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Recruiting and Retaining Young Talent By Selling
More Than Just A Salary




                              2nd HR Summit 26-27 October
                              Tom Hamers
                              Partner – Become A Trainee

                                                  2nd HR Summit
                                                  Amsterdam
                        1                         26-27 October
2nd HR Summit
    Amsterdam
2   26-27 October
Trends
• Managing talent, which includes issues such as talent pools and effective staffing of
  leadership positions, continues to be the most critical topic for executives 1
• 1 in 4 workers has been with their current employer for less than a year
• In high performing companies 49% of corporate officers strongly agree that improving
  the talent pool is one of their top three priorities2
                                                        1: BCG “Creating people advantage 2010” report
                                                        2: McKinsey “War for Talent”




1. Retention of young talent is difficult
2. Talent acquisition and development is a key priority for high
   performing companies


                                                                                2nd HR Summit
                                                                                Amsterdam
                                        3                                       26-27 October
There are over 70 million people belonging to Generation Y . Generation Y is
more than three times the size of Generation X .

                                    Generation              Year
                                   Traditionalists   born before 1946
                                   Baby Boomers      1946 to 1964
                                   Generation X      1965 to 1981
                                   Generation Y      1982-2001 (9/11)




                                                                        2nd HR Summit
                                                                        Amsterdam
                                        4                               26-27 October
2nd HR Summit
    5   Amsterdam
5       26-27 October
We have identified 9 topics for a successful young potential programme:

                                          Balanced projects

             Programme duration                                 Training and development


       Team dynamics                                                   International exposure



    Personal branding                                                      Performance appraisal



                   Return on investment                       Mentorship




                                                                                    2nd HR Summit
                                                                                    Amsterdam
                                               6                                    26-27 October
We have identified 9 topics for a successful young potential programme:

                                          Programme duration
A clear begin and end date sets a clear timeline and expectations.
Become A Trainee study shows that on average, the preferred duration is 20 months.
                                             Team dynamics
Creating a small community for your high potentials facilitates sharing of experiences.
(Ex-) Trainees indicate that ideally 14 trainees start every year to optimize the size of the group and
knowledge sharing.

                                           Personal branding
Networking events, exposure to senior management and a wide variety of employees allow young talent to
display and proof their talent.




                                                                                       2nd HR Summit
                                                                                       Amsterdam
                                                 7                                     26-27 October
We have identified 9 topics for a successful young potential programme:

                                                Balanced projects
Diversity of projects assures that young talent get acquainted with multiple aspects of your business.
On average, trainees would like to choose from at least 8 projects while in reality they can only choose from 4.
                                             International exposure
The exposure towards different cultures, environments and people is important in the development of your
young talent.
Trainees prefer being abroad for 4,5 months during their traineeship instead of the current 2 months.
                                             Performance appraisal
Provide feedback at regular intervals and reward good performance.
A little less than 1/5th of the trainees receive 10% salary increase during their traineeship while 1/3rd of the
trainee population thinks this is a reasonable increase.




                                                                                                 2nd HR Summit
                                                                                                 Amsterdam
                                                      8                                          26-27 October
We have identified 9 topics for a successful young potential programme:

                                           Training and development
Young high potentials require general and tailored training to understand the basics of working successfully
in a business environment.
Trainees would like to spend 17% of their time on training.
                                                  Mentorship
‘tight’ coaching by senior level individuals allows your high potential to be continuously steered and evolve
to a higher level. Furthermore, it facilitates introduction and exposure to higher management.
Research shows that (-ex)trainees would like to have more exposure to higher management.
                                             Return on investment
Participants strongly agree that a traineeship programme helps companies to attract and retain high
potentials.




                                                                                               2nd HR Summit
                                                                                               Amsterdam
                                                     9                                         26-27 October
Retention                                 Career Development
Best-in-class young management                   3 years after finishing their management
programs achieve retention rates of 90%          traineeship, more than 50% of the ex-
or higher, this is 10% above the average         trainees occupy manager level positions.
retention rate of young management               After 6 years, this is 70%.
programs.

100%          90%                                             70%

 80%                                                          60%
 60%                                                          50%
 40%                                                          40%
 20%                         10%                                    70%
                                                              30%
  0%                                                                            52%
                                                              20%                      48%
                                                                          30%
       Stayed with the                                        10%
          company         Left the
                         company                               0%
                                                                    2005
                                                (Senior) Manager                2008

                                                Specialists


                                                                                  2nd HR Summit
                                                                                  Amsterdam
                                           10                                     26-27 October
Key figures June 2011

Customer
Telecom Operator
Headcount: 15,765 FTEs
Balance sheet total: 8,39 M€
EBITDA 2011 estimated: 2,00 M€




                                      2nd HR Summit
                                      Amsterdam
                                 11   26-27 October
Step 1: Gather information
• Gather data from current and ex-trainees
  using online questionnaires and interviews.
• Participants value the importance and
  reality of 44 statements covering the 9
  ingredients of management traineeships.


