best practices for building a talent acquisition program that …€¦ · onboarding: • is not...

Best Practices for Building a Talent Acquisition Program

That Works!

Presented by:Laurie Kahn

[email protected]

Why am I teaching this session?

• Ex broadcast sales manager• 25+ years in talent acquisition• Continuing education to be on top of

trends• Regular contributor to industry trades• Speaker at many industry events• Involved MIW – on faculty for RTTR• Marketing & sales background

More importantly….• Regular communication with employers &

prospective candidates in media, across all ages• PASSION for helping broadcasters win this war!

• Learn why it is crucial to make this commitment

• Learn how to do a better job of attracting & retaining quality employees – especially next generations

• Thinking out of the box when looking to hire

• Interviewing Tips

= Always know who your next hire is!!!

Why is this information important?• Between now and 2029, 10,000 Boomers hit 65 daily

• Some will want to keep working with flexibility• Creating a huge knowledge gap in the workforce

• The workforce is only growing -1% annually• Next generation of workers –

• Shorter tenure• Goals• Needs

• Rising Labor costs requires increased compensation• 92% of US Bus leaders feel workforce in under skilled• More IC’s• Broadcast not the ‘sexy’ medium anymore• Employees marketplace• Lack of relocation

*Bountyjobs

Property of Media Staffing Network©

Talent acquisition is challenging, time consuming & labor intensive


Talent acquisition needs full attention!

• Do make managers accountable for recruitment – tie into compensation

• Do build and manage a talent pipeline• Do establish a budget to cover T.A. costs• Pay attention to onboarding and exiting• Train all managers who are involved in hiring, attracting, onboarding

What needs to change…• Attention• Strategy• Accountability• Budget• Marketing• Onboarding• Interviewing skills• Referral programs• Continued engagement

Why Onboarding & Culture are such a big part of positioning

Next generations want to work for companies they trust, where they see growth potential, support and they will do their

homework to research a company before they ever pick up the phone!

Onboarding:• Is NOT when the employee

starts!• Should be a positive

experience as people talk• Can make or break a

company• Should have a plan with

reviews to ascertain level of comprehension

(we have an entire session to discuss onboarding!)

Culture:• Needed for recruitment &

retention• Establishes company

reputation• Can lower turnover• Ask for input• Share why you are special• Remind staff of the positives• Sets tone for daily basis• Helps sell your opportunity• Peer to peer


Today, it’s all about the“Candidate experience”

Research:• Informative & updated website• Up-to-date social media

profiles• Transparency• Clear Expectations• Positive comments on social

media sites• Positive reputation• Happy employees• Community support

Process:• Ease of applying – short &

sweet – online & mobile• Quick response, fast action• Game plan for hiring & growth• Multiple interviews• Moving forward • Onboarding• Welcoming• Delivering• Method of communication

Population by Generation*Boomers 22.56%Gen X 20.17%Millennial 22.06%Gen Z 26.54%

*As of 2017 Statista 2019

Attributes of younger generations

Ways the younger generations use media:

Tips to attract & retain them….


Culture/Engagement Perks:Engagement:

• Detailed action plan for growth• Intelligent & respected leaders they trust• Allowing & encouraging creativity • Employee feedback surveys & action steps

that get completed!• Transparency with open communication• Knowing that the company has their back• Ability to fit in• Caring atmosphere• Ability to be part of decision-making process• Challenging and rewarding work

Perks:• Group sports/team building events/birthdays• Employee Appreciation Day • Individual recognition• Support of community/charities• Tuition reimbursement• Unlimited vacation*

57% of job candidates report benefits & perks are among top considerations

before accepting jobsGlassdoor

What are things are you doing to stand

out?


You have a plan to market and bring in listeners/viewers…

You need to have a plan to continually market to the community, industry AND your employees to remind them why your industry, company and your management are good places to work:

• Share articles to show the strength of your products• Brag about awards & accomplishments• Make a big deal on how you help the community• Talk up the fun stuff• Acknowledge good work• Value employees

SHARE ON YOUR WEBSITE AND SOCIAL MEDIA!

