RETENTION IS THE NEW RECRUITING by: Jim Stroud, senior director at Randstad Sourceright

Hey ! @jimstroud

On a certain Friday…

Jim drives into the office.

Hmm.. Traffic is not so bad

today.

A face for radio.

Even though its snowing.

I like big butts and I cannot lie. You other brothers can’t deny That when you see a girl walk in with an itty bitty waist and

A round thing in your face you get sprung, want to to pull up tough ‘cause you notice that butt was stuffed deep in the jeans she’s wearing I’m hooked and I can’t stop staring oh

“One third of new hires quit their job after six months.”

Jim arrives to his office.

“35% of employees will start looking for a job if they don’t receive a pay

increase in next 12 months.”

“32 percent of leaders at companies with 100+

employees are currently looking for jobs.”

Jeepers!

“78 percent of business leaders rank employee retention as

important or urgent.”

Later, Jim listens to recruiter radio AM 750.

Competition for skills is heating up around the

world. You may have to counter offers from

overseas competitors.* Free lunch Friday is about to start!

Cool! Be right there.

Later on that day, Jim reflects on the stats he heard.

*RSR 2016 Talent Trends Report

Gourmet meals

Things people never say are…

When I grow up, I want to be a recruiter!

Retention is the new recruiting!

Yes! Lets do this!

before after

Boom! In yo’ face!

I got the Talent shortage card.

Let me explain…

Owch!

Danny pulls first!

I lost a turn.

Show me love…

Where is the talent of the future?

The talent shortage card

pointed out the global deficit in

talent.

"The Northern hemisphere faces talent shortages in a wide range of occupational clusters largely because populations are aging rapidly and educational standards are insufficient. "The United States, for example, will need to add more than 25 million workers to its talent base by 2030 to sustain economic growth, while Western Europe will need more than 45 million. In Germany, according to a recent assessment, 70% of employers are hard-pressed to find the right people."

The skills deficit is exacerbated by the fact that baby boomers will be retiring and young people are not pursuing the professional skills the world will need. People skilled in professional positions such as doctors, scientists, technicians, health care professionals, IT professionals, computer scientists, global managers, and skilled trades such as plumbing will be high in demand but severe shortages are anticipated.

Next up, Chisha takes a turn. Let’s see what we have here…

Job-Hopping millennials!

LOL

I lose a turn like you did. Join the

club.

I bet you can guess what that card was

talking about…

91% of Millennials expect to stay in a job for less than three years

83% of millennials acknowledge that job hopping looks bad on a resume

86% said it would not prevent them from job hopping in the future.

A trend that’s not changing anytime soon.

Why do I always get

Speaking of which, are you

ready for it?

Retirement was a fad. It’s now (officially) over.

USA Today reports that a survey of American workers found that 82 percent of the respondents age 60 and older either are working, or expect to keep working past the age of 65. Among all workers, 20 percent expect to keep on working as long as possible in their current job or a similar one. The reasons vary. For some retiring is just not an option since they don’t have enough money saved to live comfortably. For others it’s a choice. They’re physically capable and enjoy working.

As senior workers eventually retire (or are laid off), precious knowledge leaves the workforce which will force some companies to rehire them at a more expensive consultant rate. (Go figure.)

Most employers are not ready to deal with the challenges associated with an older workforce. A recent SHRM survey found that the vast majority of employers — 97 percent — have no formal strategy to recruit or retain older workers. Employers will need to figure out what accommodations will allow older workers to be successful.

All this bad luck around here. Its

time for a change.

Danny, share a proactive sourcing strategy for increasing

retention.

This is what I would

suggest.

Uh oh.

Ok.

Danny draws on the whiteboard.

X-ray LinkedIn for work anniversary announcements.

Track resumes where the current job has been held between one and six years.

http://www.betterworkplace.com/workfit_introduction

Good job Danny. Chisha I’m looking

at you now.

Oh my

Give me a retention strategy that keeps and

attracts candidates.

Well…

Chisha draws on the whiteboard.

Yo Austin! Give me a strategy for sourcing boomerangs.

Sure, just let me clear my throat.

Austin takes to the whiteboard and sings.

Between September 2014 – May 2015, 146 staff have been rehired in to Management and Executive positions. This represents over 10% of the external hiring and 5% of the total hiring figure.

NOTE:

I don’t know why but, I have a bad feeling about this…

And then it was my turn.

What could possibly happen (again) if all do not affirm my answers.

How come I always get that card?

How tough can we make this?

Q: How do you source for inexperienced people who will most likely stay with

your company?

They asked me this:

Tweet me your best answer with #sourcecon. Best answer gets a prize. (You have 30 seconds to tweet me your idea.)

Q: How do you source for inexperienced people who will most likely stay with

your company?

They asked me this:

WHY? 2013

April 2014

Many businesses “require” a college degree; at Google, the word “college” isn’t even its official guide to hiring. With the rise of self-paced college courses and vocational learning, plenty of driven people can teach themselves all of the necessary skills to work at the company.

Quote:

Jan 2015

UCAS points = GPA

“The audit firm believes placing too much emphasis on the scores will mean employers may miss out on key talent from disadvantaged backgrounds, who can perform less well at school.”

QUOTE:

April 2015

"Our own internal research of over 400 graduates found that screening students based on academic performance alone was too blunt an approach to recruitment. It found no evidence to conclude that previous success in higher education correlated with future success in subsequent professional qualifications undertaken."

QUOTE:

Jan 2016 “Penguin Random House UK announced this week that it would be removing all degree requirements from its job postings because, as the company put it, there's "increasing evidence that there is no simple correlation" between having a piece of paper that says you went to class and performing well at your job.”