            Step 2: Analysis
• Analyze the data, e.g. through “Reality –




                                                     IMPORTANCE
  Importance” reports.
• Compare company specific data to
  market data from 56 companies, 13
  countries and 9 sectors.

                                                                  REALITY

       Step 3: Advise & Improve
• Formulate hands –on recommendations.
• Present findings and proposed improvement
  actions.




                                                                            2nd HR Summit
                                                                            Amsterdam
                                                12                          26-27 October
The customer’s HR
                                                                                management validated
               Become A Trainee’s findings:                                     an action plan with 10
                                                                                        topics:
                                                                           1.      Vision & positioning of Young Potentials Programme
                                                                           2.      Number & profiles to be hired
The most negative themes for this customer are “Performance                3.
                                                                           4.
                                                                                   Visual & communication channels
                                                                                   Job fairs, events & selection process
Appraisal” and “Balanced Projects”. The worst scoring statements are       5.      Recruitment & selection process


• My salary and growth opportunities depend on my performance,             6.      Salary &
• Together with HR I set up a personal development plan,                           advantages,
• All trainees have a personal mentor with a senior level profile.
                                                                                   performance
Balanced Projects is a topic that is located in the Tension Zone for our           evaluation and
customer. Two out of six statements fall in the Tension zone: “For the             appraisal
                                                                           7.      Training & Development programme
traineeship projects, I have a good view on the project content,
timing and expectations“ and “There are always more projects               8.      Personal
available than there are trainees“.                                                Development Plans
                                                                           9.      Efficiency: automatisation of documents

The theme “Personal Branding” is the best scoring theme.                   10. Young potential
Participants confirm that they have built a
• Valuable network within their company and that                               programme funding
• At least one of the projects was in a core department of the
company.


                                                                                              2nd HR Summit
                                                                                              Amsterdam
                                                 13                                           26-27 October
Tom Hamers
Partner
tom@becomeatrainee.eu
Tel: +32 475 75 74 40

Alexander Kupers
Partner
alexander@becomeatrainee.eu
Tel: +32 486 96 19 33




                                   2nd HR Summit
                                   Amsterdam
                              14   26-27 October
Q&A


      2nd HR Summit
      Amsterdam
 15   26-27 October
2nd HR Summit
     Amsterdam
16   26-27 October
2nd HR Summit
     Amsterdam
17   26-27 October

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Recruiting and retaining young talent by selling more than just a salary. "Spotlight on leadership: the next generation"

