Attracting and Retaining Attracting and Retaining Quality EmployeesQuality Employees

ByBy

Bob ThomasonBob Thomason

AgendaAgenda

Attracting (Recruiting): Bob ThomasonAttracting (Recruiting): Bob Thomason Current Situations & NeedsCurrent Situations & Needs

– Solutions & BenefitsSolutions & Benefits SuperStar Recruiting ProgramSuperStar Recruiting Program

– Trends - What the expert’s are saying!Trends - What the expert’s are saying!– Why?, Who?, What To Do!Why?, Who?, What To Do!

SummarySummary– What SRP is?What SRP is?– SuccessSuccess

Retaining: To be developed……...Retaining: To be developed……...

Companies are inundated with information on Companies are inundated with information on individuals (resumes) from more sources than individuals (resumes) from more sources than

everever before beforeEmployment & Recruiting Agencies

Response to Ads

Referrals & Networking

Internet Resume Services and Scouts/Agents

However!However!

The individual with the specific qualities that The individual with the specific qualities that you need - the ‘SuperStar’ - is still hard to find.you need - the ‘SuperStar’ - is still hard to find.

Which gives rise to the following Which gives rise to the following business needsbusiness needs

Recruit qualified individuals with specific skills Recruit qualified individuals with specific skills to meet business goals and objectives. . . The to meet business goals and objectives. . . The ‘SuperStar’‘SuperStar’

Source and track ‘potential’ candidatesSource and track ‘potential’ candidates How to Control the informal (the ‘bottom How to Control the informal (the ‘bottom

drawer’). drawer’). Time managementTime management Develop the best Strategies and Methodology Develop the best Strategies and Methodology

improving employment process effectivityimproving employment process effectivity

The Solution: A Plan and StrategyThe Solution: A Plan and Strategy

For businessFor business A ‘SuperStar’ Recruiting ProgramA ‘SuperStar’ Recruiting Program

Benefits to your companyBenefits to your company

The SuperStar is hired!The SuperStar is hired!

Superstar Recruiting Superstar Recruiting ProgramProgram

Trends - What the experts are Trends - What the experts are sayingsaying

Superstar Recruiting - Superstar Recruiting - Why?Why? Practices of Successful CompaniesPractices of Successful Companies Superstar RecruitingSuperstar Recruiting To Do’s To Do’s What What Superstar RecruitingSuperstar Recruiting is is The The Superstar RecruitingSuperstar Recruiting Process Process

Trends - What the expert’s are Trends - What the expert’s are sayingsaying

Jeffrey Pfeffer - Jeffrey Pfeffer - The Human Equation - Building The Human Equation - Building Profits by putting People First Profits by putting People First : : ’Rigorous ’Rigorous selection requires a method…’selection requires a method…’

John Sullivan (From FastCompany Magazine) - John Sullivan (From FastCompany Magazine) - ‘‘Hire the next Michael Jordan’Hire the next Michael Jordan’: : ‘..move from ‘..move from coincidence hiring to continuous hiring…’coincidence hiring to continuous hiring…’

Christopher Caggiano (From Inc. Magazine)- Christopher Caggiano (From Inc. Magazine)- ‘‘Recruiting Secrets of the smartest companies Recruiting Secrets of the smartest companies around’around’: : ..recruiting practices need to be a lot ..recruiting practices need to be a lot more systematic…’more systematic…’

David Lee (From Interface Magazine)- ‘David Lee (From Interface Magazine)- ‘If You If You Want to Become a Talent Magnet, Focus On The Want to Become a Talent Magnet, Focus On The Fundamentals’Fundamentals’

Superstar RecruitingSuperstar Recruiting: : Why?Why?

Have you heard the following?Have you heard the following? Who was that person we interviewed 6 months ago?Who was that person we interviewed 6 months ago? (or Where’s that resume?)(or Where’s that resume?)

