McKonly & Asbury Chief Operating Office / Partner Greg Lowe joins HR Coordinator Holly Kressler to talk about the best ways to Recruit and Retain Top Talent in 2015.They discuss best practices for hiring, trends in the industry, and the pros and cons for internal and external recruiting.

1. Recruiting
Top Talent
in 2015
March 2015
Webinar

2. RECRUITING TOP TALENT
IN 2015
Presented by:
Greg Lowe, Chief Operating Officer/Partner
Holly Kressler, HR Coordinator

3. 1. The stakes are high, and cumulative
2. Workforce market characteristics, trends and implications
3. Recruiting trends/best practices
4. Validating finalist candidates
5. Pros and Cons, Internal vs External recruiting
6. Questions/Comments
TODAY’S CONTENT AGENDA

4. Losing an Employee
• Temporary help
• Lost productivity
• Admin Costs (Cobra, payroll, forms)
• Lost skills, licenses, certifications
• Lost network (clients, contacts)
Total costs can range from 100%-250% of lost employees salary
Note: Lower level positions closer to 100%, managerial and sales closer to 250%
THE STAKES ARE HIGH AND CUMULATIVE!

5. Unemployment has returned to pre-recession levels…
Jan. Feb. Mar. April May June July Aug. Sept. Oct. Nov. Dec.
2015 5.7 5.5
2014 6.6 6.7 6.7 6.3 6.3 6.1 6.2 6.1 5.9 5.8 5.8 5.6
2013 7.9 7.7 7.5 7.5 7.5 7.5 7.3 7.2 7.2 7.2 7.0 6.7
2012 8.3 8.3 8.2 8.1 8.2 8.2 8.2 8.1 7.8 7.9 7.8 7.8
2011 9.0 8.9 8.8 9.0 9.1 9.2 9.1 9.1 9.1 9.0 8.6 8.5
2010 9.7 9.7 9.7 9.9 9.7 9.5 9.5 9.6 9.6 9.6 9.8 9.4
2009 7.6 8.1 8.5 8.9 9.4 9.5 9.4 9.7 9.8 10.2 10.0 10.0
2008 4.9 4.8 5.1 5.0 5.5 5.6 5.8 6.2 6.2 6.6 6.8 7.2
Source: Department of Labor, U.S. Bureau of Labor Statistics
LABOR MARKET TRENDS

6. Graphical picture of the same data…
LABOR MARKET TRENDS

7. LABOR MARKET TRENDS

8. New job postings continue to rise…
LABOR MARKET TRENDS

9. • National average for filling open jobs
is now over 4 weeks, the longest in 15
years since the statistic was tracked
• Management, Finance, Accounting,
averaging 9 weeks
• The larger the company, the longer
the process
LABOR MARKET TRENDS

10. AND ONE CHART FOR YOUR KIDS…

11. MARKET TREND SUMMARY
• Employment levels improved, but among a lesser population of participants
• Competition for talent has increased in pace with the economy, rising level
of new jobs posted
• Recession memory is strong for employers and employees
‐ Average tenure in job now over 4.5 years, highest level in 30 years
(3.5 in 1983, 3.7 in 2002)
‐ All time high in time required to fill jobs
• Caution may remain for years to come!

12. • Over 50% of current job holders are either actively seeking a new job,
or are open to one
• Adding in the unemployed who are looking and we clearly have the
majority of the workforce in play
• Beginning in 2016, a progression of 30 million boomers will begin to
retire
AND IT WILL CONTINUE TO GET MORE DIFFICULT!

13. MARKET TREND SUMMARY
How are recruiters seeking candidates in order of usage?
Job Search Engines
Social Media
Print media
Personal network/referral/word of mouth
Job Fairs
Internships
Speed
Reliability

14. MARKET TREND SUMMARY
How are seekers seeking electronically?
• Of Google’s 1 trillion plus searches each year, over one quarter are employment
related
• Over 30% of candidates are active on LinkedIn, while over 80%
are active on Facebook
• Over 90% of recruiters are active on LinkedIn, but only 65%
are active on Facebook
• Aberdeen study reports 73% of 18-34 year olds found their
last job through social media

15. WHY ARE EMPLOYEES LEAVING?
Cause CFO’s Rank-and-file (%)
Not enough money 28% 38%
Career path blocked 22% 20%
Unhappy with mngt 14% 16%
Overworked 12% 9%
Lack of Recognition 12% 6%
Boredom 8% 10%
Source: Robert Half 2014 survey of 2100 CFO’s and 300
rank-and-file employees from around the U.S.

16. WHY ARE EMPLOYEES LEAVING??
Source: CareerBuilder 2014 survey of 3008 workers from across the nation
Reason Percentage of Respondents
Concerns over salary 66%
Don’t feel valued 65%
No opportunity to advance 45%
Work/Life Balance 39%
Feel Underemployed 39%
Highly stressed 39%
Underperforming boss 37%
Overlooked for promotion 36%

17. THE REASON THAT ESCAPES THE SURVEYS
Employee was never a match for the job to
start with, and they adopt any number of
reasons to leave, or they are asked to leave

18. METHODS TO CHOOSE A FINALIST
So if I have:
• Assessed my culture, team and manager
• Created a detailed job description
• Executed a successful search
• Produced one or more finalist candidates
• Completed a social media screen
I need to now choose only one.

19. ASSESSMENTS
Cognitive
IQ, Skills Understanding
Emotional Makeup Personality Conative
Creative Instincts, How We
Take Action/Decide
Wonderlic Calliper Kolbe
IQ Testing DISC
Certification Exams Myers Briggs
Gallup Strengths Finder
McKonly & Asbury’s “Successful Investing in Human Capital” Webinar:
www.macpas.com/webinar-recap-successful-investing-in-human-capital

20. METHODS TO VALIDATE A FINALIST
• References, 360 degrees:
‐ Past peer, subordinate, supervisor and third party vendor
• Background Checks (done by 80% of employers)
‐ 90+% as contingent job offer
• Credit History Checks (done by 45% of employers)
‐ 90+% as contingent job offer
• Drug Screens
‐ Roughly 60% of new hires receive them during process
‐ 98% of Fortune 200 do them

21. INTERNAL VS EXTERNAL RECRUITING
• Do you recruit 10 – 20 positions per year?
• Do you have a person who has been successful matching
candidates to culture, competencies and teammates?
• Does that person have time, incentive and objective to do this
in the future?

22. RECRUITING
Volume/Cost
Time/Focus
Experience/Track Record
Corporate Culture/Team Knowledge
Objectivity
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23. EXTERNAL RECRUITING BEST PRACTICES
• Demonstrable track record
• Broad search capabilities
• Defined screening process
• Defined validation process
• Little or no retainers
• Fee on success
• Guarantee of candidate
• Follow up with candidate

24. THANK YOU
Contact us at:
Greg Lowe Holly Kressler
Chief Operating Officer/Partner HR Coordinator
glowe@macpas.com hkressler@macpas.com