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Recruiting the Top Talent Hidden in Every Generation

October 12, 2011

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Metrics are Easy! – Analytics?’ Geoffrey Dubiski • April 29, 2009

SHRM Staffing Management Conference & Exposition

Recruiting the Top Talent Hidden in Every Generation

Peter Weddle CEO WEDDLE’s Research & Publications peter@weddles.com 203.964.1888

Presented by:

Recruiting the

Top Talent

WEDDLE’s

Peter Weddle WEDDLE’s LLC

peter@weddles.com 203.964.1888

Hidden in Every Generation

The War for Talent

Rare skill holders • Certain IT professionals

• Machinists

• Engineers

• Nurses

Deter a performance deficit

Rare performers • McKinsey & Co. Report

• “A” level talent

• The missing cohort

Gain a performance edge

An Economic Singularity

The Globalization of Genius

The “Normal” Yield

A/B Talent

C

Conventional Victory A Fair Share of the Best Talent

The New “Normal”

A/B Talent

C

New Definition of Victory An Unfair Share of

the Best Talent

The Conventional Strategy

• Millennials

• 75 million • Gen Xers

• 51 million

• Boomers

• 76 million

Focus on Different Work Values

The Non-Generational Strategy

• Millennials

• 75 million • Gen Xers

• 51 million

• Boomers

• 76 million

Best Talent = Career Activists

Focus on Shared Aspirational Values

Proof of Their Arrival

American workers determined to excel at their work

Career Activists

Individuals who:

See themselves not as a free agent, but as a “freed agent”

• A different view of the work-life balance

• Never look for a job

See themselves not as a worker, but as a “person of talent”

• A different view of talent

• Always look for support

• Keenly aware of their value

How Do You Recruit Them?

Don’t focus on their work differences; target their shared A-values:

• They never look for a job

Aspiration-based advertising

• They care deeply about organizational support

Aspiration-based corporate career site

• They expect to be respected

Aspiration-based recruiting process

Aspiration-Based Advertising

Work-Based Job Postings

• A cure for insomnia

• Requirements & Responsibilities

• Informational

Aspiration-Based Job Postings

• An e-brochure

• What’s in it for them

• Persuasive

Whether distributed to job boards, social media sites or both

An e-Brochure

WI-C++ Programmer-$1.2M Bonus

Are you looking for your next challenge at work?

For a great job and a great employer?

For a chance to earn $75-95K/year?

This opportunity has both.

Your personal privacy is guaranteed.

The ABC Company is a leading producer of flat panel solar displays.

We’re ramping up for major growth in the years ahead.

Central to our strategy is a significant expansion of our IT Department.

This Department recently won the prestigious …

Best Practices

• A title that sizzles

L-S-S

• A structure that captures them

S-ABC-S

• Content that inspires them

• A format that works on the Web

Aspiration-Based Career Site

Personalization • Channels/villages

Content • Tailored to career

fields & advancement

Social networking • Company-community

An Aspiration-Based Process

Sourcing the Candidate

Evaluating the Candidate

Selling the Candidate

3 integrated processes covering 16 touch points that influence 1 hire

1. e-Brand statement

2. Advertising venue selection

3. Non-advertising sourcing

4. Brand and Job advertising

5. Application method/feedback

6. Career site design/mgmt

7. Pre-qualifying screen(s)

8. Assessment test(s)

9. Interview logistics

10. Interviews

11. Feedback/status information

12. Background checks

13. Relationship building

14. Offer communication

15. Post offer communication

16. Reinforcement

INTEREST

EDUCATION

ENGAGEMENT

An Expectation That Comes True

“Our success depends on your success. Our ability to accomplish what we set out to do is based primarily on the people we hire – we call each other „partners.‟ We are always focused on our people. We provide opportunities to develop your skills, further your career, and achieve your goals.”

Touch Point #10: Interviews

Starbuck’s Way

Touch Point #16: Reinforcement

Starbuck’s Way

Three Truths

We don’t hire people for their work preferences; we hire them to excel

We can’t promote our organization’s success by focusing on people’s differences, but we can by focusing on their similarities

The key to success in the War for the Best Talent is a non-generational cohort of the best in workforce

WEDDLE’s (www.weddles.com)

Publishing • WEDDLE‟s 2011/12 Guide to Employment Web Sites

• WEDDLE‟s Guide to Association Web Sites

• Work Strong: Your Personal Career Fitness System

• Recognizing Richard Rabbit: A Fable for Seekers

• The Career Activist Republic

• A Multitude of Hope (spring 2012)

Research

Consulting

Training

WEDDLE’s

“When in doubt, consider WEDDLE’s … an industry standard.” HRWIRE

Sign up for my newsletters •Recruiting •Job Search •Career Activism

Amazon

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Metrics are Easy! – Analytics?

Now We’re April 29, 2009

SHRM Staffing Management Conference & Exposition

Time for your Questions

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Thank you for joining us!

We also invite you to join us at The Recruiting Conference Nov 1-3, 2011 at the InterContinental Chicago O’Hare, for a face-to-face exchange of knowledge and learning among peers, and networking in a creative, professional environment.

www.TheRecruitingConference.com

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