recruiting & retaining top talent

Recruiting and

Retaining Top Talent

Heidi Hoyt

Laura Rohde

April 21, 2015

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OBJECTIVES

• How to assess a candidate’s motivational fit

• Understanding how company culture plays a role in hiring

and retaining top talent

• What goes into an employee retention strategy

• Importance of understanding Millennials in the workplace

• Best practices for retaining your top talent

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Motivational Fit

• Finding the Right Person for the Job

• Questions to Ask:

Tell me about the best job you ever had. What were your

responsibilities? Is there anything you didn't like about it?”

Every interview, regardless of job level or type, should include

motivational fit questions

CULTURAL FIT

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• “How things are done around here…”

• Core Values are the foundation on

which you perform work and conduct

yourselves

• Does your company have core values?

WHAT IS CULTURE?

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BEHAVIOR

CULTURE DRIVES

• An organization’s culture, more

than any other single factor, is

responsible for influencing the

behavior of its people

• And it’s the behavior of its

people on a day-to-day basis

that most influences whether or

not the organization reaches its

goals

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PROCESS

THE RECRUITING

• Involve your rising stars in the

recruiting process

• Identify who needs to be involved

and why

• Use behavioral assessments as a

tool in your hiring practices – such

as Birkman

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SKILLS TRAINING

INTERVIEWING

• Need to provide training to deliver a consistent message with how you should be interviewing your candidates

• Behavioral-based interviewing is the preferred way to interview

• Interview guides help keep you consistent and legal

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BONUS PROGRAM

REFERRAL

• It is everyone in your company’s job to help find the right candidates

• Offer an incentive for those that refer good people

• Make sure to advertise this program to new and tenured employees in your company

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A BAD HIRE

COSTS OF

Statistics courtesy of Career Builder

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A BAD HIRE

COSTS OF

Statistics courtesy of Career Builder

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EMPLOYEE ENGAGEMENT

Engaged

Not Engaged

Somewhat Engaged

50%30%

20%

Statistics courtesy of Career Builder

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STRATEGIES

EMPLOYEE RETENTION

• Coach/Mentor Programs

• Succession Planning/9 Box Tool

• Employee Development Programs

• Employee Recognition Programs

• Stay Interviews

• Know Your Employees

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PROGRAMS

COACH OR MENTOR

• Coach

Skill development (soft skills,

technical skills)

Goal: Find success through

learning

• Mentor

Career advice/navigate

the culture

Goal: To avoid career-limiting

moves

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SHOULD ASK

QUESTIONS YOU

• How do you feel you are progressing?

• What is your training plan?

• Any roadblocks you are facing?

• What do you need from us?

• What is your career vision?

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POTENTIAL MATRIX

9 BOX PERFORMANCE/

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QUOTE

“One cannot teach a man anything. One can only

enable him to learn from within himself.”

~Galileo Galilei

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PROGRAMS

EMPLOYEE DEVELOPMENT

Provide ongoing learning and development opportunities:

• On the job training

• eLearning courses

• Classroom training

• Clear learning paths

• Leadership development programs

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PROGRAMS

EMPLOYEE RECOGNITION

• Peer to Peer Recognition Notecards

Emails

• Supervisor to Employee Recognition Team Meetings

1:1 Sessions

• Company Recognition Company Newsletters

Prizes

Service Awards

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STAY INTERVIEWS

A periodic one-on-one retention interview between a manager and a highly valued “at-risk-of-leaving” employee that identifies and then reinforces the factors that drive an employee to stay

Identifies and minimizes any “triggers” that might cause them to consider quitting

Helps you understand why employees stay, so that those important factors can be reinforced

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STAY INTERVIEWS

BENEFITS TO

• They stimulate the employee

• They are personalized

• They are limited to key employees

• They include actions

• Lower employee emotions

• A focus on the positive

• They are inexpensive

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QUESTIONS TO ASK

STAY INTERVIEWS

1. What about your job makes you want jump out of bed?

2. What about your job makes you want to hit the snooze button?

3. What are you passionate about?

4. What’s your dream job?

5. If you changed your role completely, what would you miss the most?

6. If you won the lottery and didn’t have to work, what would you miss?

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QUESTIONS TO ASK

STAY INTERVIEWS

7. What did you love in your last position that you’re not

doing now?

8. What makes for a great day at work?

9. If you had a magic wand, what would be the one thing

you would change about your work, your role and your

responsibilities?

10.What do you think about on your way to work?

11.What’s bothering you most about your job?

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WORKFORCE STATISTICS

• By 2030, the Millennials will

comprise approximately 75% of

the American Workforce

• Millennials:

Born between 1980-1995

Between the ages of 20

and 35

About 80 million Americans

in the workplace

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MILLENNIALS

UNDERSTANDING

Characteristics

• Technically savvy but enjoys personal interaction/must

always be connected

• Ambitious/entrepreneurial

• Excels at multi-tasking

• Seeks variety/no repetitive tasks

• Self focused

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MILLENNIALS

UNDERSTANDING

Values

• Freedom – flexible work

schedule

• Fun working environment –

work/life balance

• Immediate, ongoing, informal

feedback

• Mentoring/Education

• Growth opportunity

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TALENT

RETAINING TOP

It is important to know:

• How to communicate with them

• How to cultivate relationships

with them

• How to connect with them –

both on a personal as well as

an organizational level

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CONCLUSION

• How to assess a candidate’s motivational fit

• Understanding how company culture plays a role in hiring

and retaining top talent

• What goes into an employee retention strategy

• Importance of understanding Millennials in the workplace

• Best practices for retaining your top talent

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QUESTIONS?

Heidi HoytManaging Director

Professional Staffing

hhoyt@skodaminotti.com

Laura RohdeDirector

Human Resources

lrohde@skodaminotti.com

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Skoda Minotti CPAs,

Business & Financial Advisors

440-449-6800

skodaminotti.com

THANK YOU

Linkedin.com/company/skoda-minotti

Twitter.com/SkodaMinotti

Facebook.com/SkodaMinotti