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Hiring Top Performers

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These are some highlights from a presentation made to the annual meeting of the Business Direct Group in New Orleans in 2008. Please use only with permission. Now scheduling speaking availabilities ...

These are some highlights from a presentation made to the annual meeting of the Business Direct Group in New Orleans in 2008. Please use only with permission. Now scheduling speaking availabilities for 2013, covering many topics in digital and direct marketing recruitment, employment and talent management.

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Hiring Top Performers Hiring Top Performers Presentation Transcript

  • Hiring and Retaining Top Performers
  • Old vs New Realities*
    • Old Reality
    • People need companies
    • Machines and capital are the competitive advantage
    • Better talent makes some difference
    • Jobs are scarce
    • Employees are loyal, jobs are secure
    • People accept the standard package they are offered
    • New Reality
    • Companies need people
    • Talented people are the competitive advantage
    • Better talent makes all the difference
    • Talented people are scarce
    • People are mobile, their commitment is short term
    • Top talent demands much more
    * The War for Talent- Ed Michaels, Helen Handfield-Jones, Beth Axelrod
  • Most job failures are not the result of an inability to do the job. Rather, they are the result of well-intentioned people having an inability to work effectively together View slide
  • Areas to Probe for Cultural Fit
    • Success
    • Challenges
    • Environment
    • Offer (non-compensation)
    View slide
    • Old Strategy
    • Grow your own talent
    • Recruit for vacant positions
    • Use a few traditional sources
    • Advertise to job hunters
    • Stick within narrow compensation ranges
    • Recruiting is about screening
    • Hire as needed
    • New Strategy
    • Pump talent in at all levels
    • Hunt for talent all of the
    • time
    • Tap many diverse pools of
    • talent
    • Reach out to “passive”
    • candidates
    • Recruiting is selling and
    • screening
    • Develop a recruiting
    • strategy for each type of
    • talent
  • Instilling a talent mindset
    • Do you believe having better people is how you will stay ahead of your competitors?
    • Do you believe that strengthening your talent pool is a crucial part of your job?
    • Have you convinced all of your managers to make talent a crucial part of their jobs?
    • Have you established a gold standard for talent, at all levels?
    • Are you deeply involved in hiring decisions at least two levels below you?
  • Instilling a talent mindset
    • Do you talk with your people about talent frequently ?
    • Are you prepared to invest real money in talent?
    • Are you holding your leaders, and yourself, accountable for specific actions to strengthen your talent pool in 2009?
  • The 12 Key Questions*
    • Do you know what is expected of you at work?
    • Do you have the materials and equipment you need to do your work right?
    • At work, do you have the opportunity to do what you do best every day?
    • In the last seven days, have you received recognition or praise for doing good work?
    • Does your supervisor, or someone at work, seem to care about you as a person?
    • * First, Break All the Rules- Gallup Organization
  • More…..
    • Is there someone at work who encourages your development?
    • At work, do your opinions seem to count?
    • Does the mission/purpose of your company make you feel your job is important?
    • Are you co-workers committed to doing quality work?
    • Do you have a best friend at work?
    • In the last six months, has someone at work talked with you about your progress?
    • The last year, have you had opportunities at work to learn and grow?