The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.

1. Recruiting and
keeping top
TALENT

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. 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: http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf
http://www.forbes.com/sites/kathryndill/2014/05/07/5-ways-to-attract-and-keep-top-millennial-talent/
http://www.forbes.com/sites/katetaylor/2013/08/23/why-millennials-are-ending-the-9-to-5/

4. How to Change the Trend:
Recruiting Tactics

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. 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. Entrepreneur.com
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: http://www.entrepreneur.com/article/78598

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. 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. 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. 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: http://www.forbes.com/sites/theyec/2013/03/22/5-tips-for-hiring-and-retaining-top-talent/

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: http://www.octanner.com/blog/leadership/recruiting-top-talent-hiring-for-fit

12. How to Change the Trend:
Keeping Current
Employees

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. 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. 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. 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: http://blogs.hbr.org/2013/07/we-all-need-friends-at-work/
http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx

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. Join Our Community
Get the latest recognition insights and best practices.
For more strategies to help you
appreciate great work:

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. Sources:
http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf
http://www.forbes.com/sites/kathryndill/2014/05/07/5-ways-to-attract-and-keep-top-millennial-talent/
http://www.forbes.com/sites/katetaylor/2013/08/23/why-millennials-are-ending-the-9-to-5/
http://www.entrepreneur.com/article/78598
http://www.forbes.com/sites/theyec/2013/03/22/5-tips-for-hiring-and-retaining-top-talent/
http://www.octanner.com/blog/leadership/recruiting-top-talent-hiring-for-fit
http://www.inc.com/the-build-network/how-to-keep-your-young-talented-employees-from-leaving.html
http://blogs.hbr.org/2013/07/we-all-need-friends-at-work/
http://www.gallup.com/strategicconsulting/163007/state-american-workplace.aspx
http://www.forbes.com/sites/joshbersin/2012/06/13/new-research-unlocks-the-secret-of-employee-recognition/