Get Your Match On      Finding and keeping the talent you                      need and WANT                              ...
Meet Matt            Meet Matt’s            special style
The Story of You
The Bellingham Stories We Hear…Bellingham is a great place to liveRelatively low job turnoverPeople know each other, it’s ...
Macro-Economic Job Factors                                                           Percent of   Percent of              ...
Comparative Salaries                                               Salary Differentials           Network and Computer Sys...
The Real QuestionWhat Matters to YOUR Audience(s)
Your Story    Take the time before you begin a search to know                                  your organization•    Inter...
Your BIOWho are you and what do you do that is totallyunique?Who and what do you want to be good for?
What do you really truly want?Hiring to and understanding your cultureWhat’s the role of diversity of opinions?           ...
Meet Bill and how he talks about himselfHe’s really good at:Air guitarFirecrackersHiding thingspArtying and halfing a good...
Meet Bill V 2.0I’m a family focused guyI run a multi-generationalfamily businessWe help people in times ofneed
Always be curious about the worst pictureBeing true to culture means that you sayno and you exclaim yes!Dare to decide to ...
How to dateDid you do your homework?Are you asking relevant questions?Are you tempting?Are you getting to tough conversati...
Balance authentic with awkwardAsk the awkward and unpredictableAppropriately vulnerableThe oversharing momentRemember, eve...
The Terrible Third DateWhen the hire goes wrong  The problem of inauthenticity  Truth and illusion  Perception and value
The MinefieldsHonestyDiscretionTrying to morph others into only the best imageRetention      Valuing current staff      Hi...
Retention IssuesAre you continuing to wow your staff and think of eachas a new proposition?CompensationDo you use performa...
How to be always really truly realIf your brand value proposition is…If your value proposition is…
Above all elseRemember that it is a match
Connecting    Meg GreenfieldMeg.greenfield@wwu.edu  Cevforbusiness.com     360-733-4014
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2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need)

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  • Whether an independent contractor, large employer or job seeker owning your voice is critical to engaging others and staying engaged yourself.Question of what you are looking for and how to recruit and retain to that. How can you continuously convey culture?We are talking about matching because it is exactly that, a two way participant cultureI’m going to argue today that your most important customer is your employee
  • Matt told me he was an investment banker from London. This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hire
  • This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hire
  • How many of you continue to be challenged even with these selling points? These come later
  • How many of you continue to be challenged even with these selling points? So we know that the majority of jobs are in king county…These come later
  • How many of you continue to be challenged even with these selling points? So we know that the majority of jobs are in king county…These come laterCost of living is similar
  • Most of us spend far more time with co-workers than with our families. And yet there is often much inauthenticity and lack of commitment during the processWe’ll discuss this from both perspectives of the match. The job seeker and the company that is hiringEach hire establishes and reinforces cultureWhen you hire new staff you are nearly restaffing the current organization too
  • This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hireTake time to clearly craft the job description
  • Research and needs assessmentHow much of the photo and bio do you own?
  • The key thingThis starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?
  • Dare to ask the awkwardWhy? Because ultimately it is the way that you want to be seen.Checking Facebook and online presenceGlassdoor
  • Is the hiring committee on the same page regarding their wants and needs?
  • You may set the stage for something that is completely inaccurate
  • There’s nothing worse that a bad third date
  • There’s nothing worse that a bad third dateWaste of 10k or more in re-hiring process
  • But professional
  • But professional
  • 2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need)

    1. 1. Get Your Match On Finding and keeping the talent you need and WANT presented by: Meg Greenfield www.cevforbusiness.com Interim Directorfacebook.com/CenterForEconomicVitality
    2. 2. Meet Matt Meet Matt’s special style
    3. 3. The Story of You
    4. 4. The Bellingham Stories We Hear…Bellingham is a great place to liveRelatively low job turnoverPeople know each other, it’s a close-knit community Whatcom County has a low wage rate It’s hard to find talented laborProblem with finding staff who juggle work/life balance effectively
    5. 5. Macro-Economic Job Factors Percent of Percent of Avg. Annual Avg. Annual total total Opening Due to Opening Due to Openings Openings Growth 2009-2014 Growth 2014-2019 2009-2014 2014-2019Whatcom County 560 588 3% 3%Seattle-King 11237 12625 54% 56%Total State ofWashington 20653 22456
    6. 6. Comparative Salaries Salary Differentials Network and Computer Systems Administrators 87% Computer Systems Analysts 81% Computer User Support Specialists 83% Percent of Salary State Percent of Salary King CountyComputer Software Developers, Applications 82% Computer Programmers 89% 70% 72% 74% 76% 78% 80% 82% 84% 86% 88% 90%
    7. 7. The Real QuestionWhat Matters to YOUR Audience(s)
    8. 8. Your Story Take the time before you begin a search to know your organization• Internal assets survey• Community and customer feedback Understanding that it’s great to be you
    9. 9. Your BIOWho are you and what do you do that is totallyunique?Who and what do you want to be good for?
    10. 10. What do you really truly want?Hiring to and understanding your cultureWhat’s the role of diversity of opinions? How do you hire to match?
    11. 11. Meet Bill and how he talks about himselfHe’s really good at:Air guitarFirecrackersHiding thingspArtying and halfing a good timeShooting paintcans at the dumpand also ravens**this is Bill’s profile verbatim
    12. 12. Meet Bill V 2.0I’m a family focused guyI run a multi-generationalfamily businessWe help people in times ofneed
    13. 13. Always be curious about the worst pictureBeing true to culture means that you sayno and you exclaim yes!Dare to decide to be a bit awkward
    14. 14. How to dateDid you do your homework?Are you asking relevant questions?Are you tempting?Are you getting to tough conversation points?
    15. 15. Balance authentic with awkwardAsk the awkward and unpredictableAppropriately vulnerableThe oversharing momentRemember, everyone is being interviewed
    16. 16. The Terrible Third DateWhen the hire goes wrong The problem of inauthenticity Truth and illusion Perception and value
    17. 17. The MinefieldsHonestyDiscretionTrying to morph others into only the best imageRetention Valuing current staff Hiring to the need
    18. 18. Retention IssuesAre you continuing to wow your staff and think of eachas a new proposition?CompensationDo you use performance evaluations as an opportunityto benchmark your organization?Is the organization receptive to feedback?
    19. 19. How to be always really truly realIf your brand value proposition is…If your value proposition is…
    20. 20. Above all elseRemember that it is a match
    21. 21. Connecting Meg GreenfieldMeg.greenfield@wwu.edu Cevforbusiness.com 360-733-4014
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