Companies with strong

employment brands, pay 10% less to employees

Harvard Business Review 3/19

Sell your opportunities!Make sure your staff understands the benefits of working for your company – they should all be advocates when representing the company.

• What the company covers• Training• Growth plan• When insurance starts• Community service projects• Perks• Leadership style

Be prepared to sell. Get over waiting to be sold by candidates. They are in the

driver's seat as anyone good will be able to pick and choose opportunities that best fit their goals.

WHY WORK FOR YOU?• Benefits (Industry) Hint: Use

RAB/TVB/NAB materials• Benefits (Your company)• Benefits (Your team & You)• Benefits (Personal)


Before you hire, do some homework:1. Know what you really

need!• Education• Experience• Contacts• Availability

2. Learn about your local labor pool!

• Who brings people into the market

• Average age• C.O.L.• Competition

3. Know your realistic costs:• What is competitive

comp in your market/industry?

• Offer a secure period with measurable goals

4. Create a story:• Mission • Culture• Community• Onboarding• Past successes• Transparency

Be sure to have all job profiles approved by HR/Legal!

5. Build your

pipeline & assign

tasks to work it!


Do your homework when designing comp plans• Know your market C.O.L.• Research what non-media companies

pay their sellers in your region• Ask detailed questions during

interviews• Attend local networking groups and

inquire on creative comp plans• Discuss with state broadcast

associations• Don’t get caught up in one size fits all• Offer secure periods with strong goals

Where do you stack up locally?

Skills needed today for success:• Strong attention to detail – CRM’s• Multi-tasking• Broadcast, digital and category experts• More in-depth research skills/data driven• Creative thinking• Marketing• Fast learner on a self-directed basis• Relationship building• Interpersonal skills• Expertise in various categories• Goal-oriented• Able to work under pressure• Have a sense of urgency• Be technology savvy • Passion


Re-thinking the sales departmentWhat it may look like

Position Description: Business Development• Brief description of company• Summary of position• Direct Report for research• Growth potential• Specific Expectations• Position Requirement• Benefits/perks• ContactSellthem on what YOU can do for them• EOE

Step 1 – Creating a profile to attract:

Sell them on what YOU can

do for their career

There should be no surprises upon

start!

Organic Growth is crucial

• Have a strong internship program

• Learn how each employee thrives

• Put right people in right seat• Reach out & engage

younger groups• Pair with seasoned staff


Familiar with the model of the ‘sales funnel’?

The same goes for recruiting! Especially now with low unemployment!40% of US companies report a shortage of employees!*

Hiring for an open position can take months!1. We CAN NOT wait for candidates to come to us2. We MUST be more aggressive3. We need to build the widest net to capture the few we want to

hire4. We need to establish the company as “the place to work”5. We need to keep potential hires engaged until the time is right!6. Look at the whole package vs. just an assessment score7. We need to learn how to work passive candidates*Jobvite

Know who you are interviewing & why!

REMEMBER THERE IS A MAJOR DIFFERENCE BETWEEN A ‘JOB SEEKER’ AND A ‘PASSIVE CANDIDATE’ so know who you are talking to and what you want to gain from the interview! They each need a different approach & tactic! (No different than different clients!)


The difference between job seekers and passive candidates:

78% of non job seekers would be open if called by a recruiter

http://www.chalre.com


Interviewing Job Seekers• Ok to ask why they are interested in the

position• Ok to ask them to do projects, fill out an

application or personality profile• Ok to ask them for references and let

them know you will be reaching out to them

• Move quickly as they are actively looking

Personality profiles should not be 100% of the hiring decision

and should be used as a management tool

Check out references at the offer stage. Offer

can be made contingent on positive references


Meeting with Passive Candidates

Passive candidate meetings should be treated as a ‘consultant type’ meeting.