QUOTE:

“Today, the validity of different personnel measures can be determined with the aid of 85 years of research. The most well known conclusion from this research is that for hiring employees without previous experience in the job the most valid predictor of future performance and learning is general mental ability…”

"…when an employer uses GMA to select employees who will have a high level of performance on the job, that employer is also selecting those who will learn the most from job training programs and will acquire job knowledge faster from experience on the job.”

“…The major direct causal impact of mental ability has been found to be on the acquisition of job knowledge. That is, the major reason more intelligent people have higher job performance is that they acquire job knowledge more rapidly and acquire more of it; and it is this knowledge of how to perform the job that causes their job performance to be higher (Hunter, 1986).”

“The major personality trait that has been studied in causal models of job performance is conscientiousness. This research has found that, controlling for mental ability, employees who are higher in conscientiousness develop higher levels of job knowledge, probably because highly conscientious individuals exert greater efforts and spend more time "on task."

Hi IQ + Good work ethic = Ideal hire.

I make another point on the whiteboard.

63% reduction of personnel turnover

# Better performance management scores for managers # Better managers resulted in higher worker engagement # Better worker engagement correlated to higher bottom-line results # Most remarkably, employee turnover dropped by 63% Wow!

To source inexperienced people who will most likely stay with your company you must hire and train people who scored well on IQ tests and score significantly for conscientious on personality tests.

A:

Degrees are becoming less of a requirement anyway so…

(And of course, they are managed by leaders with high emotional intelligence.)

Hi IQ + good work ethic + EQ = Success

The magic formula:

Okay, let the skepticism begin.

Keep calm and prepare to die.

Jim is worried about potential pranks.

How would you source people with high IQs?

And here we go…

Network with people who are members of MENSA and ask for referrals. List of High IQ Societies http://buff.ly/1mI2G4i

I would leverage apps and games on

Facebook.*

1. Post game 2. Connect with high scorers 3. Learn their career goals 4. Pitch my opportunities

*HT: @MobiDextrous

I would probably use tools like this as well.*

*Doing assessments in-person is so old school, unless you are hiring somebody pretty senior.

Are assessments really worth the time?

See for yourself: https://www.assessmentcentrehq.com/pwc-assessment-centre/

The big 4 accounting firms have assessment center days to gauge the personality and intellect of recent university grads.

PWC Deloitte KPMG EY

Army Officer Selection Board (AOSB) is an assessment centre used by the British Army as part of the officer selection process for the Regular and Territorial Army.

“A release says the 14 remaining candidates will now go through a more extensive screening process, which will include a telephone interview and writing exercises. Bonfield says those actions will take place over the next two weeks. The applicant field will then be trimmed further and the remaining candidates will be selected to participate in an assessment center, which is scheduled for February 29 through March 1. The top “two-to-three finalists” will then meet with police department staff and the public in late March.

Feb 11, 2016

What about the legal ramifications?

A man whose bid to become a police officer was rejected after he scored too high on an intelligence test has lost an appeal in his federal lawsuit against the city. The 2nd U.S. Circuit Court of Appeals in New York upheld a lower court’s decision that the city did not discriminate against Robert Jordan because the same standards were applied to everyone who took the test. “This kind of puts an official face on discrimination in America against people of a certain class,” Jordan said today from his Waterford home. “I maintain you have no more control over your basic intelligence than your eye color or your gender or anything else.” He said he does not plan to take any further legal action.

QUOTE:

I’m not a lawyer, but…

Any other questions?

No pranks on me today.

Hey !

www.bit.ly/sourcecon2016

RETENTION IS THE NEW RECRUITING by: Jim Stroud, senior director at Randstad Sourceright

Links to all the research, websites and boolean searches in this presentation:

CLEVER RETENTION STRATEGIES

http://www.bloomberg.com/news/articles/2015-12-08/the-hot-new-company-benefit-student-debt-repayment

Source:

Pay off Student Debt

PricewaterhouseCoopers Natixis

Companies will contribute to the payment of student loans.

Do Their Chores

18 Of The Best Perks At Top Employers http://buff.ly/1mZD0Rl

Source:

Johnson and Johnson

12,000 employees have access to a concierge service that will see to it that their chores get done. This ranges from returning overdue library books to making sure your dry cleaning gets picked up on time.

Pay For Their Divorces

10 Most Unusual Company Perks (company perks, employee perks) - ODDEE http://buff.ly/1ZpnGK9

Pannone

Law firm Pannone stated: Some firms pay for initial advice sessions and contribute to legal costs for divorces. But some consider their staff so vital that they offer to foot the entire legal bill.

Source:

Clean Their Houses

6 Ingenious Work Perks That Save Employees Serious Cash http://buff.ly/1mZDVRM

Source:

Evernote

To date, nearly half of their 250 employees are taking advantage of the opportunity to have their digs cleaned (for free!) twice a month.

Do Their Laundry

6 Ingenious Work Perks That Save Employees Serious Cash http://buff.ly/1mZDVRM

Source:

Jib Jab Every Monday morning, all 80 employees at the online media company can snag a laundry bag and stuff it with as much clothing as it can hold. Just 24 hours later, a service returns the clothes washed, dried and folded.

Work Abroad

Source:

Software Advice At Software Advice, employees are encouraged once a year to work remotely from anywhere in the world for a month. To date, employees have telecommuted from Vietnam, France and Spain.

https://www.dailyworth.com/posts/2235-unusual-job-perks-and-benefits/9

Contact me:

Jim Stroud Senior Director RPO Recruitment Strategies & Support Randstad Sourceright LinkedIn: www.linkedin.com/in/jimstroud Twitter: @jimstroud Blog: www.jimstroud.com

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