recruiting and retaining young talent by selling more than just a salary. "spotlight on...
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2nd HR Summit
Amsterdam
26-27 October
Recruiting and Retaining Young Talent By Selling
More Than Just A Salary
2nd HR Summit 26-27 October
Tom Hamers
Partner – Become A Trainee
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2nd HR Summit
Amsterdam
26-27 October 2
2nd HR Summit
Amsterdam
26-27 October
• Managing talent, which includes issues such as talent pools and effective staffing of
leadership positions, continues to be the most critical topic for executives1
• 1 in 4 workers has been with their current employer for less than a year
• In high performing companies 49% of corporate officers strongly agree that improving
the talent pool is one of their top three priorities2
Trends
1. Retention of young talent is difficult
2. Talent acquisition and development is a key priority for high
performing companies
1: BCG “Creating people advantage 2010” report
2: McKinsey “War for Talent”
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2nd HR Summit
Amsterdam
26-27 October
There are over 70 million people belonging to Generation Y . Generation Y is
more than three times the size of Generation X .
Generation Year
Traditionalists born before 1946
Baby Boomers 1946 to 1964
Generation X 1965 to 1981
Generation Y 1982-2001 (9/11)
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2nd HR Summit
Amsterdam
26-27 October
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2nd HR Summit
Amsterdam
26-27 October
We have identified 9 topics for a successful young potential programme:
Programme duration
Balanced projects
Training and development
Team dynamics
Personal branding
International exposure
Performance appraisal
Mentorship Return on investment
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2nd HR Summit
Amsterdam
26-27 October
A clear begin and end date sets a clear timeline and expectations.
Become A Trainee study shows that on average, the preferred duration is 20 months.
Creating a small community for your high potentials facilitates sharing of experiences.
(Ex-) Trainees indicate that ideally 14 trainees start every year to optimize the size of the group and
knowledge sharing.
Networking events, exposure to senior management and a wide variety of employees allow young talent to
display and proof their talent.
We have identified 9 topics for a successful young potential programme:
Programme duration
Team dynamics
Personal branding
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2nd HR Summit
Amsterdam
26-27 October
Diversity of projects assures that young talent get acquainted with multiple aspects of your business.
On average, trainees would like to choose from at least 8 projects while in reality they can only choose from 4.
The exposure towards different cultures, environments and people is important in the development of your
young talent.
Trainees prefer being abroad for 4,5 months during their traineeship instead of the current 2 months.
Provide feedback at regular intervals and reward good performance.
A little less than 1/5th of the trainees receive 10% salary increase during their traineeship while 1/3rd of the
trainee population thinks this is a reasonable increase.
We have identified 9 topics for a successful young potential programme:
Balanced projects
International exposure
Performance appraisal
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2nd HR Summit
Amsterdam
26-27 October
Young high potentials require general and tailored training to understand the basics of working successfully
in a business environment.
Trainees would like to spend 17% of their time on training.
‘tight’ coaching by senior level individuals allows your high potential to be continuously steered and evolve
to a higher level. Furthermore, it facilitates introduction and exposure to higher management.
Research shows that (-ex)trainees would like to have more exposure to higher management.
Participants strongly agree that a traineeship programme helps companies to attract and retain high
potentials.
Training and development
Mentorship
Return on investment
We have identified 9 topics for a successful young potential programme:
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2nd HR Summit
Amsterdam
26-27 October
Retention Best-in-class young management
programs achieve retention rates of 90%
or higher, this is 10% above the average
retention rate of young management
programs.
3 years after finishing their management
traineeship, more than 50% of the ex-
trainees occupy manager level positions.
After 6 years, this is 70%.
0%
20%
40%
60%
80%
100%
Stayed with the company Left the
company
90%
10%
0%
10%
20%
30%
40%
50%
60%
70%
2005 2008
70%
52%
30% 48%
(Senior) Manager
Specialists
Career Development
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2nd HR Summit
Amsterdam
26-27 October
Key figures June 2011
Customer
Telecom Operator
Headcount: 15,765 FTEs
Balance sheet total: 8,39 M€
EBITDA 2011 estimated: 2,00 M€
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2nd HR Summit
Amsterdam
26-27 October
• Gather data from current and ex-trainees
using online questionnaires and interviews.
• Participants value the importance and
reality of 44 statements covering the 9
ingredients of management traineeships.
• Analyze the data, e.g. through “Reality –
Importance” reports.
• Compare company specific data to
market data from 56 companies, 13
countries and 9 sectors.
REALITY
IMP
OR
TAN
CE
• Formulate hands –on recommendations.
• Present findings and proposed improvement
actions.
Step 1: Gather information
Step 2: Analysis
Step 3: Advise & Improve
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2nd HR Summit
Amsterdam
26-27 October
The most negative themes for this customer are “Performance
Appraisal” and “Balanced Projects”. The worst scoring statements are
• My salary and growth opportunities depend on my performance,
• Together with HR I set up a personal development plan,
• All trainees have a personal mentor with a senior level profile.
The theme “Personal Branding” is the best scoring theme.
Participants confirm that they have built a
• Valuable network within their company and that
• At least one of the projects was in a core department of the
company.
Balanced Projects is a topic that is located in the Tension Zone for our
customer. Two out of six statements fall in the Tension zone: “For the
traineeship projects, I have a good view on the project content,
timing and expectations“ and “There are always more projects
available than there are trainees“.
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The customer’s HR
management validated
an action plan with 10
topics:
1. Vision & positioning of Young Potentials Programme
2. Number & profiles to be hired
3. Visual & communication channels
4. Job fairs, events & selection process
5. Recruitment & selection process
6. Salary &
advantages,
performance
evaluation and
appraisal 7. Training & Development programme
8. Personal
Development Plans 9. Efficiency: automatisation of documents
10. Young potential
programme funding
Become A Trainee’s findings:
2nd HR Summit
Amsterdam
26-27 October
Tom Hamers Partner [email protected] Tel: +32 475 75 74 40
Alexander Kupers Partner [email protected] Tel: +32 486 96 19 33
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2nd HR Summit
Amsterdam
26-27 October
Q&A
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2nd HR Summit
Amsterdam
26-27 October 16
2nd HR Summit
Amsterdam
26-27 October 17