use!your!company!culture!to!!!! !! !!!!!!!!!!become ... · may!13,!2015! anne nimke - ceo, founder...
TRANSCRIPT
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Use Your Company Culture to Become a Talent Magnet
May 13, 2015
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Anne Nimke - CEO, Founder 35 years HR, Recruiting/Staffing Leadership
2010 Co-founder The Good Jobs 2004 Co-founder Pinstripe (now Cielo)
1994 Co-founder HRfirst (now Kelly OCG) 1992 President ProStaff (sold to Kelly Services)
1985 VP Ops Olsten Staffing (now Adecco) 1978 HR Practitioner Miller Brewing Company I firmly believe a
good life and good work can intersect successfully!
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Today’s Talent Environment Why Culture Matters A Peek Behind the Curtain Become a Talent Magnet Take Action
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Recruiter or Recruiting Leader HR Generalist or Leader 3rd Party Recruiter Other Service Provider Hiring Manager Business Owner/Executive
What is your current role? ?
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Today’s Talent Environment
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What’s happening
now?
125 3.7
77
2.6 20
11 77% of full-time
employed workers are open to or actively
looking for new job opportunities
Talent acquisition spend is $125B annually
Millennials will stay 2.6 years per job in a
50+ year career, including a couple temp assignments
Gen Y is looking at 20-25 different jobs over the course of their careers
Boomers between 18 & 46 years old will have 11.3 jobs
There are 3.7 million jobs posted today
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Three Types of Employees
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Year Rate of Concern
2009 43% 2010 32% 2011 38% 2012 42% 2013 54% 2014 70%
Skill Gaps
How concerned are US CEO’s about the availability of skills?
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Where are we?
Competitive Environment
& Discerning Job Seekers
What do we need?
Engaging
Culture &
Communication
What do we want?
Quality of
Hire &
Engaged Employees
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Why Culture Matters
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Who is here today?
80%* *Are currently employed and either open to a change or are actively looking!
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The overall average starting salary for U.S. class of 2013 college graduates stands at $45,327
Source: National Association of Colleges and Employers (NACE)
The average cost of a bad hire is 3x salary.
$136,000
The best offense is a good defense
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300% more innovation (HBR)
44% higher retention (Gallup) 37% increase in sales (Martin Seligman)
31% increase in productivity (Greenberg & Arawaka)
125% less burnout (HBR)
66% fewer sick leaves (Forbes)
51% less turnover (Gallup)
Business sense Th
e eff
ect o
f hap
pine
ss a
t wor
k
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Yes, and will do it again Yes, but won’t again No, haven’t thought about it No, but we are thinking about it No way
Do you measure employee engagement? ?
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Recruiting Challenges in a Changing Landscape
• Chooses their employer based on personal ideals, shared values, work environment and/or benefits
• Chooses a job on criteria beyond just salary • Has good opportunities to grow their career • Wants alignment between their work and lifestyle • Confident with their skills and talent; and choices • Identifies the kind of environment where work can be
most productive
• Will take any job for a paycheck
Two Types of Job Seekers
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97% of candidates believe culture is just as, if not more, important than compensation.
3% of candidates value compensation over culture.
Source: The Good Jobs
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How do job seekers look for a job?
Source: The Good Jobs
Just so you know! 44% of people who visit your career site
DO NOT APPLY Source: CandE Awards
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A Peek Behind the Curtain
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Culture Quiz
You have CULTURE
whether you’ve defined it
or not!
