manufacturing insights: attracting & retaining talent · want to recruit great talent? help...
TRANSCRIPT
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©Canadian Manufacturers and Exporters 1
Manufacturing Insights:Attracting & Retaining Talent
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Labour & Skills Shortage: Atlantic CanadaCME Management Issues Survey
Said skilled labour shortages are the most pressing issue they face today
Face immediate labour/ skills shortages Even more expect shortages within next 5 years
Said the lack of skilled workers was one of their biggest barriers to technology adoption
Said availability of skilled personnel was one of their most significant innovation challenges
47%
69%
21%
28%
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Manufacturing Workforce Survey Report*
More than 85% of manufacturers
struggle to fill job vacancies
*255+ manufacturers surveyed across Canada (summer 2019)
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Laws of Attraction:
What You Need to Know
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Keys to Attraction
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Fundamental aspects of human nature related to employment
The need for:
• positive relationships
• development opportunities
• and a sense of purpose
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Attraction - Key Factors
What Employees Want
• Competitive compensation and benefits
• Compelling role / job descriptions
• Work-life balance 1 (and flexibility / flex-time)
• Opportunity for advancement 2
• Enticing culture / fit
• Sense of purpose
• Opportunity to make an impact1 & 2 – Key for Millennials
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Your Compelling Story
What’s your pull?
Why join your team?
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Sample Job AdCome join our team. We are a well established company looking for an admin assistant.
Perform tasks such as answering the phone, organizing meetings, taking meeting notes, inputting data, greeting customers, etc.
Full time position, 9-5 Monday to Friday, must have three years experience or graduate from business school. Please apply by sending in your resume.
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Why should anyone want to join you?
A dash of pull:
If you are seeking a position in a company which fosters and supports health and fitness, personal development, growth, change, responsibility and overall success please submit your resume and cover letter directly to this posting.
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Feeds
the
Job
Ad
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Posting Job Ads• Job boards that speak to potential candidates
• Most popular online sites (extend your reach)– e.g. Indeed, CareerBeacon, Industry online job boards
• Leverage Social Media Channels:– e.g. LinkedIn, Facebook, Twitter, Instagram, Google
• Proactivevs‛Wait and see’approach
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Before and after the Job Ad...
Take a Strategic and Holistic Approach• Resource Planning
• Attraction: Think pull
• Sourcing & Recruiting
• Selection Process
• Interviews
• Hiring
• Onboarding & Orientation
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The Law of Attraction
Want to recruit great talent?
Help current employees flourish and grow in a positive, supportive environment with prospects for an attractive future.
In other words: Be the kind of company that willattract the talent you want.
- Huffington Post
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#1 Recruiting Tactic
Company Culture
- Huffington Post
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‟Culture is what people dowhen no one is looking”
- Herb Kelleher, former CEO of Southwest Airlines
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Organizational Culture ...
The behaviour of people within an organization and the meaning attached to the behaviours
Big impact because...
Determines how employees:
- describe where they work
- understand the business
- see themselves as part of the organization
- do their work
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Social Media = Glass Houses• Company workplaces are now transparent
• Easier to find other job opportunities
• War on talent
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Culture isn’t just one aspect of the game
– it is the game.
In the end, an organization is nothing more than the collective capacity of its people to
create value.
- Lou Gerstner Jr – Former Chairman of the Board and CEO, IBM
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The Relationship between Culture & Strategy
Company culture is
either driving the strategy
or undermining
it.
Culture eats strategy for breakfast !!!- Peter Drucker
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If you get the culture right,
most of the other stuff
will just take care of itself.
- Tony Hsieh, CEO of Zappos
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Ongoing Attraction...starts at the front door
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Not as advertised...
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Employee Lifecycle
What's the difference?
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Retention:
Leading Strategies & Practices
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Shocking Workplace Stats
• 80% of Canadians are not engaged at work
• 53% of people are currently unhappy at work
• 58% say they trust strangers more than their own boss (Harvard Business Review Study)
• 89% of bosses believe employees quit because they want more money. The real number: 12%.
• 79% of people quit their jobs due to lack of appreciation. People don’t leave companies, they leave bosses.
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Average number of years an employee works for a company
2004: 10 years
2019: 4 years
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The Cost of Employee TurnoverTurnover will cost you 1.5 x their annual salary
– Lost revenue
– Costs of recruitment and selection
– Costs of training and onboarding
– Costs of fixing mistakes made by employees
– Other hidden costs
$40,000 annual pay = $60,000 costs– plus... impact on your Culture
$
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Employee Lifecycle
Separation
Retention
Development
Onboarding
Recruitment
Attraction
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Recruiting and Retention Tactic
Company Culture
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Head
Intellectual understanding
Engaged Employees
+
Heart
Emotional commitment
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Companies with highly engaged workforces experience:
• 65% less turnover - in low-turnover industries
• 25% less turnover - in high-turnover industries
Plus...
• 41% fewer defects (quality)
• 48% fewer safety incidents
• 28% less shrinkage (theft)
• 21% higher productivity
• 37% less absenteeism
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Actively
Disengaged
Employee Engagement: Canada
Engaged
Not Engaged
14% 20%
66% Opportunity
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The Right Stuff
What’s the right motivation?
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When it comes to Motivation…
✓ Autonomy
✓ Mastery
✓ Purpose
What scienceknows
What businessdoes
Built around external motivatorsBuilt around internal motivators
Gap
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A Powerful Combination
Why we
exist
Vision MissionCore
Values
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Clarity & Focus
Vision Our future desired state What we aspire to be / accomplish
Mission Why we exist:What we do Who we do it forHow we do it Why we do it
Values Who we are What we believe in What’s important to us
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Workplace conditions that strengthen engagement and retention
Opportunities for workers to:
• voice their opinions
• expand their skill-sets
• use their unique combination of strengths
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Employees are now like customers; companies have to consider them
volunteers, not just workers.
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“Train people well enough so they can leave.
Treat them well enough so they don’t want to.”
- Richard Branson
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Competitive Employers:
• Take care of employees they already have
• Hire (and retain) based on potential, experience and fit
• Tie employer brand to company brand
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Understanding your Pull / PushFocus on:
• Culture
• Sense of purpose
• Expectations
• Feedback
• Engagement
• Involvement
• Growth
Are these factors pulling people to stay
in your organization –
or pushing them out?
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Comments
Thoughts
Questions ?