mark waschek west central presentation

Surviving The Storm: Recruitment and Retention Strategies for Businesses of Every Size

Mark Waschek

The most trusted and reliable recruiting firm in the agriculture industry© Ag 1 Source

Today’s Forecast

The Employment SituationThe impact of Geography, Education

& Retirement

WeatherproofingUnderstand and Reduce Turnover

Recruiting Talented Employees


Why Worry About The Storm?

The most trusted and reliable recruiting firm in the agriculture industry

• People are your most important asset – Ultimately, your customer will figure out where the best people are working

• Your ability to Hire and retain employees IS your competitive advantage in the future

© Ag 1 Source

First Year Eligible for Full Retirement



Source—Bureau of Labor Statistics, Local Area Unemployment Statistics - http://www.bls.gov/lau/maps/twmcort.pdf

© Ag 1 Source

http://www.bls.gov/lau/maps/twmcort.pdf

http://www.bls.gov/lau/maps/twmcort.pdf

Changes in Overall EmploymentIn 5 years, the

overall U.S. employment is

expected to increase by about

12 million.• Source – Georgetown Univ.


The Education Component• The 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


Education in Agriculture


Our Future Employees• Fewer Have Agricultural Backgrounds.

(UC Davis Claims Less Than 5% In The College Of Ag Have Ag Backgrounds.)

• More Ag Background Students Are Returning Back To Their “Baby Boomer” Parents’ or Grandparents’ Operations.

• Student Population Is Now About 60% Female And 40% Male. Complete Reversal From 5 Years Ago.


The Perfect Storm


Ag Background Applicants

Total Labor Supply

Aggressive Competitors Retirements Turnover

© Ag 1 Source

If you are looking for a mid-career, college educated, experienced individual with skill requirements, and located in the Heartland of the country

A MAJOR STORM IS HEADED YOUR WAY


Weatherproof Your Organization• As Talent Becomes More Scarce, All Ag Businesses

Will Have To Become More Focused On:– Reducing Turnover– Streamline Hiring Process– Hire based on Performance vs. Skills– Flexibility

• Trainer or mentor• Enable/ Encourage Education• 55+ age group

– Becoming a Destination Employer


Employee Turnover

The Eye Of The Storm


It’s not about the money!

Employee Turnover


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


Take Your Cues From Why Employees LeaveNumbers taken from research provided by the Saratoga Institute – research from 1996-2004

Supervisor - 32%

Limited Growth - 16%

Compensation - 12%

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%

}


Lack of RespectLack of leadershipFavoritismPoor employee relationsIncompetenceLack of Technical Skills

{

© Ag 1 Source

Employees Need Answers• Where are we going as a company?• How are we getting there?• How do you expect me to contribute?• How am I doing?• What is my career path? • How will I get the skills necessary to keep me on that

path?


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


A Failure To Plan Is A Plan To Fail

You know that you need to hire, but most importantly,

You must know what you are looking for……


Study Your Best Performers• Identify the traits that make your high performers—

HIGH PERFORMERS• Identify the core personality type of top performers• Performance Profile – What is your definition of

success? Can they do what you expect in 3, 12, and 36 months?

• Is it really the job experience that you need or is it the right Behavioral traits?


People are hired for what they can do, and are fired for who

they are



Passive - 83%

Active - 17%

Passive

Active

Explorers - 40%

Tiptoers - 15%

Super Passive - 28%

Active - 17%

Explor-ers

Tip-toer’s

Super Passive

Active

Most candidates that apply to jobs on their own are “Active” applicants – 17% on average of the work force

“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 Passive vs. Active Difference

© 2013 Ag 1 Source

Convert a Career into Words


What’s the EVP?Why would a top, fully-employed person take

this position?Impact, Growth, Company

Long term component of a career move – the

becoming!

Performance ProfileWhat do the best do?

Build teamImprove processComplete project

Short term component of a career move – DOING

not HAVING

Job DescriptionSkills

ExperienceAcademics

IndustryCompetencies

Responsibilities

FUTURE

PRESENT

PAST

Lead with EVP DOING Having © Ag 1 Source

Career Movers seek 30% value improvement. Seeking to find Passives that are willing to listen to the EVP.

There is value in: (positive or negative)• Career track or a future that aligns better for their goals• More challenging or engaging work duties• Compensation (rarely more than 15%)• Benefits• Better supervisor• Geography• Better hours• And more…How about a family atmosphere?


Become a Destination EmployerExample 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

well-qualified 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.

The most trusted and reliable recruiting firm in the agriculture industry© 2013 Ag 1 Source

The Key To Weatherproofing Strategy

People will forget what you said, will forget what you did, but people will never forget how you made them feel – Maya Angelou


Learn more in articles written for CropLife, by Mark Waschek

mark waschek west central presentation

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