brains before bros - why hiring smart vs experienced is a winning talent strategy - final

7/28/2019 Brains Before Bros - Why Hiring Smart vs Experienced is a Winning Talent Strategy - Final

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Welcome to todays webcast

Brains Before Bros: Why Hiring Smart People Over

Experienced People is a Winning Talent Strategy


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How to Participate Today

Open and close your Panel

View, Select, and Test your audio

Join the conversation by submitting

your questions in the questions box

Note: Q&A will be addressed at theend of todays session

Follow on the back channel via

Twitter using the hashtag #SumTotal

#SumTotal


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Presenter Info

Kris Dunn

CHRO at Kinetix (RPO, Recruiting)

Founder of Fistful of Talent, HR Capitalist Hoops Junkie

Kelly Dingee

Strategic Sourcing Manager at Staffing

Advisors

Google Geek

Contributor at Fistful of Talent

#SumTotal


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#SumTotal


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Get Your Tickets

Talent Scarcity is hittingan HR and recruiting shop

near you.


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And if Talent is Scarce, it

makes sense to love theone youre with..


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One in three employers (34%) experience

difficulties filling vacancies due to the lack

of available talent.Source: Oracle, The Future of Talent Management:

Underlying Drivers of Change 2012


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54% of employers feel talent shortages will

impact their ability to deliver client needs.

Source: Manpower Group, Talent Shortage Survey

2012


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Factors Driving Talent Scarcity

The Knowledge Economy

The use of knowledge technologies to

produce economic advancement and

job creation

High demand for well-trained and techsavvy labor

Makes talent a key business asset

Globalization

Rising interdependence between

economies for goods

Increased distribution of customer base

and workforce

Source: Oracle, The Future of Talent Management:



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Factors Driving Talent Scarcity

Generational Gaps

The aging population is living (and

working!) longer

Complicates succession planning

Advances in technology Technology is advancing at an

exponential pace

Increased expectation of

technology standards of

companies by candidates

Technology increases access to

other career opportunities

Source: Oracle, The Future of Talent Management:



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#Truth: Talent will differentiate companies from their

competitors. Those companies that invest in their

strategy gain a major competitive advantage over thosewho choose to put talent management on the back

burner.


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What should you do?

#winning


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#SumTotal


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So You Want to Hire Smart

People That You Can Train

for Success?First You Gotta Know What

The HeckSmartmeans


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Common False Positives In Hiring Smart

School Pedigree

Degree or Multiple Degrees

Positions Held

Perceptions of Knowledge, Skill

and Abilities from resume or

profile

Gift of gab in interview and

interactions with team

The Like Us syndrome

Physical Attractiveness Level


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What Incumbents Actually Do That Make

Leaders Think They Are Smart

Once inside a company, being viewed as

smart has little to do with the previous false

positives.

Instead, leaders identify the following

preferred attributes as indicative as

Smart:

Quick on the uptake, makes accurate

decisions with the data they have

Can adjust on the fly

Knows what to say and when

Appropriately aggressive

Can put them in a wide variety of

situations and theyll survive and thrive

Combine these factors with KSAs, and

youve got a perfect smart profile leaders

will respond to


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Big Benefits to Hiring Smart

With that Definition You hire for that profile in addition

to KSAs in a given functional area,

and you get people who:

Can rapidly adjust to stretch projects

Can move into other roles and be up andrunning at a decent proficiency level in a

few months

Respond in a high performing way to fluid

situations they find themselves in within

your company (without you having to

coach them through every step)

Innovate, Add Value and Drive Change

without being asked to

Make you look good as a manager or an

HR Leader


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Thats What I Want!!!

How Do I Figure Out Who ThosePeople Are?

Source: Forbes, 10 Reasons Your Top Talent Will Leave You


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Dont Hang Up When I Tell You This

You Need a Light, Street SmartAssessment Layer to help you

evaluate 4 things


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Cognitive Ability/Processing Speed

Not IQ Looking for an individuals ability

to take in lots of data and make

quick, accurate decisions on the

fly Everyone wants this today, not all

candidates have it

Lots of situational fluidity a

persons comfort level with speedin the workplace is going to be

based on this

Smart people can have low

processing speed


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Assertiveness

The ability to confront situations thatneed to be confronted is a big part of who

appears to be smart in any

organization.

