use!your!company!culture!to!!!! !! !!!!!!!!!!become ... · may!13,!2015! anne nimke - ceo, founder...
TRANSCRIPT
Use Your Company Culture to Become a Talent Magnet
May 13, 2015
Anne Nimke - CEO, Founder 35 years HR, Recruiting/Staffing Leadership
2010 Co-founder The Good Jobs 2004 Co-founder Pinstripe (now Cielo)
1994 Co-founder HRfirst (now Kelly OCG) 1992 President ProStaff (sold to Kelly Services)
1985 VP Ops Olsten Staffing (now Adecco) 1978 HR Practitioner Miller Brewing Company I firmly believe a
good life and good work can intersect successfully!
Today’s Talent Environment Why Culture Matters A Peek Behind the Curtain Become a Talent Magnet Take Action
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Recruiter or Recruiting Leader HR Generalist or Leader 3rd Party Recruiter Other Service Provider Hiring Manager Business Owner/Executive
What is your current role? ?
Today’s Talent Environment
What’s happening
now?
125 3.7
77
2.6 20
11 77% of full-time
employed workers are open to or actively
looking for new job opportunities
Talent acquisition spend is $125B annually
Millennials will stay 2.6 years per job in a
50+ year career, including a couple temp assignments
Gen Y is looking at 20-25 different jobs over the course of their careers
Boomers between 18 & 46 years old will have 11.3 jobs
There are 3.7 million jobs posted today
Three Types of Employees
Year Rate of Concern
2009 43% 2010 32% 2011 38% 2012 42% 2013 54% 2014 70%
Skill Gaps
How concerned are US CEO’s about the availability of skills?
Where are we?
Competitive Environment
& Discerning Job Seekers
What do we need?
Engaging
Culture &
Communication
What do we want?
Quality of
Hire &
Engaged Employees
Why Culture Matters
Who is here today?
80%* *Are currently employed and either open to a change or are actively looking!
The overall average starting salary for U.S. class of 2013 college graduates stands at $45,327
Source: National Association of Colleges and Employers (NACE)
The average cost of a bad hire is 3x salary.
$136,000
The best offense is a good defense
300% more innovation (HBR)
44% higher retention (Gallup) 37% increase in sales (Martin Seligman)
31% increase in productivity (Greenberg & Arawaka)
125% less burnout (HBR)
66% fewer sick leaves (Forbes)
51% less turnover (Gallup)
Business sense Th
e eff
ect o
f hap
pine
ss a
t wor
k
Yes, and will do it again Yes, but won’t again No, haven’t thought about it No, but we are thinking about it No way
Do you measure employee engagement? ?
Recruiting Challenges in a Changing Landscape
• Chooses their employer based on personal ideals, shared values, work environment and/or benefits
• Chooses a job on criteria beyond just salary • Has good opportunities to grow their career • Wants alignment between their work and lifestyle • Confident with their skills and talent; and choices • Identifies the kind of environment where work can be
most productive
• Will take any job for a paycheck
Two Types of Job Seekers
97% of candidates believe culture is just as, if not more, important than compensation.
3% of candidates value compensation over culture.
Source: The Good Jobs
How do job seekers look for a job?
Source: The Good Jobs
Just so you know! 44% of people who visit your career site
DO NOT APPLY Source: CandE Awards
A Peek Behind the Curtain
Culture Quiz
You have CULTURE
whether you’ve defined it
or not!
