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The Population
Math Problem
Demographic shifts have created a battle for employees nationwide
The Great Recession hid a mathematical certainty that had been clear for 30 years
With more senior workers retiring there is not enough incoming talent at the “top of the funnel” and valuable expertise leaves with them
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Three‐Step Process
EngageUse Internal Career Mapping for employees to see a pathway of growth through your organization
Retain Create a culture and lifestyle that people wont leave
Recruit Sell your job opportunities like you sell your product or service
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SALES
“Hunters of Talent”
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Baby Boomers 55+
Generation X 38‐54
Millennials 21‐38
Generation Z Under 21
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Questions Your Main Product/Service
Who are you selling to?What is their situation?
What problem does it solve?
What causes that problem to occur?
What is the result of solving that problem?
What emotion does using your product produce?
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Questions Your Main Product/Service
Your Employment Opportunity
Who are you selling to?What is their situation?
What problem does it solve?
What causes that problem to occur?
What is the result of solving that problem?
What emotion does using your product produce?
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Identify the FLUX or precipitating event where people can choose your
organization
• Identify these inflection points by interviewing new hires within the past year
• Be the first opportunity in front of them during a moment of FLUX
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Why Aren’t Your Current Employees Recruiting for you?
UNWILLING or UNABLE?
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Vacation is a no cost Benefit!
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The #1 Reason People Leave Their Job
A poor working relationship with person’s direct supervisor is #1
Look closely before you promote
someone based on technical
skills…people skills first.
Invest in soft skills and leadership training for all
supervisors (new and existing)
Watch for patterns in reduced work output to identify people issues
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Employees that are valued and continue to grow stay
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Don’t Answer WHAT…Answer WHY
Year 1 ‐ Become comfortable with the JOB
Year 2‐ Become comfortable with the COMPANY
Year 3‐Most people start looking for growth or change
Employees grow by understanding the history, options, rationale and implementation of a decision
Teach analytical solving techniques and leadership to develop people in their current job
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Create an Internal Career Mapping plan for your company
Create an opportunity for employees to research other jobs inside your organization
People who determine their own development stay
Create lines of communication between departments
Naturally fosters succession planning, disengaged employees show themselves
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•Currently conducting Winning the War for Talent 2‐day workshops for manufacturing, service and construction companies around the country
•Love doing conference keynotes on the topic of Talent!
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