job you ever had. What were your responsibilities? Is there anything you didn't like about it?” • Every interview, regardless of job level or type, should include motivational fit questions
  7. 7. 7 Referral Bonus Program • It is everyone’s job in your company to help find the right candidates • Offer an incentive for those who refer good people • Make sure to advertise this program to new and tenured employees in your company
  8. 8. 8 Costs of a Bad Hire Statistics courtesy of CareerBuilder OF COMPANIES SURVEYED SAY THAT A BAD HIRE IN THE LAST YEAR HAS COST THEM AT LEAST $25,000. 25% 41% OF COMPANIES SURVEYED SAY THAT A BAD HIRE IN THE LAST YEAR HAS COST THEM AT LEAST $50,000. THE TRUE COSTS PERCENT OF RESPONDENTS
  9. 9. 9 Costs of a Bad Hire Statistics courtesy of CareerBuilder THE COMPANY NEEDED TO FILL THE POSITION QUICKLY. 38% WHY DO COMPANIES HIRE BAD EMPLOYEES? PERCENT OF RESPONDENTS THE COMPANY DIDN’T TEST OR RESEARCH THE EMPLOYEE’S SKILLS WELL ENOUGH. 21% THE COMPANY DIDN’T PERFORM ADEQUATE REFERENCE CHECKS. 11% ACCORDING TO THE CAREERBUILDER SURVEY, COMPANIES HIRED BAD EMPLOYEES BECAUSE:
  10. 10. 10 Employee Engagement Engaged Not Engaged Somewhat Engaged 50% 30% 20% Statistics courtesy of CareerBuilder
  11. 11. 11 Employee Engagement Strategies • Employee development programs • Succession planning/9-box performance- potential matrix • Employee recognition programs • Stay interviews • Workforce statistics
  12. 12. 12 Employee Development Programs Provide ongoing learning and development opportunities: • On-the-job training • Self-study courses • Classroom training • Clear learning paths (University of Promise) • Leadership development programs (leadership at all levels) • Coach/mentor programs • Assessment tools (Birkman)
  13. 13. 13 9-Box Performance-Potential Matrix
  14. 14. 14 Employee Recognition Programs • Living the Core Values Award • Service Award • Deliver on the Promise Award
  15. 15. 15 Stay Interviews Retention interview which reinforces the factors that drive an employee to stay • Identifies and minimizes any “triggers” that might cause them to consider quitting • Helps you understand why employees stay, so that those important factors can be reinforced
  16. 16. 16 Benefits to Stay Interviews • They stimulate the employee • They are personalized • They include actions • Lower employee emotions • A focus on the positive • They are inexpensive
  17. 17. 17 Stay Interview Questions to Ask 1. What about your job makes you want jump out of bed? 2. What about your job makes you want to hit the snooze button? 3. What are you passionate about? 4. What’s your dream job? 5. If you changed your role completely, what would you miss the most? 6. If you won the lottery and didn’t have to work, what would you miss?
  18. 18. 18 Stay Interview Questions to Ask 7. What did you love in your last position that you’re not doing now? 8. What makes for a great day at work? 9. If you had a magic wand, what would be the one thing you would change about your work, your role and your responsibilities? 10. What do you think about on your way to work? 11. What’s bothering you most about your job?
  19. 19. 19 Workforce Statistics **By 2030, millennials will comprise approximately 75% of the American workforce. Millennials: 1980–1996** Gen Z: 1997–2013 Alpha: 2014–Present
  20. 20. 20 Understanding Millennials Values • Freedom – flexible work schedule • Fun working environment – work/life balance • Immediate, ongoing, informal feedback • Mentoring/education • Growth opportunity
  21. 21. 21 Understanding Gen Z Values • Lifestyle more important than work • Seek instant gratification through posts and “likes” on social media • Retirement – what’s retirement? • Personal freedom • Feedback – bite-sized feedback that is immediate/in real-time
  22. 22. 22 Understanding Our Workforce • Millennials  Pursued undergraduate and graduate degrees  Have lots of student debt • Gen Z  Looking more at the trades/entrepreneurial opportunities  Want the benefits of long-term employment  Do not want student debt
  23. 23. 23 Strategies for Winning the War on Talent Acknowledge work shortage exists and make recruitment a top priority • Actively participate in job fairs • Build relationships with union and non-union trade schools • Use job boards / job sites • Be proactive and not reactive
  24. 24. 24 Strategies for Winning the War on Talent Establish and maintain top-notch onboarding practices • Partner with high schools and apprenticeships • Offer higher salaries • Offer incentives and/or bonuses
  25. 25. 25 Strategies for Winning the War on Talent Augment outside training with additional in-house training programs • Hard skills training  Construction equipment, safety data sheet • Soft skills training  Supervisory skills, emotional intelligence, performance management training • Career paths  Clear paths for folks to “move up the ladder” in your company
  26. 26. 26 Retaining Top Talent Things to remember: • The war on talent is real • Treat employees like valued assets • Integrate engagement strategies and best practices • Be proactive, not reactive
  27. 27. 27 Conclusion • Understand how company culture plays a role in hiring and retaining top talent • Learn what goes into an employee engagement strategy • Recognize the importance of understanding millennials and Gen Z in the workplace
  28. 28. 28 Questions? Heidi Hoyt Managing Director Professional Staffing Skoda Minotti hhoyt@skodaminotti.com

×