Career Development
22%
Corporate Responsibility
19% Fun 16%
Flex&me 16%
Inclusion 11%
Green DNA 8%
Extreme Perks 8%
Today’s Attendees’ Company Culture
SESSION STATS 26 Individuals 19 Companies -‐-‐ 21 Responses
Today’s Attendees’ Top Employer Awards
Yes 47%
No 37%
Thinking About It 16%
77% WON
Industries Represented • Adver\sing/Marke\ng • Automo\ve • Educa\on • Energy • Engineering • Financial Services • Government Services • Healthcare • Insurance • Non-‐profit • Professional Services • Real Estate • Telecommunica\on/Wireless
Today’s Attendees’ Today’s Issues
The Good Jobs™ quantifies Company Culture
A guide toThe Good JobsCulture Badges
FunHighlights activities, amenities, and programs that make a workplace fun for employees
Like: Social activities, dogs at work, celebrations, and wellness programs
Extreme Perks6KRZFDVHV�EHQHȴWV�DERYH�DQG�EH\RQG�KHDOWK�LQVXUDQFH�DQG����.VLike: Massage therapy, paid sabbaticals, equity ownership, and unlimited vacation
Corporate Responsibility&UHDWHV�JUHDWHU�LPSDFW�E\�XQLWLQJ�LQGLYLGXDO�DQG�FRUSRUDWH�FRPPLWPHQW�WR�D�VSHFLȴFcause or company
Like: Company paid volunteer time and corporate-sponsored charitable events
Flextime$OLJQV�ZRUN�VFKHGXOH�DQG�RU�FDUHHU�VWDJH�WR�ȴW�OLIHVW\OHLike: Job sharing, internships, and reduced summer hours
Green DNADescribes a commitment to sustainability, conservation, and the growth of an
environmentally-conscious world
Like: Bike culture, designated parking for hybrid/electric cars, and green products
InclusionMobilizes the best from employee diversity and acceptance programs to create
organizational success
/LNH��3URJUDPV�DQG�DɝQLW\�JURXSV�IRU�9HWHUDQV��ZRPHQ��ZRUNHUV�ZLWK�GLVDELOLWLHV�and minorities
Career DevelopmentBuilds career success using specialized tools, strategies, and opportunities
Like: Mentorship programs, career-pathing, and Six Sigma training classes
www.thegoodjobs.com
What do we do now?
Quantify Your Culture • Be Authentic • Be Transparent
Communicate Your Culture • Be Detailed • Tell Everyone • Everywhere they look
ATTRACT … RETAIN … REPEL Cultural Fit Factor – Lizz Pellet
What to do? • Focus on Talent Attraction • Secure discerning job seekers • Describe your culture • Answer the WIIFM • Promote it in all channels
Talent that doesn’t apply or return your sourcing calls
Best Hire
Candidate Funnel
BRAND: what your customers (& employees) say about you when you’re not listening
CULTURE: the pervasive values, beliefs & attitudes that
characterize a company
Your Recruiting Language Score
Are you a Talent
Attractor?
Does your recruiting message
differentiate you?
Become a Talent Magnet
ü Poor Candidate Experience
ü Failure to Engage Candidates and Employees
ü Lack of Culture Fit
ü Missed Employee Referrals
ü Need to Retain Talent
ü Your Employees are Competitors’ Passive Candidates
Challenges in Today’s Competitive Market
What are your talent
challenges?
How do you communicate who you are?
Happy
Family Friendly
Work-life balance
Fun
Flexible
Innovative Competitive benefits
Learning Organization
Take Action
Simple, Frequent, Real-‐\me, Transparent, Mobile
www.morale.me
How’s employee morale at your company?
Culture and values can AMPLIFY company and individual performance
www.roundpegg.com
Culture and values can amplify company and individual performance
www.roundpegg.com
Exit 360 Checkup
Automated exit interview AND Survey of coworkers, supervisor and even customers Benefits of Checkster’s Exit 360 Checkup: • � Recognize if you lost an A or a C player • � Understand the true reason of turnover • � Gather ideas for retention • � Prevent future turnover • � Gain insight on replacement employee abilities
to acquire/avoid • Get names of employee referrals
www.checkster.com
Measuring Employee Engagement with the eNet Promoter Score philosophy
Detractors Fence Sitters Promoters
Net promoter score = % promoters - % detractors
0 1 2 3 4 5 6 7 8 9 10
www.netpromoter.com
Stop telling people about culture Show them!
www.wevue.com
Your employees can collaborate visually to capture, enhance, and promote culture
CandE Awards
Enables ANY company to
benchmark and improve their
candidate experience!
www.thecandidateexperienceawards.org
Candidate Experience
A turnkey employment branding solution for attracting and retaining candidates that fit your company culture.
The first-ever Company Culture Directory.
The Good Jobs helps companies quantify culture AND turn their culture into a competitive advantage!
www.thegoodjobs.com
The Good Jobs Companies
First-ever Company Culture Directory
Where are we?
Competitive Environment
& Discerning Job Seekers
What do we need?
Engaging
Culture &
Communication
What do we want?
Quality of
Hire &
Engaged Employees
Cost per Hire Vacancy Cost Hiring Manager Satisfaction Candidate Satisfaction Abandoned Applications Sourced Interviews/Hires Employee Referrals Rejected Offers Quality of Hire Cost of Turnover/Bad Hire
What do you measure?
?
Transparency, Authenticity, Detail
¡ Apply to your own open jobs
¡ Quantify who you are - now
¡ Acknowledge the gap between the current and aspirational culture
¡ Determine metrics of success and inconsistencies
¡ Discuss Culture Consistently
¡ Promote who you are with transparency and authenticity
