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1
Recruiting the Top Talent Hidden in Every Generation
October 12, 2011
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Tips for using your Control Panel
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Metrics are Easy! – Analytics?’ Geoffrey Dubiski • April 29, 2009
SHRM Staffing Management Conference & Exposition
Recruiting the Top Talent Hidden in Every Generation
Peter Weddle CEO WEDDLE’s Research & Publications [email protected] 203.964.1888
Presented by:
Recruiting the
Top Talent
WEDDLE’s
Peter Weddle WEDDLE’s LLC
[email protected] 203.964.1888
Hidden in Every Generation
The War for Talent
Rare skill holders • Certain IT professionals
• Machinists
• Engineers
• Nurses
Deter a performance deficit
Rare performers • McKinsey & Co. Report
• “A” level talent
• The missing cohort
Gain a performance edge
An Economic Singularity
The Globalization of Genius
The “Normal” Yield
A/B Talent
C
Conventional Victory A Fair Share of the Best Talent
The New “Normal”
A/B Talent
C
New Definition of Victory An Unfair Share of
the Best Talent
The Conventional Strategy
• Millennials
• 75 million • Gen Xers
• 51 million
• Boomers
• 76 million
Focus on Different Work Values
The Non-Generational Strategy
• Millennials
• 75 million • Gen Xers
• 51 million
• Boomers
• 76 million
Best Talent = Career Activists
Focus on Shared Aspirational Values
Proof of Their Arrival
American workers determined to excel at their work
Career Activists
Individuals who:
See themselves not as a free agent, but as a “freed agent”
• A different view of the work-life balance
• Never look for a job
See themselves not as a worker, but as a “person of talent”
• A different view of talent
• Always look for support
• Keenly aware of their value
How Do You Recruit Them?
Don’t focus on their work differences; target their shared A-values:
• They never look for a job
Aspiration-based advertising
• They care deeply about organizational support
Aspiration-based corporate career site
• They expect to be respected
Aspiration-based recruiting process
Aspiration-Based Advertising
Work-Based Job Postings
• A cure for insomnia
• Requirements & Responsibilities
• Informational
Aspiration-Based Job Postings
• An e-brochure
• What’s in it for them
• Persuasive
Whether distributed to job boards, social media sites or both
An e-Brochure
WI-C++ Programmer-$1.2M Bonus
Are you looking for your next challenge at work?
For a great job and a great employer?
For a chance to earn $75-95K/year?
This opportunity has both.
Your personal privacy is guaranteed.
The ABC Company is a leading producer of flat panel solar displays.
We’re ramping up for major growth in the years ahead.
Central to our strategy is a significant expansion of our IT Department.
This Department recently won the prestigious …
Best Practices
• A title that sizzles
L-S-S
• A structure that captures them
S-ABC-S
• Content that inspires them
• A format that works on the Web
Aspiration-Based Career Site
Personalization • Channels/villages
Content • Tailored to career
fields & advancement
Social networking • Company-community
An Aspiration-Based Process
Sourcing the Candidate
Evaluating the Candidate
Selling the Candidate
3 integrated processes covering 16 touch points that influence 1 hire
1. e-Brand statement
2. Advertising venue selection
3. Non-advertising sourcing
4. Brand and Job advertising
5. Application method/feedback
6. Career site design/mgmt
7. Pre-qualifying screen(s)
8. Assessment test(s)
9. Interview logistics
10. Interviews
11. Feedback/status information
12. Background checks
13. Relationship building
14. Offer communication
15. Post offer communication
16. Reinforcement
INTEREST
EDUCATION
ENGAGEMENT
An Expectation That Comes True
“Our success depends on your success. Our ability to accomplish what we set out to do is based primarily on the people we hire – we call each other „partners.‟ We are always focused on our people. We provide opportunities to develop your skills, further your career, and achieve your goals.”
Touch Point #10: Interviews
Starbuck’s Way
Touch Point #16: Reinforcement
Starbuck’s Way
Three Truths
We don’t hire people for their work preferences; we hire them to excel
We can’t promote our organization’s success by focusing on people’s differences, but we can by focusing on their similarities
The key to success in the War for the Best Talent is a non-generational cohort of the best in workforce
WEDDLE’s (www.weddles.com)
Publishing • WEDDLE‟s 2011/12 Guide to Employment Web Sites
• WEDDLE‟s Guide to Association Web Sites
• Work Strong: Your Personal Career Fitness System
• Recognizing Richard Rabbit: A Fable for Seekers
• The Career Activist Republic
• A Multitude of Hope (spring 2012)
Research
Consulting
Training
WEDDLE’s
“When in doubt, consider WEDDLE’s … an industry standard.” HRWIRE
Sign up for my newsletters •Recruiting •Job Search •Career Activism
Amazon
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Metrics are Easy! – Analytics?
Now We’re April 29, 2009
SHRM Staffing Management Conference & Exposition
Time for your Questions
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Thank you for joining us!
We also invite you to join us at The Recruiting Conference Nov 1-3, 2011 at the InterContinental Chicago O’Hare, for a face-to-face exchange of knowledge and learning among peers, and networking in a creative, professional environment.
www.TheRecruitingConference.com
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Thank you for joining us!
A copy of this presentation’s slide deck and session recording will be available on www.RecruitingTrends.com within 2 working days. You can visit our previously recorded event library at any time: http://www.recruitingtrends.com/category/events/webinars/webinars-previous Please send your questions, comments and feedback to: [email protected].