recruiting, staffing and hiring
Post on 05-Dec-2014
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Recruiting, Staffing and Hiring
2014 Trends and
Some Wild ‘n Crazy Ideas
Agenda and Objectives
One Review LinkedIn Survey
Results 2013-2014 on Job
Satisfaction and Job-seeking
Behavior
Two Using Career Zones to
Develop Sourcing and
Recruiting Strategies
Three Implement a 50-30-20
Sourcing Plan to See/Hire the
Best Available, not the Best
Who Applies
Four
Avoid the “Vicious Cycle” to
Maximize Attraction,
Retention and Performance
Satisfaction Over Time
31%
46%
12%
4% 7%
38% 41%
9% 9%
3%
Very Satisfied Somewhat Satisfied Neither Satisfied norDissatisfied
SomewhatDissatisfied
Very Dissatisfied
2010 201378% vs. 79%
Zone 1 Zone 2 Zone 3 Zone 4
Very Active Tiptoers Explorers Super Passive
Time
Gro
wth
an
d Im
pac
t
Extraordinary Career Move
Significant Career Move
Much Better Job
Lateral Transfer
Career Zones & Job-seeking
2013 Career Zones
23%
13%
43%
21%
Job Hunting Status by Career Zone
Active Tiptoer Explorer Passive
Satisfaction by Career Zone
45%
9% 4% 1%
44%
53%
29%
19%
4%
3%
16%
21%
25%
25%
8%
22%
46% 55%
72%
Very satisfied Somewhatsatisfied
Neither satisfiednor dissatisfied
Somewhatdissatisfied
Very dissatisfied
Zone 1 - Passive Zone 2 - Explorers Zone 3 - Tiptoers Zone 4 - Active
38% 41% 9% 9% 3%
Job-Seeking Behavior Over Time
28%
40%
15% 17%
21%
43%
13%
23%
Zone 1 Passive Zone 2 Explorers Zone 3 Tiptoers Zone 4 Active
2010 201368% vs. 64%
32% vs. 36%
Job Satisfaction by Seniority
48%
38%
29%
36%
44%
42%
6%
8%
11%
8%
8%
12%
2%
2%
5%
NAMER Director+
NAMER Manager
NAMER Individual Contributor
NAMER Job Satisfaction by Seniority
Very satisfied Somewhat satisfied Neither satisfied nor dissatisfied Somewhat dissatisfied Very dissatisfied
Use Career Zones to Reposition Your Opportunity
Time
Gro
wth
an
d Im
pac
t
Accelerated
Growth
High Job
Satisfaction
Fully-
employed
Zone 1
Slowing
Growth
Adequate Job
Satisfaction
Fully-
employed
Zone 2
Flat Growth
Lower Job
Satisfaction
Fully-
employed
Zone 3
Declining
Growth
Lower Job
Satisfaction
Under-
employed
Zone 4
Very Active Tiptoers Explorers Super Passive
21% 43% 13% 23%
30% Solution:
Max Use of Time
There is more
risk in not
looking.
Speed: change
jobs as soon as
possible!
Optimize Best
Career
Opportunity
Implement a 50-30-20 Sourcing Program
20% 30% 50%
Use Career Zones to Reposition Your Opportunity
Going Towards Strategy
More Passive
Advanced Recruiting
Going Away Strategy
More Active
Basic Recruiting
Positive Motivators
Negative Motivators
Intrinsic Extrinsic
Career Maximization Learn – Do – Become Helping others Team – Hiring Manager Company or Mission
Slow growth Work mix not satisfying Not part of team Mission not important Cultural misfit
Low salary Bad boss Not appreciated Deteriorating business Economic need
Compensation Max Short-term Rewards Contests, Bonus Big Title - Big Brand Ego need
GETTING DOING & BECOMING
Marketing, Recruiting & Retention
Great Ads: Capture Intrinsic Motivator
McFrank & Williams Advertising Agency, Inc.
Compelling Email to Prospects
• Going-away or
Going-towards?
• Capture intrinsic
motivator
• Focus on what
person can do,
learn, or become
• Describe impact
• Email 1st, don’t call
• Make it viral
Summary and Q&A
Key Points
While job-satisfaction is on the
rise, employees are more open to
consider switching jobs.
Senior managers are more
satisfied and less likely to move.
55% of the Very Satisfied are still
open to change jobs!
Career Zones can guide
recruiting strategies programs.
Implement a “Going-towards”
recruiting program focused on
long-term positive motivators
Budurl.com/EGFHp2
info@louadlergroup.com
Lou’s whitepaper and analysis of the report
are coming out in a few weeks.
In the meantime, download the research
this webinar was based on:
lnkd.in/talent-trends
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