Top talent is at a premium in the current business landscape. Understanding the three Rs of talent management – i.e., how to recruit, retain and reward your organization’s best performers – is imperative to success. This webinar will give you takeaways you can implement immediately, so you can begin or bolster the way you attract, keep and provide incentives to your employee population.

1. Winning the Talent War
Recruitment, Retention and Rewards

2. Recruiting

3. 3
• Social networking
– LinkedIn, Twitter, Facebook
– Aggregators / consolidators
Recruiting in a modern world

4. 4
• Nonline networking
– Build and maintain talent pipeline
– Recruit top performers from competitors
– Monitor employment brand and reputation
– Utilize partners, board and staff referrals
Recruiting in a modern world

5. 5
• Associations
Recruiting in a modern world

6. 6
• Search-firm dynamics
– Transparency (sharing of databases)
– Milestones
– Good candidates, fast
– Recruitment process outsourcing (RPO)
– Candidate-identification firms / name-generation firms
– Offshoring
Recruiting in a modern world

7. Retention

8. 8
• Common perception, supported by monthly reports from
the U.S. Bureau of Labor Statistics
Unemployment in an improving economy
5.7%
January 2015 U.S. Department of Labor

9. 9
• In reality, an interesting correlation exists between
unemployment percentage and education
Unemployment in an improving economy
October 2014 U.S. Department of Labor
Bachelor’s degree or above 3.1%
Some college or an associate’s degree 4.8%
High school graduate 5.7%
Less than high school diploma 7.9%

10. 10
• More than half of employees intend to leave their current
jobs as the economy improves:
Projected turnover as the economy improves
2014 2009
Yes, I intend to leave 86% 60%
Maybe, so I’m networking 8% 21%
Not likely, but I’ve updated my resume 1% 6%
No, I intend to stay in my current position 5% 13%
Right Management Group:
http://www.right.com/news-and-events/press-releases/2014-press-releases/item26654.aspx

11. 11
• A majority of employers are convinced that other
organizations are actively seeking their top performers
(senior leaders and high potentials)
– Agree: 43%
– Strongly agree: 13%
– Disagree: 11%
– Strongly disagree: 4%
– No opinion: 29%
• How will you combat this?
Projected turnover as the economy improves
World At Work: www.worldatwork.org/waw/adimComment?id=35633

12. 12
• Rule of Thumb: 33% to 150% percent of the annual
salary
– Salary costs
– Recruiting expenses
– Downtime and training time
• If true:
– Cost to replace $100K position ranges from $33K to $150K
Hidden costs of losing tenured employees

13. 13
Employee engagement

14. 14
“A heightened emotional or intellectual connection that
an employee has for his/her job, organization, manager,
or coworkers that, in turn, influences him/her to apply
additional discretionary effort to his/her work.”
- The Conference Board
Employee engagement
Engaged employees
= 70% less turnover

15. 15
• Highly engaged
workplaces score
high on all six.
• Highly engaged
workplaces have
“signature” drivers.
Employee engagement

16. 16
Employee-engagement tactics
• Base Pay
• Bonus
• Health Benefits
Tangibles
Intangibles
Short term Long term
• Retirement
• Deferred Comp
• Job Security
• Work/Life Benefits
• Hiring Practices
• New-Hire Coaching
• Work Climate/Vision
• Supervisor Behavior
• Trust in Leaders

17. 17
• Hot topics
– Title enhancement
– Flexible scheduling
– Telecommuting
Employee-engagement tactics

18. Rewards

19. 19
• Average salary increases
– 3.0% in 2013
– 3.0% in 2014
– 3.1% in 2015 (projected)
• Incentive payout trends
– Nonexempt: 5%
– Exempt: 10-12%
– Executive: 35-40%
• Top performers vs. average workers
– 144% more in 2012
– 152% more in 2013
Compensation trends
World At Work: http://www.worldatwork.org/waw/adimLink?id=75547

20. 20
• Money talks
– Communicate total benefits effectively
– Pay winners like winners
Rewards help retention (and recruiting)

21. 21
Compensation strategies
Best Practice
Matrix
Performance 1 2 3 4
Exceptional 6.5% 5.5% 5.0% 4.0%
Exceeds Expectation 6.0% 5.0% 4.0% 3.0%
Effective 5.0% 4.0% 3.0% 2.0%
Development Needed 2.0% 1.0% 0.0% 0.0%
Critical Need for Improvement 0.0% 0.0% 0.0% 0.0%
Quartile in Range
Typical
Matrix
Performance 1 2 3 4
Exceptional 3.5% 3.5% 3.0% 3.0%
Exceeds Expectation 3.0% 3.0% 3.0% 3.0%
Effective 2.5% 2.5% 2.5% 2.0%
Development Needed 2.5% 2.5% 2.0% 2.0%
Critical Need for Improvement 2.5% 2.0% 2.0% 2.0%
Quartile in Range
CBIZ Compensation Consulting

22. 22
• Recruiting
– Attract individuals who will help move your organization forward
• Angie Salmon, CBIZ & EFL Associates
• Retention
– Create an environment of employee engagement
• CBIZ Employee Benefits
• Rewards
– Pay your winners like winners
• CBIZ Compensation Consulting
Win the talent war with CBIZ

23. Questions

24. 24
• EFL Associates / CBIZ Human Capital Services
– Top 2% retainer-based search firm
– Searches conducted in 48 states and six foreign countries
– Search practice complemented by compensation consulting
services
• Angie Salmon
– Senior Vice President, EFL Associates
– Leads Nonprofit Practice
– Co-leads Board of Directors Practice
– Completed over 130 search engagements
Win the talent war with CBIZ
asalmon@eflassociates.com
913.234.1576
@SalmonSearch