rescue and wrangle! recruitment and retention strategies for today’s world barbara j. bowes,...

Rescue and Wrangle!Rescue and Wrangle!

Recruitment and Retention Strategies Recruitment and Retention Strategies For Today’s WorldFor Today’s World

Barbara J. Bowes, FCHRP, CMCBarbara J. Bowes, FCHRP, CMC 20082008

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Signs of a Hot Signs of a Hot Employment MarketEmployment Market

Unemployment rate in Canada is lowest it’s Unemployment rate in Canada is lowest it’s been in 33 yearsbeen in 33 years

Other industry sectors are hot at the same Other industry sectors are hot at the same time creating a shortage of qualified time creating a shortage of qualified candidatescandidates

Candidates have 4-5 job offers/companies Candidates have 4-5 job offers/companies matchmatch

Some new entrants are not willing to spend Some new entrants are not willing to spend the time to apprenticethe time to apprentice

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Signs of a Hot Signs of a Hot Employment MarketEmployment Market

Staff are being headhunted all the timeStaff are being headhunted all the time Corporate raiding of key talentCorporate raiding of key talent

Billboards - Got a Pulse? See Inside!!!Billboards - Got a Pulse? See Inside!!!

McDonald’s is offering a sign up bonus plus 35% McDonald’s is offering a sign up bonus plus 35% above minimum wage – going after seniorsabove minimum wage – going after seniors

Salaries are elevatedSalaries are elevated

It’s a war out there……It’s a war out there……

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Industry Recruitment Industry Recruitment StrategiesStrategies

Job Fairs at summer concertsJob Fairs at summer concerts Extensive use of internet, job boardsExtensive use of internet, job boards University/high school recruitmentUniversity/high school recruitment Have billboard - will hireHave billboard - will hire Job co-op programsJob co-op programs Storefront recruitment offices at strip mallsStorefront recruitment offices at strip malls Association job distributionAssociation job distribution Advertisement in movie theatres, bus Advertisement in movie theatres, bus

sheltersshelters

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What’s Being Offered?What’s Being Offered?

Payment of finders fees to employeesPayment of finders fees to employees

Cash signing bonuses - 5-15% of first Cash signing bonuses - 5-15% of first year salaryyear salary

Employee stock option and deferred Employee stock option and deferred profit sharing plan offers are growing at profit sharing plan offers are growing at a rate of 11% per yeara rate of 11% per year

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What’s Being Offered?What’s Being Offered?

Stock options being offered to university Stock options being offered to university students working as co-op or internsstudents working as co-op or interns

Companies paying student loansCompanies paying student loans

““COOL” bonuses – lego desk as a COOL” bonuses – lego desk as a signing bonus, bringing dog to work signing bonus, bringing dog to work

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Why Do Why Do Employees Leave?Employees Leave?

Personal, emotional, Personal, emotional, psychological or psychological or work related needs work related needs are not being metare not being met

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Why Do Employees Leave?Why Do Employees Leave?

Corporate culture, family obligationsCorporate culture, family obligations

CompensationCompensation

Physical work environmentPhysical work environment

Employee communicationsEmployee communications

Unfairness of processes – psychological contractUnfairness of processes – psychological contract

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Why Do Employees Leave?Why Do Employees Leave?

Career development – lack of opportunity for Career development – lack of opportunity for advancementadvancement

Work hours, lack of recognition/appreciationWork hours, lack of recognition/appreciation

Job fit (culture versus skills)Job fit (culture versus skills)

Manager/employee relationsManager/employee relations

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What Do New What Do New Employees Want?Employees Want?

An exciting place to work where they can make a An exciting place to work where they can make a difference – idealistic, looking for eco-friendly/greendifference – idealistic, looking for eco-friendly/green

A positive corporate cultureA positive corporate culture

A work environment that offers growthA work environment that offers growth

As much $$$ as they can getAs much $$$ as they can get

Respect for careers and abilitiesRespect for careers and abilities

Benefits and support that meets personal needsBenefits and support that meets personal needs

Lifestyle - people won’t give up family life or move Lifestyle - people won’t give up family life or move from family supportsfrom family supports

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What Do New What Do New Employees Want?Employees Want?

