Talent Management & Acquisition

Winning the War!

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

The 1990s

Industrial Age to

Information Age

Demand for high

caliber talent

Talent switching

from one company

to another

Fueling the War for Talent

The landmark study…

Bottom line…

Talent is a driver of an organization’s performance

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

Collier County is a GREAT place to live, work and play!

But, the reality is…

Implications of this reality…

• More than 54% of

Collier county

students in grades

pre-K through 3 live

in non-English

speaking homes

What

I LEARNED

about the nonprofit

world in Collier County…

…hiring and retaining top talent

My “mission” for nonprofits in Collier County……..

Sharing the “Secret Sauce”

Attracting

Developing

Retaining

Talent Strategy

needs to be

determined…

…by where you are

in the Non-Profit

Organizational

Lifecyle.

SOURCE: Susan Kennedy Stevens

Non-Profit Lifecycle Stages

Sharing the “Secret Sauce” for…Two Preparation Methods

Generational Issues in the Workplace

Why Employees

LeaveTheir Jobs

GEN “Y” GEN “X” BOOMERS SENIORS

The Workforce in 2015

Our Four Generation Workforce Provides Challenges

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

Sharing the “Secret Sauce” for…Begin with…

Crafting a winning Employee Value

Proposition

Rebuilding your Recruiting Strategy

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

Rebuild your Recruiting Strategy

Workforce Planning

Develop a Performance Profile

Develop a Sourcing Strategy

Utilize Behavior Based Interviewing

Determining Candidate Motivation

Reference Checking

Develop a Sourcing Strategy……..

Behavior Based Interviewing (BBI)

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.

Candidate

Motivation

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

Sharing the “Secret Sauce” for…Next Key Ingredient

Coaching for Performance –

Regular Feedback

Weave Development Into Your Organization

Sharing the “Secret Sauce” for…Next Key Ingredient

Goals Tied Your Mission withLine of Sight

Development Plan that the

Employee Owns

Sharing the “Secret Sauce” for…Add 2 Cups Retaining

Differentiate and Affirm Your Employees

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

Career Planning

Sharing the “Secret Sauce” for…Add 2 Cups Retaining

Make Sure Everyoneis Embracing aTalent Mindset

Total Rewards and

Recognition

Everyone must

embrace a talent

mindset…

Encourage teamwork

Allow experimenting

Set clear goals

Opportunities to

learn

Reward & Recognize

…and it

starts with

YOU!

life is short.

work somewhere awesome…

Thanks!

United Way HR Toolbox

You can view the site by visiting:

https://www.unitedwayofcolliercounty.org/MAPHR

United Way HR Toolbox

You can view the site by visiting:

https://www.unitedwayofcolliercounty.org/MAPHR

United Way HR Toolbox

You can view the site by visiting:

https://www.unitedwayofcolliercounty.org/MAPHR