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Recruiting and Keeping Top Talent


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When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.

Published in: Recruiting & HR, Career
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Recruiting and Keeping Top Talent

  1. 1. Recruiting and keeping top TALENT
  2. 2. The business environment dynamics are seeing many changes as more and more Millennials enter the workforce. When it comes to recruiting and keeping top talent, companies need to understand what potential employees (Millennials or not) value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”
  3. 3. The Current “Trend” 71% of the U.S. labor force is on the job market* *Unemployed and actively seeking work, employed and actively seeking work or employed and open to a new job 51% of employed workers are either actively seeking or open to a new job Sources:
  4. 4. How to Change the Trend: Recruiting Tactics
  5. 5. Hire for culture fit and not just expertise 1 While you want to get the right person in the job, it’s critical that you make sure they understand what your company culture is all about. Communicating this is a great place to work starts with your current employees as they will be your biggest recruiters. Videos and testimonials from your people on why they love working at your organization are a great way to communicate all the benefits you have to offer.
  6. 6. Build up your employer brand as a great place to work 2 When you’re known and recognized as having a great culture people seek you out. explains how the Southwest Airlines culture of customer service has attracted job seekers over the years and “recently received more than 50,000 applications for 500 available positions.” Although it doesn’t have to be as severe as 1,000+ applicants applying for 10 jobs, having people eager to work for the company can foreshadow their long-term commitment. Source:
  7. 7. Recruit knowing what you (and the company) want 3 Having an end goal in mind while hiring/recruiting will help you stay focused on why you’re going through the process in the first place. While evaluating potential employees, look for qualities that might be lacking in your department and see if what they bring to the table is what your company needs. Bottom line: you don’t want to waste the interviewer’s time, as well as your own.
  8. 8. Use employee networking when possible 4 We live in an business age today where it’s all about who you know and associate with. When hiring, try reaching out to employees to see if they have any good recommendations of people they know. Although this isn’t a recipe for success, with social media increase, more and more people are connecting and building relationships, both work and non-work related.
  9. 9. During the interview process, focus on building a relationship first before job fit 5 You want to hire someone that not only thrives in your company culture, but can add to it as well. During the initial interview, get to know the person before jumping into specifics about the job. Know what their long term goals are and see if they are a lasting addition to the company and not just a short-term commitment.
  10. 10. Sharam Fouladgar-Mercer, co-founder and CEO of AirPR on recruiting: Look for: What is the one capability they posses that no one else does? What is the skills that will enable them to provide leadership in a particular area of the company? This is crucial, leaders can be wrong. When the team doesn’t step up to let the leader know, the business fails. Always hire A+ players. If you don’t for reasons you can control, then congratulations, at least now you know you’re a C player yourself. Special Talent Willing to contradict you Smarter than you Source:
  11. 11. Tips from O.C. Tanner’s ‘a’ Magazine--Carina Wytiaz on recruiting: Recruit from pools you haven’t thought of before--someone with a different background. Interview for values and fit...Someone who understands your values, and agrees with them, will be a better fit. Real talent has options. Be prepared to make your case for why your company is a fit. Source:
  12. 12. How to Change the Trend: Keeping Current Employees
  13. 13. 1 Onboard effectively With 57% of frontline voluntary turnover comprised of those with less than one year of experience, you want to make sure you have a comprehensive onboarding program that creates a great experience beyond day 1. In fact, when you look at onboarding as a full year event (with critical milestones that should be called out and appreciated along the way) you reinforce your commitment to your employees’ success. 1
  14. 14. Allow employees the opportunity to grow 2 One of the many factors for people leaving their jobs is the fact that they go unnoticed after initially getting the job. To deepen engagement, employees need the opportunity to grow and feel valued for the difference they make. Do you have development opportunities in place? Are you offering a recognition program that calls out both the little and big accomplishments your employee has achieved? All of these factors have been proven to build trust and connections with leaders, team members, and the organization overall.
  15. 15. 3 Maintain engaging work In addition to training and growing, you want to make sure your top talent is involved in engaging work. Allow an open office atmosphere where employees don’t feel as bogged down with company policy, and can easily collaborate and connect. Company Policy
  16. 16. Continue to hire “A players” for your top talent to work with 4 Employees will be motivated to stay with a company if they work well with other talented people and build positive relationships with them. In the 2013 Gallup report, State of the American Workplace, workplace friendships boost employee satisfaction by 50% and “people with a best friend at work are seven times more likely to engage fully in their work.” Source:
  17. 17. Recognize and reward accomplishment 5 Bottom line, when it comes to keeping employees happy, motivated and engaged with their job, implement a comprehensive recognition strategy. Employees want to be recognized for their efforts and will be more motivated in projects if they are appreciated. In fact quantitatiave and qualitative research by The Cicero Group proves frequent and effective employee recognition is highly correlated to increased engagement, productivity, innovation, trust, and tenure. Click here to read the study go to the ROI of Effective Recognition White Paper
  18. 18. Join Our Community Get the latest recognition insights and best practices. For more strategies to help you appreciate great work:
  19. 19. O.C. Tanner and The O.C. Tanner Institute O.C. Tanner helps the world inspire and appreciate great work. Through our innovative cloud-based software, tools, awards, education and research, we provide thought leadership and strategic recognition solutions for thousands of clients globally. Designed to engage talent, increase performance, and drive corporate goals, our solutions create personalized recognition experiences delivered through a smart technology platform. The O.C. Tanner institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values and sound business principles.
  20. 20. Sources: