Businesses today are experiencing a workforce shortage that is crippling production and growth. Even more, our workforce has become increasingly disengaged as companies expand and diversify. Never before has it been so challenging to recruit, hire, develop and retain a skilled construction workforce. Estimates are that there will be a shortage of 1.4 million construction workers in the next 10 years. How can you build your company and its workforce? Heidi Hoyt, Skoda Minotti’s managing director of Staffing, shares views about staffing challenges and opportunities for organizations of every size and scope.

1. Recruiting and Retaining Top
Talent
Heidi Hoyt
June 26, 2019

2. 2
Introduction
Heidi Hoyt, Skoda Minotti
• Managing director of Skoda Minotti’s
Professional Staffing practice
• More than 20 years of combined experience in
accounting, human resources and recruiting
• Focus includes:
– Accounting
– Finance and administration
• Places public and private accounting
professionals in positions ranging from
accounting assistants through CFO, CEO,
COO, marketing director and director of human
resources
hhoyt@skodaminotti.com
linkedin.com/in/heidihoyt/
440-605-7227

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• Learn how to assess a candidate’s motivational fit
• Understand how company culture plays a role in
hiring and retaining top talent
• Learn what goes into an employee engagement
strategy
• Recognize the importance of understanding
millennials and Gen Z in the workplace
• Gain insight on best practices for retaining your top
talent
Objectives

4. 4
The Recruiting Process
• Involve your rising stars in the
recruiting process
• Identify who needs to be
involved and train them on
interviewing skills
• Use behavioral assessments
in your hiring practices (e.g.,
the Birkman Method, DiSC)

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Interviewing Skills Training
• 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

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Cultural Fit
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

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Referral Bonus Program
• It is everyone’s job in your
company to help find the
right candidates
• Offer an incentive for those
who refer good people
• Make sure to advertise this
program to new and tenured
employees in your company

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Costs of a Bad Hire
Statistics courtesy of CareerBuilder
OF COMPANIES SURVEYED SAY THAT A BAD
HIRE IN THE LAST YEAR HAS COST THEM AT
LEAST $25,000.
25%
41%
OF COMPANIES SURVEYED SAY THAT A BAD
HIRE IN THE LAST YEAR HAS COST THEM AT
LEAST $50,000.
THE TRUE COSTS
PERCENT OF RESPONDENTS

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Costs of a Bad Hire
Statistics courtesy of CareerBuilder
THE COMPANY NEEDED TO
FILL THE POSITION QUICKLY.
38%
WHY DO COMPANIES HIRE BAD EMPLOYEES?
PERCENT OF RESPONDENTS
THE COMPANY DIDN’T TEST OR
RESEARCH THE EMPLOYEE’S
SKILLS WELL ENOUGH.
21%
THE COMPANY DIDN’T PERFORM
ADEQUATE REFERENCE CHECKS.
11%
ACCORDING TO THE CAREERBUILDER SURVEY, COMPANIES HIRED BAD EMPLOYEES BECAUSE:

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Employee Engagement
Engaged
Not Engaged
Somewhat Engaged
50%
30%
20%
Statistics courtesy of CareerBuilder

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Employee Engagement Strategies
• Employee development programs
• Succession planning/9-box performance-
potential matrix
• Employee recognition programs
• Stay interviews
• Workforce statistics

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Employee Development Programs
Provide ongoing learning and development
opportunities:
• On-the-job training
• Self-study courses
• Classroom training
• Clear learning paths (University of Promise)
• Leadership development programs (leadership
at all levels)
• Coach/mentor programs
• Assessment tools (Birkman)

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9-Box Performance-Potential Matrix

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Employee Recognition Programs
• Living the Core Values Award
• Service Award
• Deliver on the Promise Award

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Stay Interviews
Retention interview which 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

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Benefits to Stay Interviews
• They stimulate the employee
• They are personalized
• They include actions
• Lower employee emotions
• A focus on the positive
• They are inexpensive

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Stay Interview Questions to Ask
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?

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Stay Interview Questions to Ask
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?

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Workforce Statistics
**By 2030, millennials will
comprise approximately
75% of the American
workforce.
Millennials: 1980–1996**
Gen Z: 1997–2013
Alpha: 2014–Present

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Understanding Millennials
Values
• Freedom – flexible work
schedule
• Fun working environment –
work/life balance
• Immediate, ongoing,
informal feedback
• Mentoring/education
• Growth opportunity

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Understanding Gen Z
Values
• Lifestyle more important
than work
• Seek instant gratification
through posts and “likes”
on social media
• Retirement – what’s
retirement?
• Personal freedom
• Feedback – bite-sized
feedback that is
immediate/in real-time

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Understanding Our Workforce
• Millennials
 Pursued undergraduate and graduate degrees
 Have lots of student debt
• Gen Z
 Looking more at the trades/entrepreneurial opportunities
 Want the benefits of long-term employment
 Do not want student debt

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Strategies for Winning the
War on Talent
Acknowledge work shortage exists and make
recruitment a top priority
• Actively participate in job fairs
• Build relationships with union and non-union trade schools
• Use job boards / job sites
• Be proactive and not reactive

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Strategies for Winning the
War on Talent
Establish and maintain top-notch onboarding
practices
• Partner with high schools and apprenticeships
• Offer higher salaries
• Offer incentives and/or bonuses

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Strategies for Winning the
War on Talent
Augment outside training with additional in-house
training programs
• Hard skills training
 Construction equipment, safety data sheet
• Soft skills training
 Supervisory skills, emotional intelligence, performance management
training
• Career paths
 Clear paths for folks to “move up the ladder” in your company

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Retaining Top Talent
Things to remember:
• The war on talent is real
• Treat employees like valued
assets
• Integrate engagement strategies
and best practices
• Be proactive, not reactive

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Conclusion
• Understand how company culture plays a role in
hiring and retaining top talent
• Learn what goes into an employee engagement
strategy
• Recognize the importance of understanding
millennials and Gen Z in the workplace

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Questions?
Heidi Hoyt
Managing Director
Professional Staffing
Skoda Minotti
hhoyt@skodaminotti.com