Presented by: Executive War College Craig Scheiblauer LDT Boot Camp Principal New Orleans, LA Executive Search Consultant May 1, 2013

Who is your Candidate today? Attracting Potential Employees/Top Talent

Why would someone want to work for you? Hiring Top Talent

Why do the good ones get away? Recruiting A-Players How and where do you find the A-Players Retaining the Top Talent and A-Players

Why are they leaving?

Looking for more than a ‘job’ Interested in creating solutions to daily

challenges Want to work with new science and technology Seek career growth and development Younger, perhaps less experienced – baby

boomers retiring

An unemployed applicant may be your candidate

Less likely to change jobs due to economy – stability is important – change is disruptive

Unwilling to relocate(house underwater, family considerations play a more important role)

Genetics testing/Molecular Dx industry is highly specialized – candidate pool is narrow and distinct

“Why would someone want to work for you?”

Define your Organization Give your Organization professional and

community visibility

DEFINE YOUR ORGANIZATION The entire management team should be on the same

page when describing the organizational culture Be able to articulate your business philosophy and the

reason that your organization is successful Put to paper your understanding of the purpose of

your organization; a vision or mission statement is a common and effective method

What is your ‘value proposition’ to your customer?

DEFINE YOUR ORGANIZATION

What we find to be true…………….

Candidates more quickly and deeply ‘buy-in’ to a company with a vision

Generating enthusiasm for the mission of the company will expedite the interview process and improve retention rate

GIVE YOUR ORGANIZATION INDUSTRY VISIBILITY AND A SENSE OF COMMUNITY

Have a website - a good one – complete and keep it up-to-date

Get the organization and it’s employees involved in professional and community activities

Market the attributes of your company Use the media and press releases to showcase

achievements

GIVE YOUR ORGANIZATION INDUSTRY VISIBILITY AND A SENSE OF COMMUNITY What we find to be true…………….

The website is the most important and popular source of information about your organization. Strive for a an up-to-date, complete and professional website.

Candidates want to be part of a professional, accomplished and winning team.

WHAT DOES YOUR ORGANIZATION DO TO MAINTAIN A CONSTANT “STATE” OF

ATTRACTING TOP TALENT?

“Why do the good ones get away?”

Identify the role of the new Hire Have a hiring process

IDENTIFY THE ROLE OF THE NEW HIRE

Get consensus from management and the interviewer’s on the role of the position

Clearly identify the role of the new employee before searching and define the role through a well written Job Description

Draw up the Organizational structure and reporting lines of the position

Be sure that the message to the Candidate is delivered clearly and consistently

IDENTIFY THE ROLE OF THE NEW HIRE

What we find to be true……………

Candidates will quickly sense conflicting expectations or lack of clarity of job responsibilities

Consistent messages reassure Candidates, conflicting messages throw up “Red Flags” regarding the Organization and opportunity

HAVE A HIRING PROCESS Train hiring managers and management in effective

interviewing methods Decide what you need to know about the Candidate

and prepare relevant questions and interview methods in advance

Define the process; phone interview(s), face-to-face interview(s), field interviews, home office interviews

Know what you want and expect from each step in the process

Know the decision timeframe and who will make the final hiring decision

Be decisive

HAVE A HIRING PROCESS

Introduce the Organizational culture by giving Candidates a tour and an opportunity to talk to employees

Make sure that the Candidate interviews with the person most passionate about the Organization

Also, make sure the Candidate interviews with upper management and the hiring manager

HAVE A HIRING PROCESS

What we find to be true…………….

Candidates like information that presents a clear picture of their proposed role and responsibilities

Consistent messages from numerous people reinforce the Organization’s message and the Candidate’s roles and responsibilities

Organizations with a well defined Hiring Process are more likely to land a desired candidate

“WHAT IS THE HIRING PROCESS AT YOUR

ORGANIZATION?”

“How do you find the A-Players?”

Evaluate the recruiting resources available to your Organization

Determine the most efficient recruiting strategy

EVALUATE THE RECRUITING RESOURCES AVAILABLE TO YOUR ORGANIZATION Gain internal consensus on hiring timeframe, cost

per hire and other important issues before beginning recruiting process

Several recruiting options exist, each with their own attributes; Industry Job Boards, Search Engines, Company Websites, Referrals, LinkedIn, Recruiting/Search Partners

DETERMINE THE MOST EFFICIENT RECRUITING STRATEGY

Evaluate the time it takes and resources available to

qualify and vet candidates Consider working with a specialized recruitment

firm with the expertise and resources necessary to reach the best talent in the industry

What we find to be true……………

Industry Job Boards, Search Engines, Company Websites, Referrals and LinkedIn can be one-dimensional and don’t access the entire Candidate pool available to you

Calculate the time needed to vet and qualify candidates – consider that today’s economy attracts hoards of applicants to your position; qualified or not

A recruiting firm with past experience in the industry and recruiting expertise can provide an Organization with a cost effective method of locating the best talent for your position in the industry

A recruiting partner has the ability to access multiple recruiting databases to “headhunt” potential Candidates(e.g. recruit passive candidates not in the job market)

“DO YOU HAVE A RECRUITING STRATEGY TO FIND

THE A-PLAYERS?”

“Why are they leaving?”

Start with a Comprehensive Retention Strategy

Invest in Your Employees

Start with a Comprehensive Retention Strategy Define a complete On-Boarding Process

Develop a ‘signature’ new hire experience for the first 60 days to insure each new hire is set up for success

Have a planned approach to drive down turnover – make it a priority

Involve all levels of management Have a recognition and rewards program Be consistent and fair in the application of the program

Start with a Comprehensive Retention Strategy

What we find to be true……………

Stable Organizations more easily adapt to change

Accumulated knowledge is key to success in our industry

Organizations with loyal employees have loyal customers

A favorable work environment creates positive morale and it’s contagious

Invest in Your Employees

Develop a program that outlines how you will invest in personal and professional development for your employees

Provide feedback in the form of employee reviews and stick to a schedule; 4x per year

Develop a mentoring or coaching culture Promote from within when and where you can

What we find to be true……………

Employees leave for many reasons but money is not usually one of them ▪ Lack of recognition, challenge or career progression

▪ Promises not kept

▪ Relations with co-workers or supervisor

▪ Company culture

Employers can control many of these factors

Replacing an employee can be costly, disruptive and time consuming

“What does your Organization do to retain Top Talent and A-Players?”

“Are you asking these questions?”

WHAT DOES MY ORGANIZATION DO TO MAINTAIN A CONSTANT “STATE” OF ATTRACTING TOP TALENT?

WHAT IS THE HIRING PROCESS AT MY ORGANIZATION?

DO WE HAVE A RECRUITING STRATEGY TO FIND THE A-PLAYERS?

WHAT DOES MY ORGANIZATION DO TO RETAIN TOP TALENT AND A-PLAYERS?