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Attracting, Engaging and Retaining Top Talent
Presented ByTom McKeown – Vice President of Global sales
Judy Fort – Sr. Solutions Engineer
Talent Management For Small to Mid-Size Business
• The SMB Market• Need for Talent Management• Communication and Branding• Talent Management Solutions• Statistics and Conclusions• Demonstration• Questions
Agenda
• Companies with employee base of under 500• In some cases with less than 1000 if HR is
really being under utilized or if large amounts of part-time or season help.
Definition of Small to Mid Size Business
• Direct Line of Sight and Reporting to CEO/Owner
• Limited Silos (departments with conflicting objectives)
• Easier Access to Entire Employee Base
Benefits of a Small Business
• Budget• Time• HR Foot Print
• People• Process• Technology
• Perceived HR Value
Obstacles of Small Business
All Organizations Need:
1. Align employee activities to corporate goals
2. Improve internal communication3. Manage Talent Processes4. Develop Leaders and Key
Contributors5. Attract and Retain Top Performers
Why Talent Management in SMB
• What Employees are looking for in an employer
Talent Management Facts
1. Compensation and Benefits2. Work/Life Balance 3. Career and Development
- Source: World at Work
Career Development is #1
85% of candidates are looking for career development
• Organizations are attempting to brand themselves as an “employer of choice” in order to attract and retain top talent
Employer of Choice
• Our People are our Biggest Asset!• Saying you’re great is not good enough you
need to walk the talk
Walk the Talk
HOW!!!!
• Most small companies don’t have a brand
• Brain Storm Session• Department Heads• Who’s your competition• What are differentiators
• Competencies• Core (Strengths) –Service, Quality• Unique – Google/Creativity
Brand + Culture = Attraction
• Once you have the competencies you need to communicate
• Mission Statement• Tag Line – on web site (including careers), on letter head, add to
logo, in sales presentations, etc.• Monthly employee newsletter focus on attainments that map to
corporate competency achievements from company, department and individual level
• Performance – Rate your staff on how they are doing against your company competencies
• Develop – provide opportunities for your employees to improve in these areas
• Suggestions – allow employees opportunities to help improve on these competencies (Suggestion Box, Reward program for savings, etc.)
• Walk the talk! Make sure your company is focused on these competencies
Communicate
• How do I promote my open roles!• Employee Referrals
• Offer incentive - cash, movie tickets, draw prize
• On your career site• Applicant Tracking System (ATS)• Often thought to be cost prohibitive• SaaS Systems from $80-$150/mth
• Re-usable database• Posts directly to career site• Online management and tracking of
applicants
Recruitment
• Aggregation Boards
• Social Media
• Built in posting capabilities in ATS systems
Recruitment
When You find the Right Candidate
JOBS
What are you going to do to Retain them!
Motivate, Engage and Develop your Future LeadersEmpower Your Employees
Career Path
Skills & Competency
My Job Development Plan
Measure Performance
Dream Job
The Solutions
• Aligning your organization and Corporate Goals• Direct line of sight from employee to the
organization• Competencies – Reinforcing and Measuring
• Formal review process online or paper based• Monthly or at least quarterly meetings with manager
• Review performance – check list
• Goals and Development Plans• Automated Performance Reviews
• Cost effective systems for $’s/Employee/mth• Real Time and year long - not what did I do last 60 days• Year over year results• Reduces objectivity – observable behaviours
Performance Management
• Invest in your employees development• Job sharing• Mentoring
• Compliance! (Certifications, Sexual Harassment)
• Free content online – Web is our friend
• Industry specific educational content
Learning Management
• Learning Management Solution• Buy or develop content• Employee Self Service• Tie to development needs
• For present role• To get to future roles
Learning Management
Definition Succession Planning is the process of getting the right people, at the right cost, at the right time again and again, by planning for changes in the workforce.
• Identify Key Roles• Not just C-Level
• Look internally for replacements• Check with department heads
Succession Planning
• Measure! Measure! Measure!• Accountability• Return on Investment (ROI)• Improvements – Time, Money, Employee
Satisfaction!• Trending• Turn over, time to hire, employee satisfaction,
company performance, individual performance
Analytics
• Improved Performance• Improved Financial Output• Happier People/Retention• Better Culture and Ability to Attract and Retain
Top Talent
Benefits of Talent Management
Here are just a few highlights from the volume of studies done globally which show a positive relationship or correlation between employee engagement and business performance…
• Highly engaged employees outperform their disengaged colleagues by 20 – 28%. (The Conference Board)
• Engaged employees generate 40%+ more revenue than disengaged ones. (Hay Group)
• 84% of highly engaged employees believe they can impact the quality of their company’s work product compared with 31% of the disengaged. (Towers Perrin)
• 70% of engaged employees indicate they have a good understanding of how to meet customer needs, while only 17% of non-engaged employees say the same. (Right Management)
• 68% of the highly engaged believe they can impact costs in their job or unit versus 19% of the disengaged. (Towers Perrin)
• Engaged employees taken an average of nearly 60% fewer sick days per year than disengaged employees. (Gallup)
• Engaged employees are 87% less likely to leave the organization than the disengaged. (Corporate Leadership Council)
Industry Statistics
• Talent Management is equally important in SMB as in Large organizations
• Communication is still a key to success• Do it well and do it often!
• There are ways to manage your people cost effectively• Free• SaaS solutions priced for your market
• You have to be the advocate and cheer leader but you need C-Level buy in
• Align your companies mission with their people so it becomes part of your culture
• Monthly check lists for HR and Managers
Conclusions
Questions
Come See This Spring
May 15-18, 2013…InterContinental Sanctuary Cove Resort…Gold Coast, Queensland, Australia
