attracting, retaining and developing your top talent · 2015-05-16 · recruiting costs 1. damaged...

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Attracting, Retaining and Developing Your Top Talent

Meredith J. Masse SVP – Innovative Career Consulting, Inc.

February 2015

InnovativeCareerConsulting.com

Why We’re Here Today

Let’s Get

Moving!

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FACILITATOR

from Innovative Career Consulting, Inc.

MEREDITH MASSE

Senior Vice President

Certified Kolbe Consultant

Passionate about partnering with organizations to get the right people in the right seats doing the right work.

BUSINESS CASE: Why Bother?

TURNOVER IS

EXPENSIVE!

(Actually more like

$300+ billion/year)

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Cost to replace =

2 – 7 TIMES

ANNUAL SALARY


DIRECT COSTS

1. Salary

2. Benefits

3. Training

4. Legal

5. Unemployment

6. Recruiting Costs

INDIRECT COSTS

1. Damaged Customer Relationship

2. Lost Productivity

3. Employee Morale

4. Lost Company Knowledge

5. On-Boarding Costs (supervisor time)


$ 50,000

X 5

$250,000

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Why We’re Here Today Top 5 Mistakes Hiring Managers Make When…

1. Hiring ‘Em (Attracting)

2. Keeping ‘Em (Retaining)

3. Making ‘Em the Best (Developing)

And what you can do to avoid these!

HIRING Top 5 Mistakes Hiring Managers Make

1. Not taking the time to define what it will take to

actually be successful in the role/job.

2. Inadequate Recruitment/Screening Techniques

3. Interviewing based on a “gut” feeling

• “We both snowboard at Breck – Awesome!”

4. Not really On-Boarding:

• “Here’s your desk and a key…”

5. Not using expert resources

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HIRING Get the “right” people on the bus!

1. Define what

success looks like

not only in the job

but at your

institution (KPIs)

• O*NET online for

validated job

descriptions

2. Hunt! LinkedIn, Twitter, Facebook, YouTube


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3. Do Behavioral Interviewing

• “Tell me about a time . . .”


4. Craft a 90-Day

Success Plan

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5. Bring in the

experts!

RETENTION Top 5 Mistakes Hiring Managers Make

1. Reward and Recognize the

WRONG Behaviors

2. No Communication

3. Not Caring and Feeding for

Your Young

4. Integrity . . .Lack of

5. Keeping Dead Weight!

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RETENTION

Keep ‘em in Their Seats on The Bus!!

1. The #1 Reason People Leave . . .

Associates' Ranking

Items Employers' Ranking

1 Interesting work 5

2 Appreciation of work 8

3 Feeling "in on things" 10

4 Job security 2

5 Good wages 1

6 Promotion/growth 3

7 Good working conditions 4

8 Personal loyalty 6

9 Tactful discipline 7

10 Sympathetic help with problems 9

Source: Kovach, 1999.

#1 REASON WHY PEOPLE LEAVE . . .

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Associates' Ranking





4 Job security 2

5 Good wages 1








Associates' Ranking





4 Job security 2

5 Good wages 1








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Associates' Ranking





4 Job security 2

5 Good wages 1








RETENTION


2. OVER Communicate

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RETENTION


3. Care and Feed

RETENTION


4. Create a Place Where

People Want to Be

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RETENTION


5. Respectfully Exit the

Wrong Employee

DEVELOPMENT Top 5 Mistakes Managers Make

1. No Feedback and Accountability

2. Not Listening to Employees

3. Ignoring Collective Intelligence

4. Pigeon-Holing Your Employees

5. Not Equipping Managers to Manage

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DEVELOPMENT “Right” People with the “Right” Skills Driving the Bus

1. Specific Feedback on Observed Behavior

2. Listen – Actually LISTEN


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3. Tap into the “Collective Intelligence”


4. Plan for the Future –

Start Training Now!


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5. Prepare Your Managers


“Get the right people on the bus…

the right people in the right seats.”

– Good to Great, Jim Collins


“Right” People with the “Right”

Skills Driving the Bus

– Meredith Masse

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THANK YOU!

Meredith Masse

303.865.4400

www.InnovativeCareerConsulting.com

http://www.innovativecareerconsulting.com/

http://www.innovativecareerconsulting.com/

attracting, retaining and developing your top talent · 2015-05-16 · recruiting costs 1. damaged...

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