Learn best practices when attracting, developing and retaining key talent in today's world of technology!

1. Talent and Today’s Technology
P.I.E. Exhibition
Chicago, March 2017

2. Introduction
Colleen M. Niese, SPHR
Principal, Marlyn Group, LLC
 We help build great teams through:
• Executive Recruitment
• Strategic HR
• Training & Development
 20+ years in the parking industry.
 Founding Chair, Women In Parking
 Former Board Member, NPA
 Active member, IPI

3. Worst Job Ever?
 “No common sense within the leadership
team.”
 “If you want to be sad every day, work here.”
 “The SVP needs to be taken to the wood
shed.”
 “Please train me, instead of threatening to
fire me.”

4. On the other side…
 “I would highly recommend any professional
who wants career satisfaction to work here.”
 “I give the CEO two thumbs up.”
 “Great company. Lots of training and
opportunity.”
 “Amazing leadership – keep up the good
work!”

5. Technology and Talent
“The more dependent we become with
technology, the more we depend on
technology.”

6. Customer
Service
What does all this have to do with Talent & Today’s
Technology?
Client
Retention
Staff
Development
& Leadership
AOP Planning &
Reporting
Technology
PC Skills, Apps
Social Media
Equipment
Procurement
&
Management
Revenue
Control &
Reporting
Financial Analysis
and Reporting
Location
Marketing

7. Today’s Agenda
 Employer Branding
 Talent Acquisition
• Sourcing
• Interviewing
 Training & Development
 Retention

8. Talent and Today’s Technology
• Employer
Branding
• Interviewing
• Recruiting

9. Talent and Today’s Technology
What Once Was…
• Business Partner
• Transactional +
Strategic
• Thinker + Doer
What Is Now…
• Care taker
• Transactional
• A “Doer”

11. Company Website

12. Company Website

13. Company Website
• Are you selling or telling?
• Clicks Matter!
– From the home page to the actual
application is three;
– From home page to career page is
one;
– From career page log in to application
is two; and
– To complete the application is four.
• Do your hourly and salaried applicants
follow the same process?

14. One Operator Experience
1.User password had to be
alpha/numeric w/ a symbol
2.To create User ID had to include
Emergency Contact Info, Education,
Previous Positions
3.Countless Clicks Later…

16. A word about the job ad…..

17. A word about the job ad…

18. Source – Interview - Employer Branding
 Career Seekers use between 16-18
different resources to search
 Average hiring time for a strong
candidate has increased to 8-12 weeks
 Shift in where Career Seekers are
looking

19. Data Matters!Applicant Tracking System (ATS)
Stats
Hire By Source
Applicant to Hire Ratio
Interview to Hire Ratio
Employee Referral to Hire Ratio
Employee Referral – Still
Remains a “Best Kept Secret”
Other Relevant Data Points
Company Website Stats
Social Media Sites Hits and Feedback
Glassdoor Feedback and Scoring
Google Analytics – (e.g., click & drop
off rates)

20. Tech Based Questions
 Show me your work
product.
 Walk me through a
project you led from
start to finish.
 How would your team
describe your
leadership style?
Other Good Questions
 Can I see your pay
stub.
 Where will you be in
five years.
 The ”setup” question.
 Your greatest
weakness.
(Really) Bad Questions
Source – Interview – Employer Branding
 How have you
leveraged social
media in your
position?
 Tell me about your
practices when it
comes to financial
analysis.
 How do you build your
budget?

21. Talent and Today’s Technology
• Develop
• Retain

22. Develop & Retain
Onboarding vs New Hire Orientation
• Reach out to the new hire before start
date
• Make a memorable first day
• Tightly structured scheduled
• Cross-departmental involvement
• Spread out the paperwork
• Same set of expectations early and
often throughout
• Pulse survey
• Culture + Orientation + Training

23. Develop & Retain
Training
• Exercises
– Case study simulation
– Group project
– As close to the job as possible
– Avoid multiply choice, essay, etc.
• Deliver using a multitude of platforms
– Self paced
– Web based
– Classroom
• Training Reinforcement Planning
• Metrics

24. Develop & Retain
Specific to Tech-Based Training…
• Microsoft Suite - online classes
• Company Software - classroom
• Equipment Hardware – on the job
shadowing
• Data Analytics – classroom; one-on-one
• Financial Planning and Reporting –
classroom; one on one
• Online Apps – partner with provider; peer to
peer
• All training should center around how the
technology can be used as a business tool;
not how to use the software.

25. The Hidden Reason Why Employees Leave – Leigh Branham

26. The Hidden Reason Why Employees Leave – Leigh Branham
Top Three Reasons
1. Loss of respect for the
job.
2. Loss of respect for the
boss.
3. Loss of respect for the
company.
7. More money.

27. Develop & Retain
Development Opportunities
• Coach/Mentor/Sponsorship
– Meaningful opportunity to the
employee, from start to finish
– Provide resources, support and your
time
– Show – I Do – You Do - Model
– Feedback Cycles
• Avoid “The Sandwich”
• Give as good as you get
• What worked, what didn’t and why to both

28. Talent and Today’s Technology
Question & Answer