Confrontation includes people, situations,

data, etc. Its not enough to come up with the right

answer, youve got to take the right

action.

Beware of the right side of the bell curve

you dont want the 100th percentile on

this the 85th percentile will do just fine.

Appropriately assertive people win,

regardless of the position they are in


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Detail Orientation

How organized is the individual inquestion?

Directly linked to the ability to

generate results in an

organization, regardless ofposition

You dont have to lead the world

in detail orientation to be viewed

as smart in an organization, it justcant limit your effectiveness

Low Detail people need High

Detail people that work for them


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Rules Orientaiton

Probably the biggest non-negotiable fortalent to consistently be viewed as smart

High Rules people look for the operations

manual to respond to any situation

Low Rules people love the chaos, they

dont want the operations manual, theywant the freedom to figure out the best

answer

Which one is necessary to someone to be

mobile in your organization and quickly

adapt to any situation, project or role?

Low Rules, accompanied by high cognitive

processing speed and the right level of

assertiveness = NIMBLE TALENT


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What Im looking forWith Hiring Smart Expert, Kelly Dingee

2 years

Accessibility

Pay It Forward

Step it up with

outside interests

And lastlyNo typos!


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-Leadership

-Tells Me How Smart She Is

-Longevity with Groups


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Poll Question: Do you screen for Smart?

A. Yes Im a hiring

Smart pro. I could have

presented that last

section.

B. No but I will now

that I actually know

what Smart means.


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#SumTotal


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Employees who are

challenged, engaged and

rewarded rarely leave.

So what about everyone else?


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So how do you know when an

employee is about to jump ship?


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Sign #1

When theyve stoppedcomplaining, theyve

stopped caring.

Employees who are investedin the company they work for

have opinions

When talent begins to

disengage, they are less

concerned about the future

state of the organization

Only focused on short-term

projects/results


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Sign #2

The social media overhaul +increased networking.

93% of recruiters use LinkedIn to find

candidates --and candidates know

this!

Keep tabs on your employees

LinkedIn profiles. Do they have new

connections? New

recommendations? Have they beefed

up their experience section?

Changes in attire can also be an

indicator that employees are

attending networking events post-

work and interviews during the

workday

Source: Jobvite Social Recruiting Survey 2012


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Sign #3

Their peers or other leaderson your team have expressed

a noticeable change in

behavior.

No longer volunteering to takeon challenging projects and

only delivering expected

results

Restricting time spent in the

office to only normal businesshours

Stops accepting invitations to

engage socially outside of the

office


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#SumTotal


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If leaders spent less timetrying to retain employees

and more time investing inthem, retention would take

care of itself.



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Poll Question: Does your organization currently have an

employee learning & development program in place?

A. Yes

B. No

C. Yes, but Im not sure

how effective it actually

is

D. Who needs employeedevelopment? People

only care about raises

anyway


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Lets Start With Some Facts

30% of employees believe theyll beworking someplace else inside of 12

months.

60% of employees dont feel their

career goals are aligned with the

plans their employers have for

them.

70% of employees dont feel

appreciated or valued by their

employer. Only 4% of U.S.-based HR

executives said they have an ample

pipeline that will cover most of their

needs



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Only 25% of companies actively provide

further training to existing team members.

FOT is here to help the the other 75% of youget on board

(without breaking the bank).

E l D l


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Employee Development

(without Breaking the bank)

Lunch and Learn Series

- Bring in an outside speaker/coach to help your

team personally and professionally grow Ex:

Toastmasters Group Leader or an Estate Planner

- Cross-promote departments by having

organization leaders come discuss their role andcareer successes

- Purchase business books and start an in-house

lunchtime book club

Internal Training/Certificate Programs

Develop an internal training on core processes in your

organization and have alternating members of your

team present/attend

Create a schedule of free industry webinars and

provide a group viewing area to promote attendance

and conversation

Reimburse employees for completing certificate

programs of value to your organization and have them

present their learnings to team members

E l D l


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Development Credits/Funds

Provide development credits/funds as part of your

compensation package

Provide flexible work hours for employees to

engage in outside training

Research external programs of value to yourorganization and promote those programs to your

employees

Mentorship Programs and Continued Coaching

Provide the framework for employees to take the

reigns of their own development

Increased knowledge transfer between theparties, capitalize on The Knowledge Economy