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Career Development
22%
Corporate Responsibility
19% Fun 16%
Flex&me 16%
Inclusion 11%
Green DNA 8%
Extreme Perks 8%
Today’s Attendees’ Company Culture
SESSION STATS 26 Individuals 19 Companies -‐-‐ 21 Responses
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Today’s Attendees’ Top Employer Awards
Yes 47%
No 37%
Thinking About It 16%
77% WON
Industries Represented • Adver\sing/Marke\ng • Automo\ve • Educa\on • Energy • Engineering • Financial Services • Government Services • Healthcare • Insurance • Non-‐profit • Professional Services • Real Estate • Telecommunica\on/Wireless
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Today’s Attendees’ Today’s Issues
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The Good Jobs™ quantifies Company Culture
A guide toThe Good JobsCulture Badges
FunHighlights activities, amenities, and programs that make a workplace fun for employees
Like: Social activities, dogs at work, celebrations, and wellness programs
Extreme Perks6KRZFDVHV�EHQHȴWV�DERYH�DQG�EH\RQG�KHDOWK�LQVXUDQFH�DQG����.VLike: Massage therapy, paid sabbaticals, equity ownership, and unlimited vacation
Corporate Responsibility&UHDWHV�JUHDWHU�LPSDFW�E\�XQLWLQJ�LQGLYLGXDO�DQG�FRUSRUDWH�FRPPLWPHQW�WR�D�VSHFLȴFcause or company
Like: Company paid volunteer time and corporate-sponsored charitable events
Flextime$OLJQV�ZRUN�VFKHGXOH�DQG�RU�FDUHHU�VWDJH�WR�ȴW�OLIHVW\OHLike: Job sharing, internships, and reduced summer hours
Green DNADescribes a commitment to sustainability, conservation, and the growth of an
environmentally-conscious world
Like: Bike culture, designated parking for hybrid/electric cars, and green products
InclusionMobilizes the best from employee diversity and acceptance programs to create
organizational success
/LNH��3URJUDPV�DQG�DɝQLW\�JURXSV�IRU�9HWHUDQV��ZRPHQ��ZRUNHUV�ZLWK�GLVDELOLWLHV�and minorities
Career DevelopmentBuilds career success using specialized tools, strategies, and opportunities
Like: Mentorship programs, career-pathing, and Six Sigma training classes
www.thegoodjobs.com
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What do we do now?
Quantify Your Culture • Be Authentic • Be Transparent
Communicate Your Culture • Be Detailed • Tell Everyone • Everywhere they look
ATTRACT … RETAIN … REPEL Cultural Fit Factor – Lizz Pellet
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What to do? • Focus on Talent Attraction • Secure discerning job seekers • Describe your culture • Answer the WIIFM • Promote it in all channels
Talent that doesn’t apply or return your sourcing calls
Best Hire
Candidate Funnel
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BRAND: what your customers (& employees) say about you when you’re not listening
CULTURE: the pervasive values, beliefs & attitudes that
characterize a company
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Your Recruiting Language Score
Are you a Talent
Attractor?
Does your recruiting message
differentiate you?
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Become a Talent Magnet
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ü Poor Candidate Experience
ü Failure to Engage Candidates and Employees
ü Lack of Culture Fit
ü Missed Employee Referrals
ü Need to Retain Talent
ü Your Employees are Competitors’ Passive Candidates
Challenges in Today’s Competitive Market
What are your talent
challenges?
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How do you communicate who you are?
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Happy
Family Friendly
Work-life balance
Fun
Flexible
Innovative Competitive benefits
Learning Organization
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Take Action
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Simple, Frequent, Real-‐\me, Transparent, Mobile
www.morale.me
How’s employee morale at your company?
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Culture and values can AMPLIFY company and individual performance
www.roundpegg.com
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Culture and values can amplify company and individual performance
www.roundpegg.com
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Exit 360 Checkup
Automated exit interview AND Survey of coworkers, supervisor and even customers Benefits of Checkster’s Exit 360 Checkup: • � Recognize if you lost an A or a C player • � Understand the true reason of turnover • � Gather ideas for retention • � Prevent future turnover • � Gain insight on replacement employee abilities
to acquire/avoid • Get names of employee referrals
www.checkster.com
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Measuring Employee Engagement with the eNet Promoter Score philosophy
Detractors Fence Sitters Promoters
Net promoter score = % promoters - % detractors
0 1 2 3 4 5 6 7 8 9 10
www.netpromoter.com
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Stop telling people about culture Show them!
www.wevue.com
Your employees can collaborate visually to capture, enhance, and promote culture
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CandE Awards
Enables ANY company to
benchmark and improve their
candidate experience!
www.thecandidateexperienceawards.org
Candidate Experience
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A turnkey employment branding solution for attracting and retaining candidates that fit your company culture.
The first-ever Company Culture Directory.
The Good Jobs helps companies quantify culture AND turn their culture into a competitive advantage!
www.thegoodjobs.com
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The Good Jobs Companies
First-ever Company Culture Directory
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Where are we?
Competitive Environment
& Discerning Job Seekers
What do we need?
Engaging
Culture &
Communication
What do we want?
Quality of
Hire &
Engaged Employees
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Cost per Hire Vacancy Cost Hiring Manager Satisfaction Candidate Satisfaction Abandoned Applications Sourced Interviews/Hires Employee Referrals Rejected Offers Quality of Hire Cost of Turnover/Bad Hire
What do you measure?
?
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Transparency, Authenticity, Detail
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¡ Apply to your own open jobs
¡ Quantify who you are - now
¡ Acknowledge the gap between the current and aspirational culture
¡ Determine metrics of success and inconsistencies
¡ Discuss Culture Consistently
¡ Promote who you are with transparency and authenticity