the race for talents | how to stay ahead of the game?
TRANSCRIPT
The race for talents
How to stay ahead of the game?
We are all in the same race
Employees are constantly looking for new
job opportunities, growth and better economical conditions
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51% of employees are considering a
new jobWorkforce Panel, Gallup
2015
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We are all in the same race
Employers want to attract and maintain
the best talents
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47% of small businesses cannot find
qualified applicants for open positions
NFIB, Small Economic Business Trends,2015
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Sometimes, in this race, we focus to much on numbers while to little on people…
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Volvo’s message is that cars are made for people.
Careers are also made for and by people.
We are not all race drivers of our lives, we are not numbers.
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HOW TO STAY AHEAD OF
THE GAME?
Put PEOPLE in the center of
your attention
Career path(s)
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I think of my career as a jungle gym, not a ladder: jumping from rung to rung, side to side, up and
down, learning new things, pursuing new experiences, and focusing as much on the journey
as the destination.
Lori Goler, VP People, Facebook
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According to Payscale research from 2015, conducted on 33 500 tech employees
96%satisfied employees
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Laddervertical career growth
LADDER - pros and cons
•Your expertise continues to deepen and grow over time•Experience in the same field or functional area•Clearer job options to progress within a job family•Comfort and familiarity with roles, organization and people within a group
• Operating with a limited perspective of the business• Limited career advancement
opportunities, especially in smaller companies• More and more difficult to change
career as the years pass
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Latticehorizontal career growth
LATTICE - pros and cons
•Career moves focus on building capabilities•Opportunities to meet and work with a varied set of people•Can broaden perspective of the overall business and challenge oneself to learn more, faster•Dialing up or dialing down career may be easier to do
• Can be perceived negatively if hiring managers do not understand the context of the decision
• Can be accompanied with potential loss in wages, title, or stature
• More challenging• One needs to have a clear vision,
not to be a job hopper
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Job scorecard
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Example scorecard areas
• development opportunities • salary• workload• how interesting / important is the project• is it what you would like to learn
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Job scorecard
Decision factorImportance
weight (1-5)
PwC SpaceX
Decision factor score
(1-5)
Combined score
weight x decision
Decision factor score(1-5)
Combined score
weight x decision
Salary 5 5 25 2 10
Potential influence 5 1 5 5 25
Leadership opportunities
5 2 10 4 20
Flexible schedule 2 1 2 5 10
Location 1 1 1 5 5
TOTAL 43 70
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As an employer,imagine, your perfect candidate is filling out this scorecard against your greatest competitor.
How can your company improve it’s score?
Is the vision of your company clear and understandable for all of your departments?
Is everyone’s potential used best?
Can you describe the value you give to your employees? Do you communicate it?
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EBstarts and ends with people
Thank You!Do you have any questions?
Ola PszczołaCEO @Bee [email protected]
Kasia ŻurekSenior Brand Consultant @Bee [email protected]