Clearly communicate an employees career

progress and always highlight possible next steps

within your organization

E l D l t


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Take a cue from those doing it

right

Googles 20% Time enables

employees to spend time on

projects outside of their normal jobscope

Encourage employees to bring

forward suggestions to improve

existing processes and enable them

to implement change of value

Create job enrichment by allowing

managers from other departments

to assign your employees special

projects


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But You Cant Retain TheSmart Ones without

Managers Committed toEmployee Development


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The Best Managers do 2Things Well to That End:

#1They Talk about WIIFM

#2 - They Help EEs Build Portfolios


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Whats In It For Me This just in Employees arent

motivated by whats good for youor the company

Theyre motivated by their ownself interests

As a result, career agent

managers focus on WIIFM inevery performance convo,including: How you get more valuable

How you get more $$$

How you get better than others

How the external world viewswhat youre working on

Praise and RecognitionIf This,Then That

LEVERAGE/SELF INTEREST SELLS

The Best Managers Help Employees Build


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The Best Managers Help Employees Build

Portfolios Off of WIIFM

Old School Do this and youllget a Meets

New SchoolMeetsperformance equals this level ofperformance + Deliverable is a work product

that can be used in a careerportfolio

Managers prepared to deal with

Talent Scarcity tell the employeeswhy theyre doing it

Those Managers help their directreports look for their nextopportunity in the company


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#SumTotal


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The Big But

How do you get your

managers to let theirstar talent go?

(you know youre thinking it)


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Ask the Expert

Steve Parker

VP of Solution Marketing at

SumTotal

Twitter: @SumTotalSystems

15+ years of global leadership, professional management, and

strategic consulting experience in Talent Management


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Poll Question: Have you as a manager or have you known


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Poll Question: Have you as a manager, or have you known

a manager, who has not advanced talent because

you/they were afraid to lose them on the team?

A. Guilty as charged

B. Nope

C. Pleading the fifth

Want More?


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Want More?

Check this out at your local library.

Its time for something different,

SumTotal believes its time to set talent

free.

Get it here:http://talent.sumtotalsystems.com/WebRes-

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#SumTotal


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Thanks to our webcast sponsor!

Schedule a demo today!

Kari [email protected] Solutions Manager, SumTotal Systems1.866.768.6825
http://mkto-d0083.com/trk?t=2&mid=MDg1LVpPTi00MTQ6NDQ1MTo0NDQ0OjEzNzIzOjA6Mjk2ODo3OjEzNjczMTU6YXRvcnJ5QHN1bXRvdGFsc3lzdGVtcy5jb20=&&&mailto:[email protected]?mkt_tok=3RkMMJWWfF9wsRoiv6jNZKXonjHpfsX56OoqWqazlMI/0ER3fOvrPUfGjI4DRcRqI+SLDwEYGJlv6SgFSrjAMbpv1LgJWhU=http://mkto-d0083.com/trk?t=2&mid=MDg1LVpPTi00MTQ6NDQ1MTo0NDQ0OjEzNzIzOjA6Mjk2ODo3OjEzNjczMTU6YXRvcnJ5QHN1bXRvdGFsc3lzdGVtcy5jb20=&&&mailto:[email protected]?mkt_tok=3RkMMJWWfF9wsRoiv6jNZKXonjHpfsX56OoqWqazlMI/0ER3fOvrPUfGjI4DRcRqI+SLDwEYGJlv6SgFSrjAMbpv1LgJWhU=


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#SumTotal


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Kelly Dingee:

[email protected]

www.fistfuloftalent.comTwitter: @sourcerkelly

LinkedIn:

https://www.linkedin.com/in/kellydingee

Kris Dunn:[email protected]

www.fistfuloftalent.com

Twitter: @kris_dunn

LinkedIn: www.linkedin.com/in/krisdunn
mailto:[email protected]://www.linkedin.com/in/kellydingeemailto:[email protected]://www.linkedin.com/in/krisdunnhttp://www.linkedin.com/in/krisdunnmailto:[email protected]://www.linkedin.com/in/kellydingeemailto:[email protected]

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