You let John/Jane go - I could have used them! You let John/Jane go - I could have used them! (Business Section Article - XYZ Layoffs; (Business Section Article - XYZ Layoffs; Help Wanted Section - XYZ is Hiring) Help Wanted Section - XYZ is Hiring)

You hired who?You hired who?((They answered our Ad!………………. I worked with They answered our Ad!………………. I worked with them at ABC)them at ABC)

There is a people shortageThere is a people shortage (There is a shortage of the RIGHT (There is a shortage of the RIGHT people ----- for your company ---------- the Superstar!)people ----- for your company ---------- the Superstar!)

Training is slow and expensiveTraining is slow and expensive (#1 reason people stay on the (#1 reason people stay on the job)job)

I need a person, hire the #2 or 3 candidateI need a person, hire the #2 or 3 candidate John/Jane is not going to work out, eventhough they have John/Jane is not going to work out, eventhough they have

only been with us for only 60 days. only been with us for only 60 days. ((Analyze the Hiring Process - Analyze the Hiring Process - Close the Loop)Close the Loop)

How do you compare?How do you compare?

The Human Equation: The Human Equation: Building Profits by Building Profits by putting putting PeoplePeople FIRST FIRST by Jeffrey by Jeffrey PfefferPfeffer

If You Want to If You Want to Become a Talent Become a Talent Magnet, Focus On The Magnet, Focus On The Fundamentals Fundamentals bby David Lee

Practices of Successful Practices of Successful CompaniesCompanies

Practices of Successful CompaniesPractices of Successful Companies– The Human Equation: Building Profits by putting The Human Equation: Building Profits by putting PeoplePeople FIRST FIRST by Jeffrey Pfeffer by Jeffrey Pfeffer– If You Want to be a Talent Magnet , Focus on the Fundamentals If You Want to be a Talent Magnet , Focus on the Fundamentals by David Leeby David Lee

Employment securityEmployment security Selective hiring of new personnel (& Don’t Hamstring Your Employees) Selective hiring of new personnel (& Don’t Hamstring Your Employees) Self-managed teams and decentralization of decision making as the basic Self-managed teams and decentralization of decision making as the basic

principles of organizational design (Engage Your Employees Hearts and Souls -principles of organizational design (Engage Your Employees Hearts and Souls -Provide Opportunities to GrowProvide Opportunities to Grow

Comparatively high compensation contingent on organizational performanceComparatively high compensation contingent on organizational performance Extensive trainingExtensive training Reduced status distinctions and barriers, including dress, language, office Reduced status distinctions and barriers, including dress, language, office

arrangements, and wage differences across levelsarrangements, and wage differences across levels Extensive sharing of financial and performance information throughout the Extensive sharing of financial and performance information throughout the

organization (Keep People in the Know)organization (Keep People in the Know) Respect Employee’s Right to have a LifeRespect Employee’s Right to have a Life Show Appreciation, Show Employees That You CareShow Appreciation, Show Employees That You Care Give People the Chance to do Something GreatGive People the Chance to do Something Great

Superstar RecruitingSuperstar Recruiting To To Do’s*Do’s*

– The Plan and the Strategy - ‘Business Case’ to Top ManagementThe Plan and the Strategy - ‘Business Case’ to Top Management– Have a large pool of applicants per opening - ‘Who’s who Database’Have a large pool of applicants per opening - ‘Who’s who Database’– Recruiting Systems and ToolsRecruiting Systems and Tools– Screen for cultural fit and attitude - not for skills that can be readily Screen for cultural fit and attitude - not for skills that can be readily

trainedtrained– Be clear about what are the most critical skills, behavior, or attitudes Be clear about what are the most critical skills, behavior, or attitudes

crucial for success; isolate just a small number of qualities and be as crucial for success; isolate just a small number of qualities and be as specific as possible - ‘discourage the average’ specific as possible - ‘discourage the average’

– Metrics, Rewards, and Recruiting TargetsMetrics, Rewards, and Recruiting Targets Close the loop by assessing the results and performances of the recruiting Close the loop by assessing the results and performances of the recruiting

processprocess

– Use several rounds of screening to build commitment and to signal Use several rounds of screening to build commitment and to signal that the hiring is taken very seriously.that the hiring is taken very seriously.