  • 1. Recruiting and Retaining Young Talent By Selling More Than Just A Salary 2nd HR Summit 26-27 October Tom Hamers Partner – Become A Trainee 2nd HR Summit Amsterdam 1 26-27 October
  • 2. 2nd HR Summit Amsterdam 2 26-27 October
  • 3. Trends • Managing talent, which includes issues such as talent pools and effective staffing of leadership positions, continues to be the most critical topic for executives 1 • 1 in 4 workers has been with their current employer for less than a year • In high performing companies 49% of corporate officers strongly agree that improving the talent pool is one of their top three priorities2 1: BCG “Creating people advantage 2010” report 2: McKinsey “War for Talent” 1. Retention of young talent is difficult 2. Talent acquisition and development is a key priority for high performing companies 2nd HR Summit Amsterdam 3 26-27 October
  • 4. There are over 70 million people belonging to Generation Y . Generation Y is more than three times the size of Generation X . Generation Year Traditionalists born before 1946 Baby Boomers 1946 to 1964 Generation X 1965 to 1981 Generation Y 1982-2001 (9/11) 2nd HR Summit Amsterdam 4 26-27 October
  • 5. 2nd HR Summit 5 Amsterdam 5 26-27 October
  • 6. We have identified 9 topics for a successful young potential programme: Balanced projects Programme duration Training and development Team dynamics International exposure Personal branding Performance appraisal Return on investment Mentorship 2nd HR Summit Amsterdam 6 26-27 October
  • 7. We have identified 9 topics for a successful young potential programme: Programme duration A clear begin and end date sets a clear timeline and expectations. Become A Trainee study shows that on average, the preferred duration is 20 months. Team dynamics Creating a small community for your high potentials facilitates sharing of experiences. (Ex-) Trainees indicate that ideally 14 trainees start every year to optimize the size of the group and knowledge sharing. Personal branding Networking events, exposure to senior management and a wide variety of employees allow young talent to display and proof their talent. 2nd HR Summit Amsterdam 7 26-27 October
  • 8. We have identified 9 topics for a successful young potential programme: Balanced projects Diversity of projects assures that young talent get acquainted with multiple aspects of your business. On average, trainees would like to choose from at least 8 projects while in reality they can only choose from 4. International exposure The exposure towards different cultures, environments and people is important in the development of your young talent. Trainees prefer being abroad for 4,5 months during their traineeship instead of the current 2 months. Performance appraisal Provide feedback at regular intervals and reward good performance. A little less than 1/5th of the trainees receive 10% salary increase during their traineeship while 1/3rd of the trainee population thinks this is a reasonable increase. 2nd HR Summit Amsterdam 8 26-27 October
  • 9. We have identified 9 topics for a successful young potential programme: Training and development Young high potentials require general and tailored training to understand the basics of working successfully in a business environment. Trainees would like to spend 17% of their time on training. Mentorship ‘tight’ coaching by senior level individuals allows your high potential to be continuously steered and evolve to a higher level. Furthermore, it facilitates introduction and exposure to higher management. Research shows that (-ex)trainees would like to have more exposure to higher management. Return on investment Participants strongly agree that a traineeship programme helps companies to attract and retain high potentials. 2nd HR Summit Amsterdam 9 26-27 October
  • 10. Retention Career Development Best-in-class young management 3 years after finishing their management programs achieve retention rates of 90% traineeship, more than 50% of the ex- or higher, this is 10% above the average trainees occupy manager level positions. retention rate of young management After 6 years, this is 70%. programs. 100% 90% 70% 80% 60% 60% 50% 40% 40% 20% 10% 70% 30% 0% 52% 20% 48% 30% Stayed with the 10% company Left the company 0% 2005 (Senior) Manager 2008 Specialists 2nd HR Summit Amsterdam 10 26-27 October
  • 11. Key figures June 2011 Customer Telecom Operator Headcount: 15,765 FTEs Balance sheet total: 8,39 M€ EBITDA 2011 estimated: 2,00 M€ 2nd HR Summit Amsterdam 11 26-27 October
  • 12. Step 1: Gather information • Gather data from current and ex-trainees using online questionnaires and interviews. • Participants value the importance and reality of 44 statements covering the 9 ingredients of management traineeships. Step 2: Analysis • Analyze the data, e.g. through “Reality – IMPORTANCE Importance” reports. • Compare company specific data to market data from 56 companies, 13 countries and 9 sectors. REALITY Step 3: Advise & Improve • Formulate hands –on recommendations. • Present findings and proposed improvement actions. 2nd HR Summit Amsterdam 12 26-27 October
  • 13. The customer’s HR management validated Become A Trainee’s findings: an action plan with 10 topics: 1. Vision & positioning of Young Potentials Programme 2. Number & profiles to be hired The most negative themes for this customer are “Performance 3. 4. Visual & communication channels Job fairs, events & selection process Appraisal” and “Balanced Projects”. The worst scoring statements are 5. Recruitment & selection process • My salary and growth opportunities depend on my performance, 6. Salary & • Together with HR I set up a personal development plan, advantages, • All trainees have a personal mentor with a senior level profile. performance Balanced Projects is a topic that is located in the Tension Zone for our evaluation and customer. Two out of six statements fall in the Tension zone: “For the appraisal 7. Training & Development programme traineeship projects, I have a good view on the project content, timing and expectations“ and “There are always more projects 8. Personal available than there are trainees“. Development Plans 9. Efficiency: automatisation of documents The theme “Personal Branding” is the best scoring theme. 10. Young potential Participants confirm that they have built a • Valuable network within their company and that programme funding • At least one of the projects was in a core department of the company. 2nd HR Summit Amsterdam 13 26-27 October
  • 14. Tom Hamers Partner tom@becomeatrainee.eu Tel: +32 475 75 74 40 Alexander Kupers Partner alexander@becomeatrainee.eu Tel: +32 486 96 19 33 2nd HR Summit Amsterdam 14 26-27 October
  • 15. Q&A 2nd HR Summit Amsterdam 15 26-27 October
  • 16. 2nd HR Summit Amsterdam 16 26-27 October
  • 17. 2nd HR Summit Amsterdam 17 26-27 October