This document discusses the challenges of finding and keeping good employees. It notes that finding qualified personnel is expensive, time-consuming, and difficult given the aging current workforce. To attract younger millennial employees, the document recommends advertising through various channels like social media and forming partnerships with tech schools and internship programs. It also stresses the importance of retaining employees by interviewing for competence, flexibility, and character. Some retention strategies mentioned include career development, appreciation, incentives, mentoring, and avoiding micromanagement.

1. Finding and
Keeping
the Best
Employees

2. CHALLENGESCHALLENGES
ExpenseExpense
•6 to 9 months salary6 to 9 months salary
–Loss TimeLoss Time
–AdvertisingAdvertising
–TrainingTraining

3. CHALLENGESCHALLENGES
TIMETIME
•PostingPosting
•InterviewsInterviews
•VettingVetting

4. CHALLENGESCHALLENGES
Finding QualifiedFinding Qualified
PersonnelPersonnel

5. WHERE ARE THEWHERE ARE THE
GOOD PEOPLE?GOOD PEOPLE?

6. FINDING THE FUTUREFINDING THE FUTURE
CURRENT WORKFORCECURRENT WORKFORCE
• Average age 45.3Average age 45.3
• 60% over 4560% over 45
• ““retirement tsunami”retirement tsunami”

7. FINDING THE FUTUREFINDING THE FUTURE
MILLENIALSMILLENIALS
•They want to work for usThey want to work for us
•How do we attract them?How do we attract them?

8. FINDING THE FUTUREFINDING THE FUTURE
AdvertiseAdvertise
•NewspaperNewspaper
•WebsiteWebsite
•Social MediaSocial Media

9. FINDING THE FUTUREFINDING THE FUTURE
Tech SchoolsTech Schools
InternshipsInternships
Public Works AcademyPublic Works Academy

10. FINDING THE FUTUREFINDING THE FUTURE
Always RecruitAlways Recruit
• Sell Public WorksSell Public Works
• Great Teach-InGreat Teach-In

11. KEEPING THE BESTKEEPING THE BEST
Getting the BestGetting the Best (The Interview)(The Interview)
• CompetentCompetent
• CapableCapable
• CompatibleCompatible
• CommittedCommitted
• CharacterCharacter

12. UnderstandingUnderstanding Millennial’sMillennial’s
• Don’t expect to stayDon’t expect to stay
• Career developmentCareer development
• Flexible scheduleFlexible schedule
KEEPING THE BESTKEEPING THE BEST

13. AppreciationAppreciation
• DeservedDeserved
• FormalFormal
KEEPING THE BESTKEEPING THE BEST

14. IncentivesIncentives
• Pay above –standardPay above –standard
• Training/EducationTraining/Education
• Friendly competitionFriendly competition
KEEPING THE BESTKEEPING THE BEST

15. MentorMentor
• Layout progressionLayout progression
• ListenListen
• EncourageEncourage
–inputinput
–innovationinnovation
KEEPING THE BESTKEEPING THE BEST

16. Get rid of dead weightGet rid of dead weight
Don’t micromanageDon’t micromanage
KEEPING THE BESTKEEPING THE BEST

17. RESOURCESRESOURCES
““Millennial Are Attracted To Public Service, But GovernmentMillennial Are Attracted To Public Service, But Government
Needs To Deliver” By: John Flato and Bob LavignaNeeds To Deliver” By: John Flato and Bob Lavigna
““The 7 C’s: How to find and Hire Great Employees” By: Alan HallThe 7 C’s: How to find and Hire Great Employees” By: Alan Hall
““15 Tips for Keeping Your Best Employees” By: Ellie Martin15 Tips for Keeping Your Best Employees” By: Ellie Martin
““7 ways to Keep Your Best Employees” By: Troy Stoneking7 ways to Keep Your Best Employees” By: Troy Stoneking
U.S. Census BureauU.S. Census Bureau
Society for Human Resource ManagementSociety for Human Resource Management
www.careeronestop.orgwww.careeronestop.org