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Talent Management & Acquisition
Winning the War!
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TALENT MANAGEMENT PROCESS
A Strong Employee Value Proposition
Having a Talent Mindset in Your Organization
Workforce Planning
Sourcing
Final Candidate
Selection and Offer
Acceptance
Interviewing,Assessment,and Selection
On Boarding:Acceptance –
1st Day
Orientation / Assimilation:
First day - first few months
Goal SettingPerformance Management
Development Planning
Total RewardsRecognition
Career Pathing
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The 1990s
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Industrial Age to
Information Age
Demand for high
caliber talent
Talent switching
from one company
to another
Fueling the War for Talent
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The landmark study…
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Bottom line…
Talent is a driver of an organization’s performance
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Top 10 JobsUS Employers are Having Difficulty Filling
1 Skilled Trades
2 Drivers
3 Teachers
4 Sales Representatives
5 Secretaries, PAs, Receptionists, Admin. Asst., Support Staff
6 Management / Executive (Management / Corporate)
7 Nurses
8 Technicians
9 Accounting & Finance Staff
10 Engineers
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Collier County is a GREAT place to live, work and play!
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But, the reality is…
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Implications of this reality…
• More than 54% of
Collier county
students in grades
pre-K through 3 live
in non-English
speaking homes
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What
I LEARNED
about the nonprofit
world in Collier County…
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…hiring and retaining top talent
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My “mission” for nonprofits in Collier County……..
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Sharing the “Secret Sauce”
Attracting
Developing
Retaining
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Talent Strategy
needs to be
determined…
…by where you are
in the Non-Profit
Organizational
Lifecyle.
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SOURCE: Susan Kennedy Stevens
Non-Profit Lifecycle Stages
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Sharing the “Secret Sauce” for…Two Preparation Methods
Generational Issues in the Workplace
Why Employees
LeaveTheir Jobs
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GEN “Y” GEN “X” BOOMERS SENIORS
The Workforce in 2015
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Our Four Generation Workforce Provides Challenges
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Top Four Reasons Why an Employee Leaves a Company
1 Management
2 Lack of Advancement
3 Lack of Recognition
4 Salary & Benefits / Too Much Work
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Sharing the “Secret Sauce” for…Begin with…
Crafting a winning Employee Value
Proposition
Rebuilding your Recruiting Strategy
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To Be A Partner Being a Starbucks partner means having the opportunity to be
something more than an employee. Gigantic possibilities lie ahead—to grow as a person, in your
career and in your community. To live the Starbucks mission and to be a leader. It’s the opportunity to
become your personal best. To be connected to something bigger. To be meaningful to the world. And
to be recognized for all of it. It’s all here for you.
Connect to Something Bigger Connecting with each other, with our customers
and the communities we are a part of fosters a deep sense of purpose at Starbucks. We believe we
can all become a part of something bigger and inspire positive change in the world around us. That’s
why we go out to do community service as a team throughout the year, partnering up with
organizations to revitalize and enhance the neighborhoods we serve.
Benefits At Starbucks, our Total Pay package is called “Your Special Blend.” It’s a benefits
package that is tailored to the needs of our partners. And it’s designed just for you
We look for people who are adaptable, self-motivated, passionate, creative team players. If that sounds like you, why not bring your talents and skills to Starbucks? We are growing in dynamic new ways and we recognize that the right people, offering their ideas and expertise, will enable us to continue our success.
Starbucks EVP
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Rebuild your Recruiting Strategy
Workforce Planning
Develop a Performance Profile
Develop a Sourcing Strategy
Utilize Behavior Based Interviewing
Determining Candidate Motivation
Reference Checking
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Develop a Sourcing Strategy……..
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Behavior Based Interviewing (BBI)
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Example of a Competency
Managing Change: The ability to demonstrate support for innovation and for organizational changes needed to improve the organization's effectiveness; initiating, sponsoring, and implementing organizational change; helping others to successfully manage organizational change.
Behavioral Indicators:
Personally develops a new method or approach.
Proposes new approaches, methods, or technologies.
Develops better, faster, or less expensive ways to do things.
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Candidate
Motivation
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A Word on Candidate Selection…
Ultimate nonprofit test: always go back to
your job profile and your mission...
Measure the candidate against your job profile
and the competencies in your profile
(organization and role competencies)
The candidate must be vested in your mission
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Sharing the “Secret Sauce” for…Next Key Ingredient
Coaching for Performance –
Regular Feedback
Weave Development Into Your Organization
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Sharing the “Secret Sauce” for…Next Key Ingredient
Goals Tied Your Mission withLine of Sight
Development Plan that the
Employee Owns
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Sharing the “Secret Sauce” for…Add 2 Cups Retaining
Differentiate and Affirm Your Employees
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Superkeepers “A” PlayersSuperior performance, inspire others,
embody core competencies of the
organization 3-5%
Keepers “B” PlayersExceed expectations, help others
improve performance, exhibit core
competencies 20-25%
Solid Citizens “C” PlayersMeet performance expectations,
enhance work of others, meet org
competencies 70%
Questionable ???Immediate remedial effort needed to
move up to Solid Citizen or out of the
organization 5%
Differentiate and Affirm Your People
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Career Planning
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Sharing the “Secret Sauce” for…Add 2 Cups Retaining
Make Sure Everyoneis Embracing aTalent Mindset
Total Rewards and
Recognition
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Everyone must
embrace a talent
mindset…
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Encourage teamwork
Allow experimenting
Set clear goals
Opportunities to
learn
Reward & Recognize
…and it
starts with
YOU!
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life is short.
work somewhere awesome…
Thanks!
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United Way HR Toolbox
You can view the site by visiting:
https://www.unitedwayofcolliercounty.org/MAPHR
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United Way HR Toolbox
You can view the site by visiting:
https://www.unitedwayofcolliercounty.org/MAPHR
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United Way HR Toolbox
You can view the site by visiting:
https://www.unitedwayofcolliercounty.org/MAPHR