A"ract,  Retain,  and  Repel    the  Right  Employees  

June  4,  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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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!

Today’s Attendees

77%    WON  

Industries Represented •  Manufacturing •  Government Services •  Non-profit Company Size •  50% under 100 employees •  50% over 250 employees

Top Employer Awards

     

SESSION  STATS  12  Individuals  11  Responses    

Today’s Attendees’ Company Culture

Career Development

20%

Fun 20%

Extreme Perks 16%

Corporate Responsibility

15%

Inclusion 13%

Flextime 11%

Green DNA 5%

Today’s Attendees Today’s Issues

Strongly Agree

Somewhat Agree

Somewhat Disagree

Strongly Disagree

Learning more about job seekers and employee culture preferences 46% 45% 9% 0%

Helping jobs seekers know who we are 46% 36% 18% 0% Getting more candidates that fit our culture 27% 55% 18% 0% Improving employee engagement 27% 46% 18% 9% Better aligining out employees to company goals 18% 55% 18% 9% Retaining our current talent 18% 46% 36% 0% Changing our culture 27% 27% 18% 27% Defining our employment brand & culture 18% 27% 37% 18%

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-­‐Vme,  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

Anne Nimke CEO, Founder

anne@thegoodjobs.com 262.510.3213

www.thegoodjobs.com

Thank you!