Expect rewards and promotion Expect rewards and promotion sooner than latersooner than later

More immediate and frequent More immediate and frequent recognition for contributions - recognition for contributions - ranging from pizza, breakfast ranging from pizza, breakfast with the president to theatre with the president to theatre tickets or project bonusestickets or project bonuses

Don’t seem to have the patience Don’t seem to have the patience for long term rewardsfor long term rewards

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Recruitment Branding Recruitment Branding StrategyStrategy

Companies are recognizing they must do more than Companies are recognizing they must do more than dress up the front doordress up the front door

They need to connect with the idealism of peopleThey need to connect with the idealism of people

They need to develop a sense of psychic ownershipThey need to develop a sense of psychic ownership

Place a strong emphasis on relationships at workPlace a strong emphasis on relationships at work

Many are portraying themselves as “employer of Many are portraying themselves as “employer of choice”choice”

Selling quality of life/greenSelling quality of life/green

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Industry Retention StrategiesIndustry Retention Strategies

One year performance and retention bonusesOne year performance and retention bonuses Enhanced variable pay packagesEnhanced variable pay packages Project milestone bonusesProject milestone bonuses Market adjustments to base pay ranging from Market adjustments to base pay ranging from

10 to 30 %10 to 30 % Scholarships for employee’s childrenScholarships for employee’s children Guaranteed summer jobs for children of Guaranteed summer jobs for children of

employeesemployees

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Retention StrategiesRetention Strategies

Paid leave to volunteer for company supported causes; Paid leave to volunteer for company supported causes; encouragement to volunteer as part of performance encouragement to volunteer as part of performance appraisalappraisal

““Green shares” - reward for environmental initiatives; Green shares” - reward for environmental initiatives; trade for company sharestrade for company shares

Flexible/alternative work arrangementsFlexible/alternative work arrangements

Work from home - company buys furniture, pays for setupWork from home - company buys furniture, pays for setup

Continuous learning strategiesContinuous learning strategies

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Strong orientation programs; buddy system with Strong orientation programs; buddy system with senior managerssenior managers

Breakfast with the PresidentBreakfast with the President

““Cool” rewards….Company Group trip to Caribbean Cool” rewards….Company Group trip to Caribbean for all levels of staff: ski trip to La Rivierefor all levels of staff: ski trip to La Riviere

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““Comfortable and creative office space Comfortable and creative office space

• Kitchen with fridge stocked with treats, on-site Kitchen with fridge stocked with treats, on-site health clubhealth club

• Cappuccino bars, gourmet cafeterias, pool table, Cappuccino bars, gourmet cafeterias, pool table, company dog company dog

• Schmoozing zones, napping couches, Schmoozing zones, napping couches, brainstorming areabrainstorming area

• Colour enhancing relaxation stationsColour enhancing relaxation stations

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Remember Why Remember Why People Leave?People Leave?

Career development – lack of advancement opportunityCareer development – lack of advancement opportunity Work hours, lack of recognition/appreciationWork hours, lack of recognition/appreciation Job fit (culture versus skills)Job fit (culture versus skills) Manager/employee relationsManager/employee relations Corporate culture, family obligationsCorporate culture, family obligations CompensationCompensation Physical work environmentPhysical work environment Employee communicationsEmployee communications Unfairness of processes – psychological contractUnfairness of processes – psychological contract

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What Can You Do?What Can You Do?

What about your industry? Why are you special? What about your industry? Why are you special? What is your future?What is your future?

Are you an up and out company….then what is the Are you an up and out company….then what is the length of tenure? What is the implications of this?length of tenure? What is the implications of this?

What credentials should you look for? Where do you What credentials should you look for? Where do you find people? Target them, networkfind people? Target them, network

Assess them - Include psychological assessments to Assess them - Include psychological assessments to confirm the skills you need/want confirm the skills you need/want

Know what you have do to offer and sell it Know what you have do to offer and sell it aggressivelyaggressively

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Hiring staff is a challenge today but so is Hiring staff is a challenge today but so is retention…..that is why I use the word retention…..that is why I use the word “wrangle”….“wrangle”….

You need to wrestle and wrangle them to the You need to wrestle and wrangle them to the ground and keep them in your companyground and keep them in your company

Develop an employee engagement strategyDevelop an employee engagement strategy

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Employee Engagement Employee Engagement is a Strategyis a Strategy

Employee engagement is an effort to link Employee engagement is an effort to link together the emotional and the rational together the emotional and the rational factors relating to work and the overall work factors relating to work and the overall work experience to create a high performing experience to create a high performing organizationorganization

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Engaged WorkforceEngaged Workforce

Highly productive, finish all assignmentsHighly productive, finish all assignments Receive acknowledgement and Receive acknowledgement and

recognition for a job well donerecognition for a job well done Good team member relationshipsGood team member relationships People happy, in a good moodPeople happy, in a good mood Feel their work makes a differenceFeel their work makes a difference Sense of synergy between peopleSense of synergy between people

