Retaining top talent is an art and at times can be costly. Check out these top pre & post hiring strategies to ensure you are doing all you can to be efficient & retain your top employees.

1. Total Retention:
Pre & Post Hire
Strategies to Keep
Your Top Talent
Guest Presenters: Dr. Patrick
Hauenstein & John Reynolds
OMNIview
TalentTakeaways
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2. AGENDAThe Series
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3. AGENDAAGENDA
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The Sponsor
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4. Retaining
Key Talent –
Pre & Post
Hire
Strategies
TALENT GAME CHANGER
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5. Turnover is Expensive
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 Recruitment of replacement employees
 Training
 Ramp-up period for new employees
 Lost productivity
 Interruption of operations
 Customers are impacted

6. Retention Impacts Business Results
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 Revenue
 Earnings
 Customer Satisfaction
 Quality
 Productivity
 Safety

7. Poll Question
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To what extent is retention a key strategic focus for your organization?

8. Macro Retention Factors
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Economy Industry
Organization
& Job

9. Key Retention Solution Components…
Set Realistic
Expectations
Select for
Job &
Culture
Fit
Manager
Engagement
Onboarding/
Career
Development
Support
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Post-HirePre-Hire

10. Total Retention Solution Process Flow
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Realistic Job
Preview
Behavioral
Interview
Job/Culture Fit
Matching HIRED
Opt Out)
No No
Onboard
& IDP
Candidate
Retention
Interview

11. The Total
Retention
Solution – Pre Hire
Components
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12. “Day in the Life” – Job Realities Overview
Realistic Job Preview – OPT OUT OPTION
Opt Out?
Yes – No
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• Realistic Positive and Negative “Day in
the Life” Scenarios.
• Opt Out Option for Candidate

13. Building on the Foundation of
Behavioral Interviewing
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14. Innovation - “Video Stimulus Interview”
Realistic Job Preview Video Stimulus Interview
Progress
Yes – No
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• Video Vignettes Depicting Critical
Challenges and Behavioral Requirements
• Both Intentional and Behavioral Interview
Questions
• Competency Based

15. Job and Culture Match Determination
RJP
Behavioral
Interview
Job/Culture
Match
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Job/Culture Requirements
Talent Profile
• Assessments
• Self Report
• Interview Data
OFFER/INVEST
Yes – no

16. Job Fit Matching Elements
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Background
Preferences &
Motivations
Competencies
& Technical
Skills
Experience Predispositions Mental Abilities

17. Culture Elements
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Behavioral
Norms
Valued
Traits
Valued
Skills
Beliefs Values

18. Poll Question
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To what extent is culture fit systematically evaluated in your selection processes?

19. The Total Retention
Solution – Post Hire
Components
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20. Formalized On-Boarding Process
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 Orientation to systems, processes, people, etc.
 Buddy System
 90 Day Plan
 Check-In points
 Manager Involvement

21. Informed Individual Development
Planning
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 Experience Map
 Competency Development
 Derailer Awareness
 Logical Career Path
 Individual Retention Factors
 Monitoring/rewarding progress

22. Retention Is Built Upon Relationships
and Can Be Controlled by…Managers
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23. What is a Stay Interview?
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 A periodic, structured 1 on 1 conversation between a manager
and their direct report that identifies and reinforces the factors that
drive retention for that individual employee.
 5 structured, strategic questions
 Approximately 20 minutes in length
 Stay Plan for action items
 Manager retention forecasting

24. 24Stay Interviews ARE Stay Interviews ARE NOT
A structured one-on-one
conversation
Casual discussions
Designed to build trust Only when there is a problem
About the employee About the manager
Open, candid conversations Asking for feedback at a team
meeting
Brief and focused: 20 minutes Random sessions
Conducted by managers
Include a Stay Plan for tracking
and follow-up

25. Stay Interview Best Practices
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 X days after start date
 Every 6 months
 Conducted by direct managers
 20 minute sessions
 5 questions (ask probing questions - listen & take notes)
 1 action item for follow-up is identified – Action Plan

26. Maximizing Organizational Impact
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 Trend Analysis and Data Interpretation
 Organizational Action Planning
 Advanced Analytics/Integration with Other Key Metrics

27. Some Final thoughts…
 Total Retention Solution requires
Pre-Hire and Post-Hire Strategies
 Innovation Maximizes Results
 ROI is Huge
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$ ROI $
• Reduce Turnover
• Increase Retention
• Drive New Vision
Behaviors
• Improve
Productivity
• Improve Customer
Satisfaction

28. AGENDAQ & a
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Live Q&A

29. AGENDAAGENDA
Resources & Support
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 Resource Library
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