Becoming A Destination Employer - Career1 Source

Becoming a Destination Employer

Career 1 SourceRich Jiwanlal & David Weaver

Dedicated consultants who offer real world experience and outstanding knowledge base.

© Career 1 Source 2014

Destination EmployerWhat company attributes come to your mind when you think about this?• Talent rich (A-Players attract A-Players)• • •



Why Would You Want To Be A Destination Employer?

• Work is more fun!!!!• • •



3 Key Areas Of Focus:I. Talent acquisitionII. RetentionIII. Employee engagement

Formally supported by:IV. Onboarding planV. Ongoing communication



I. Hiring vs. Talent AcquisitionTalent Acquisition mindset is different from hiring /

recruiting.

Hiring / Recruiting (is tactical) • Open a requisition• Place an ad on / post on website• Screen resumes• Interview finalists• Make offer• Orientation / benefits enrollment• Employee handed off to hiring manager: Done



Hiring vs. Talent Acquisition• Talent Acquisition (is strategic) – Targeting

• Thoroughly understand the job, talent, & culture match • Discuss why incumbent did not succeed / stay• Industry top talent brainstorming• Referral from internal top talent

– (“A” Players know “A” Players)– (“C” Players know “C” Players)

• Referral program for hard to fill positions• Assess internal recruiting strategy• Evaluate the need to leverage outside recruiting support



Hiring vs. Talent Acquisition• Talent Acquisition (is strategic) – Targeting– Interviewing

• Carefully select interview panel• Carefully set the interview agenda• Make sure all interview participants are prepped

and confirmed• Formal group assessment on finalists• Making an offer should be a world class

experienceDedicated consultants who offer real world experience and outstanding knowledge base.


Hiring vs. Talent Acquisition• Talent Acquisition (is strategic) – Targeting– Interviewing– Onboarding

• Before start date, send a list of items candidate will work on the start date (onboarding meeting scheduled)

• 1st day: make it memorable• Supervisor engagement steps clearly defined• Formal onboarding plan• 30-60-90-360 day follow-up plan: key to retention



Retention & Engagement Are All About Communicating Key

Elements• Top-notch orientation program• World-class onboarding (limit to very few touch points)• Employees must have communication from all sources:

– All-hands meetings by CEO / top leaders– Newsletters: company or from key departments

• HR news you can use (example)

– Vendors’ newsletters– Industry news about company– Customer experience testimonials

What is missing here?



The Supervisor Is The Key To Employee Communication

• Regular one-on-one & staff meetings• Staff meetings: participatory vs. preaching

– 90% of agenda should belong to the team• Re-recruit meetings: follow a formal process vs. hit &

miss• Must not avoid hard / sensitive topics: performance,

compensations, team-work, attitude, behaviors• Rule: Jack Welch – If you are not spending 60% of your

time on people strategies – you are not doing your job. (Example)



How Does Supervisor Directly Impact Job Satisfaction?

• Must be seasoned in recognition tools & platform (#1 & #2 in employee surveys)

• Must have conversations about career growth• Must have a pulse on employee’s degree of desire for

challenges.• Must have the confidence for difficult, but important

conversations on: compensation, advancement opportunities, and performance.

• Must have integrity (Gallup survey): Can deliver on promises?• Must be viewed as fair: with both monetary & non-monetary

issues.



Compensation & Benefits• Generally #3 or #4 on list when conduct employee surveys• Why?

– Retention is directly tied to job satisfaction– Job satisfaction is directly tied to productivity– Productivity is directly tied to revenue– Job satisfaction is directly tied to the quality of supervision

& teamwork– Job satisfaction is directly tied to quality of Customer

Service– Caveat: Compensation & Benefits trends must be studied

and implemented• Reason: Employees will live with average to slightly

below average comp & benefits but will not tolerate a significantly below market package. (Example)



Benefits Trends To Watch For(Can Impact Job Satisfaction)

• Medical Insurance: Affordable Care Act (ACA) will impact cost in a variety of ways

• Medical insurance deductibles / co-pays incentives for wellness and cost management

• Company match on 401(k) is being increased after terminating or freezing during 2009-2011. Average match: 3% to 4%

• Roth IRA: Companies with younger population are creating & matching (up to 3%)

• Bundle-up all time off benefits and give employee autonomy to manage it

• Time-off (1 to 3 days per year) to work for a charity of employee’s choice

• Flex-time availability becoming more company culture & industry focused (Best Buy & Yahoo examples)



Summary: Reasons For Becoming A Destination Employer

• Employees with high job satisfaction are happy employees

• Happy employees are highly productive employees (Goldman Sachs ex.)

• Attracting talent is easy / less time-consuming• Respected company employers have high job

satisfaction• High job satisfaction results in less turnover of talent• Supervisors of happy employees spend less time on

people issues and more time on driving results• Thoughts?



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Becoming A Destination Employer - Career1 Source