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Employee Engagement Employee Engagement is More than Moneyis More than Money

You can’t just “buy” employee engagementYou can’t just “buy” employee engagement Employee engagement is also a partnership Employee engagement is also a partnership

between employees and the company…it between employees and the company…it does not totally rest on the shoulders of the does not totally rest on the shoulders of the companycompany

Employees have a responsibility to shape Employees have a responsibility to shape their own destiny and career paththeir own destiny and career path

Employee engagement relates to the culture Employee engagement relates to the culture of the organizationof the organization

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Front Wheel SkillsBack Wheel Skills

Steering Power

People

Drive Power

Know-how

Balanced Training for High Balanced Training for High PerformancePerformance

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Understand the skills you want to train for and Understand the skills you want to train for and develop a progressive programdevelop a progressive program

Strong support for career development – employees Strong support for career development – employees are aware of what the career path isare aware of what the career path is

Higher levels of employee input and involvementHigher levels of employee input and involvement

More opportunities for employees to demonstrate More opportunities for employees to demonstrate leadershipleadership

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You need to build a culture of quality, productivity and You need to build a culture of quality, productivity and synergysynergy

You can do this by ensuring the company has a vision You can do this by ensuring the company has a vision that employees are part of and can relate tothat employees are part of and can relate to

Ensure that work gives employees a sense of purpose Ensure that work gives employees a sense of purpose and that adds value not only to the corporation but to and that adds value not only to the corporation but to themselvesthemselves

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You need to develop a psychic ownership, in other You need to develop a psychic ownership, in other words employee loyaltywords employee loyalty

The latest research shows there are 5 top drivers of The latest research shows there are 5 top drivers of loyaltyloyalty

• Fairness at work,Fairness at work,

• Employer care and concern, Employer care and concern,

• Demonstration of trust in employee capability, Demonstration of trust in employee capability,

• Feelings of accomplishmentFeelings of accomplishment

• Day to day satisfactionDay to day satisfaction

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Brand your values and cultureBrand your values and culture

• Become known as the best place to work; Become known as the best place to work;

• Make sure your managers walk the talkMake sure your managers walk the talk

• Policies of promotion from withinPolicies of promotion from within

• Have employee photos on your materials, Have employee photos on your materials, billboards, advertising…I love to work here!billboards, advertising…I love to work here!

• Promotional items - enculturationPromotional items - enculturation

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Employee SurveyEmployee Survey

Start by conducting an employee surveyStart by conducting an employee survey

• Employee engagement/job satisfaction surveyEmployee engagement/job satisfaction survey

Ask people directly:Ask people directly:

• Why did you join/stay/perform/Why did you join/stay/perform/

• What can the company do to keep you?What can the company do to keep you?

• Fix the problems, look after the needsFix the problems, look after the needs

• Go after quick winsGo after quick wins

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What Can You Do ?What Can You Do ?

A number of strategies were presented; use some of A number of strategies were presented; use some of the strategies mentioned today – what’s right for you?the strategies mentioned today – what’s right for you?

Focus on some immediate recognition for Focus on some immediate recognition for contributions – simple things like having pizza, contributions – simple things like having pizza, breakfast with the President to theatre tickets or breakfast with the President to theatre tickets or project bonuses is not hard to do!project bonuses is not hard to do!

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What Can You Do ?What Can You Do ?

Look at the ages of your employees, what changes Look at the ages of your employees, what changes can you make to support their life cycle while can you make to support their life cycle while retaining them as employees – flexibility is proving to retaining them as employees – flexibility is proving to be key to retentionbe key to retention

Look at phased in retirement so that you can keep Look at phased in retirement so that you can keep your older workers;your older workers;

Use older, experienced workers as trainers, mentorsUse older, experienced workers as trainers, mentors

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Retention strategies are not just a short term fix, nor Retention strategies are not just a short term fix, nor do they involve throwing a lot of ideas at the wall and do they involve throwing a lot of ideas at the wall and hoping they will stickhoping they will stick

Retention needs to be part of your organizational Retention needs to be part of your organizational culture, your brand, your way of workingculture, your brand, your way of working

Because if you can create job satisfaction for Because if you can create job satisfaction for employees, they will stayemployees, they will stay

And if you continually adapt to the needs of your And if you continually adapt to the needs of your employees and society, you will succeed in having a employees and society, you will succeed in having a long term, loyal workforcelong term, loyal workforce

Thank You!Thank You!

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rescue and wrangle! recruitment and retention strategies for today’s world barbara j. bowes,...

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