This presentation gives you a better understanding of what top talent value, and how to use this information to attract and keep them at your organization. Topics covered include: - How to determine if candidate is a cultural fit - Hiring to your top competencies and company core values - The difference between coaching and mentoring when developing your top talent - Importance of listening and providing feedback to your top talent - Best practices for rewarding and recognizing your top talent

1. Recruiting and
Retaining Top Talent
Heidi Hoyt
Laura Rohde
April 21, 2015

2. - 2 -
OBJECTIVES
• How to assess a candidate’s motivational fit
• Understanding how company culture plays a role in hiring
and retaining top talent
• What goes into an employee retention strategy
• Importance of understanding Millennials in the workplace
• Best practices for retaining your top talent

3. - 3 -
Motivational Fit
• Finding the Right Person for the Job
• Questions to Ask:
 Tell me about the best job you ever had. What were your
responsibilities? Is there anything you didn't like about it?”
 Every interview, regardless of job level or type, should include
motivational fit questions
CULTURAL FIT

4. - 4 -
• “How things are done around here…”
• Core Values are the foundation on
which you perform work and conduct
yourselves
• Does your company have core values?
WHAT IS CULTURE?

5. - 5 -
BEHAVIOR
CULTURE DRIVES
• An organization’s culture, more
than any other single factor, is
responsible for influencing the
behavior of its people
• And it’s the behavior of its
people on a day-to-day basis
that most influences whether or
not the organization reaches its
goals

6. - 6 -
PROCESS
THE RECRUITING
• Involve your rising stars in the
recruiting process
• Identify who needs to be involved
and why
• Use behavioral assessments as a
tool in your hiring practices – such
as Birkman

7. - 7 -
SKILLS TRAINING
INTERVIEWING
• Need to provide training to
deliver a consistent message
with how you should be
interviewing your candidates
• Behavioral-based interviewing
is the preferred way to
interview
• Interview guides help keep you
consistent and legal

8. - 8 -
BONUS PROGRAM
REFERRAL
• It is everyone in your company’s
job to help find the right
candidates
• Offer an incentive for those that
refer good people
• Make sure to advertise this
program to new and tenured
employees in your company

9. - 9 -
A BAD HIRE
COSTS OF
Statistics courtesy of Career Builder

10. - 10 -
A BAD HIRE
COSTS OF
Statistics courtesy of Career Builder

11. - 11 -
EMPLOYEE ENGAGEMENT
Engaged
Not Engaged
Somewhat Engaged
50%
30%
20%
Statistics courtesy of Career Builder

12. - 12 -
STRATEGIES
EMPLOYEE RETENTION
• Coach/Mentor Programs
• Succession Planning/9 Box Tool
• Employee Development Programs
• Employee Recognition Programs
• Stay Interviews
• Know Your Employees

13. - 13 -
PROGRAMS
COACH OR MENTOR
• Coach
Skill development (soft skills,
technical skills)
Goal: Find success through
learning
• Mentor
Career advice/navigate
the culture
Goal: To avoid career-limiting
moves

14. - 14 -
SHOULD ASK
QUESTIONS YOU
• How do you feel you are progressing?
• What is your training plan?
• Any roadblocks you are facing?
• What do you need from us?
• What is your career vision?

15. - 15 -
POTENTIAL MATRIX
9 BOX PERFORMANCE/

16. - 16 -
QUOTE
“One cannot teach a man anything. One can only
enable him to learn from within himself.”
~Galileo Galilei

17. - 17 -
PROGRAMS
EMPLOYEE DEVELOPMENT
Provide ongoing learning and development opportunities:
• On the job training
• eLearning courses
• Classroom training
• Clear learning paths
• Leadership development programs

18. - 18 -
PROGRAMS
EMPLOYEE RECOGNITION
• Peer to Peer Recognition
 Notecards
 Emails
• Supervisor to Employee Recognition
 Team Meetings
 1:1 Sessions
• Company Recognition
 Company Newsletters
 Prizes
 Service Awards

19. - 19 -
STAY INTERVIEWS
A periodic one-on-one retention interview between a
manager and a highly valued “at-risk-of-leaving” employee
that identifies and then reinforces the factors that drive an
employee to stay
Identifies and minimizes any “triggers” that might
cause them to consider quitting
Helps you understand why employees stay, so that
those important factors can be reinforced

20. - 20 -
STAY INTERVIEWS
BENEFITS TO
• They stimulate the employee
• They are personalized
• They are limited to key employees
• They include actions
• Lower employee emotions
• A focus on the positive
• They are inexpensive

21. - 21 -
QUESTIONS TO ASK
STAY INTERVIEWS
1. What about your job makes you want jump out of bed?
2. What about your job makes you want to hit the
snooze button?
3. What are you passionate about?
4. What’s your dream job?
5. If you changed your role completely, what would you
miss the most?
6. If you won the lottery and didn’t have to work, what
would you miss?

22. - 22 -
QUESTIONS TO ASK
STAY INTERVIEWS
7. What did you love in your last position that you’re not
doing now?
8. What makes for a great day at work?
9. If you had a magic wand, what would be the one thing
you would change about your work, your role and your
responsibilities?
10.What do you think about on your way to work?
11.What’s bothering you most about your job?

23. - 23 -
WORKFORCE STATISTICS
• By 2030, the Millennials will
comprise approximately 75% of
the American Workforce
• Millennials:
Born between 1980-1995
Between the ages of 20
and 35
About 80 million Americans
in the workplace

24. - 24 -
MILLENNIALS
UNDERSTANDING
Characteristics
• Technically savvy but enjoys personal interaction/must
always be connected
• Ambitious/entrepreneurial
• Excels at multi-tasking
• Seeks variety/no repetitive tasks
• Self focused

25. - 25 -
MILLENNIALS
UNDERSTANDING
Values
• Freedom – flexible work
schedule
• Fun working environment –
work/life balance
• Immediate, ongoing, informal
feedback
• Mentoring/Education
• Growth opportunity

26. - 26 -
TALENT
RETAINING TOP
It is important to know:
• How to communicate with them
• How to cultivate relationships
with them
• How to connect with them –
both on a personal as well as
an organizational level

27. - 27 -
CONCLUSION
• How to assess a candidate’s motivational fit
• Understanding how company culture plays a role in hiring
and retaining top talent
• What goes into an employee retention strategy
• Importance of understanding Millennials in the workplace
• Best practices for retaining your top talent

28. - 28 -
QUESTIONS?
Heidi Hoyt
Managing Director
Professional Staffing
hhoyt@skodaminotti.com
Laura Rohde
Director
Human Resources
lrohde@skodaminotti.com

29. - 29 -
Skoda Minotti CPAs,
Business & Financial Advisors
440-449-6800
skodaminotti.com
THANK YOU
Linkedin.com/company/skoda-minotti
Twitter.com/SkodaMinotti
Facebook.com/SkodaMinotti