– The People in the Recruiting FunctionThe People in the Recruiting Function Does the head have Sales & Marketing experienceDoes the head have Sales & Marketing experience To the extent possible, involve senior people as a signal of the importance To the extent possible, involve senior people as a signal of the importance

of the hiring activityof the hiring activity **The Human Equation: Building Profits by putting The Human Equation: Building Profits by putting PeoplePeople FIRST FIRST by Jeffrey Pfeffer and by Jeffrey Pfeffer and Does Your Recruiting Does Your Recruiting

Strategy Stink? Strategy Stink? By Dr. John SullivanBy Dr. John Sullivan

What What Superstar RecruitingSuperstar Recruiting is: is: Superstar RecruitingSuperstar Recruiting is Selling : is Selling : The Company Opportunity is the Product The Company Opportunity is the Product

and Employment (Starting) is the Close.and Employment (Starting) is the Close. Superstar RecruitingSuperstar Recruiting plan is the output of the Business (Marketing, plan is the output of the Business (Marketing,

Development, etc..) PlanDevelopment, etc..) Plan The Lead Person should be designated - ‘Recruiter’.The Lead Person should be designated - ‘Recruiter’. Every Employee should be part of the recruiting process.Every Employee should be part of the recruiting process. Superstar RecruitingSuperstar Recruiting should be continuous and opportunistic should be continuous and opportunistic The Recruiter should have the tools – a Recruiting Database, Public The Recruiter should have the tools – a Recruiting Database, Public

Relations (newsletter, WebPages, articles, trade shows, etc..), and be part Relations (newsletter, WebPages, articles, trade shows, etc..), and be part of the Corporate Planning process. of the Corporate Planning process.

Superstar RecruitingSuperstar Recruiting is NOT Human Resources or Personnel is NOT Human Resources or Personnel (HR should support the (HR should support the Superstar Recruiting Superstar Recruiting ProgramProgram).).

Develop a Develop a Superstar RecruitingSuperstar Recruiting Plan - similar to a Marketing and Sales Plan - similar to a Marketing and Sales plan.plan.

Information Feedback (Close the Loop) on Candidates that did not make the Information Feedback (Close the Loop) on Candidates that did not make the screening process or found other opportunities. Document and send Follow screening process or found other opportunities. Document and send Follow up letter (Thank you or Congratulations).up letter (Thank you or Congratulations).

Success in Success in Superstar RecruitingSuperstar Recruiting follows follows

a Plan & Strategy and has a a Plan & Strategy and has a ProcessProcess IDENTIFICATIONIDENTIFICATION

– Workforce PlanningWorkforce Planning

– Input Input - search for potential hires - search for potential hires (Source of Candidates, (Source of Candidates, Resources….)Resources….)

– QualifyQualify - screen,categorize, file, & distribute - screen,categorize, file, & distribute DECISIONDECISION

– InterviewInterview - phone & in-person or on-line (video) - phone & in-person or on-line (video)– References References - company or agent- company or agent– Offer and AcceptanceOffer and Acceptance - verbal or written - verbal or written– StartStart - send thank you to runner-ups; record activity - send thank you to runner-ups; record activity– Continuous recruitingContinuous recruiting - data and information management - data and information management le le

CLOSE THE LOOPCLOSE THE LOOP:: Interview Data, Pre/Post Interview Data, Interview Data, Pre/Post Interview Data, ‘Superstar’‘Superstar’ Input form, Post Event Input form, Post Event (Tradeshows, etc…) Data.(Tradeshows, etc…) Data.