Tips for meeting with passive candidates:• Look for those that are HAPPY in their jobs • Do your homework prior to speaking• Don’t expect them to jump through hoops until they are sold• Treat them like ‘clients who are highly targeted prospects’• Don’t take “no” too easily• You need to be in control = reach out, follow up and build that relationship!• Meet with them somewhere you can pay attention and hear• Thank them for their time• Ask for referrals• Put on your calendar to follow up regularly• Invite to appropriate events


After the interview…..

Remember the tables have turned!You don’t wait for the passive candidate to follow up with you!

Thank them for their time. Follow up. Keep in touch. Build that relationship and don’t give up on those you

want to hire!

• Connect on LinkedIn and congratulate on accomplishments• Invite to fun company events when appropriate• Send special wishes for life events• Call to check in on a regular basis like you would with clients• Share news about new company initiatives



Once they have signed on the dotted line…. Don’t stop selling!

• Send a Welcome kit • Involve a “C” level person • Include the family • Confirm start date, time & location,

include what to wear• Prep for week 1

Keep them engaged!

Your community service can do more than fulfill FCC requirements!

Involving your staff, offering time off for projects can help the community, the non-profit and recruitment!

Younger generations want to work

for community service-oriented companies

Great place to network and

meet others in the community who may be a good target for

future hiring

A great way to open doors

for new biz

Where?

Always

Internally:Referral programs

AdvocatesRetention

Externally:On air

WebsiteLoyal users club

Social mediaJob boards

Local industry boardsLarge local employers

ChambersInvoices

Schools, colleges, universities & alumni officesGeo-targeting

Realtors/Welcome wagonsThe mall/Retail

Churches

Overcoming the perception that broadcast is “Old School”

• Update your hiring process (lose the “mail your resume”)• Talk up the emerging technology• Discuss all of your platforms, not just the primary one – digital is hot!• Share the “power of the medium” = reach, response, ROI• Illustrate how it has helped grow local business with examples• Be prepared to discuss where the industry is going in the future • Sell them on how the station(s) have helped the community, why it is a major

part of what you do, and share how you support your team giving back• Offer flexibility • If your office is updated and cool, bring them in for a tour• Share the fun stuff • Talk about how many new licenses • Share how the required EAS helps in a disaster

Get updated

facts from NAB, RAB,

TVB


Where can you look for prospective candidates?Any company that employees' sellers involved in selling ideas or closing business:

• Career Fairs• Hotels, Motels, Resorts• Beverage Reps• Hospitality• Telecom/Mobile Phones• Office Supplies/Repairs• Furniture Reps• Casino Equipment• Mortgages/Financials• Real Estate

• Teachers• Auto• Nightclubs• DJ’s• Medical/Pharmaceutical• College Recruiters• Staffing Companies• Time Shares• Sports Teams• Retail

• Banquet Halls• Vineyards• Cosmetic Reps• Military Bases• Insurance• Repair Services• Events or Fairs• Yellow Pages• Welcome Wagon• Rental Cars• B2B

What other companies are doing to win in the war for talent!

• Have an established Talent Acquisition Plan• Reach out regularly• Make managers accountable• Build & work a targeted pipeline• Have a strong, selling career page on their website• Promote themselves as “An Employer of Choice”• Offer & promote a robust Referral Program • Invest in the right tools to succeed in the job• Think out of the box• Recruit ‘proactively’ vs. ‘reactively’• Offer a strong security period to ramp up the new hire• Regular communication• Making employees feel valued• Communicate differently to each generation

Goals for the day:✔ Learn why it is crucial to make this commitment✔ Learn how to do a better job of attracting & retaining

quality employees✔ Thinking out of the box when looking to hire✔ Interviewing Tips

Need more help?Call us 480 306 8930

Solutions to help build your teams!Consulting | Search | Pipeline Development | Management Training

[email protected]

http://www.mediastaffingnetwork.com/

best practices for building a talent acquisition program that …€¦ · onboarding: • is not...

Documents