Posts Tagged ‘new talent’

2015 Warning – A Talent Shortage! Focus on Growing and Retaining Your Talent – Part 2 of 2

Are your competitors luring your best employees away to "greener pastures?"

Are your competitors luring your best employees away to “greener pastures?”

The premise of this two part series is that there is a major issue now facing US companies as the economy continues to improve and the record number of people retiring exceeds the supply of new qualified talent entering the work place.

In Part 1 (link) I focused on three top sources of bringing in new talent. But once you obtain the best talent, how do you keep them engaged and growing? And to make the issue worse, as the economy continues to improve, you competitors are going to come after your best people to lure them away to greener pastures. You need to actively show your employees that the company cares about their career growth and that great future possibilities are available within your enterprise.

The importance of providing a skills and career growth value proposition is highlighted in the SHRM (Society of Human Resource Management) January/February 2015 “HR Magazine” in a feature story called “What’s in Store for HR in 2015.” In fact, a majority, 5 of the 9 predictions, supports this theme of the importance of talent development:
• Culture, diversity, engagement and retention will be front-burner issues.
• Corporate learning will be transformed and will take on more importance
• Talent mobility and career management strategies will become necessary to complete
• Leaders will invest in talent analytics and workforce planning
• HR teams will get a new design and focus on professional development

When your best talent leaves to go somewhere else (and let’s face it, it normally is your best who are recruited and lured away by competitors), the replacement cost in terms of recruiting, hiring and onboarding is huge! The cost per employee can often range from 1 to 1.5 times annual salary. Yet to invest in some robust career development tools to excite and retain your employees may even cost less than replacing one employee! Get proactive and grow your people instead of spending millions of dollars on “employee replacement costs.”

A good talent growth strategy will involve engaging employees in growing skills within their current position as well as giving them tools to plan meaningful longer range careers within your enterprise (see my past blog on short range and longer range development.) On the career growth side, I offer an innovative yet proven approach based on career mapping that is tailored to your enterprise and engages employees enthusiastically in longer range career planning.

Check out the Total Engagement Career Mapping offering as well as reading this ZipRecruiter article about my process. In addition, here is another article that demonstrates how to calculate a business case for investment in employee career development, ideal for securing the necessary budget from your CFO. And then contact me today to request my two page offering spec sheet and / or to set up an appointment to discuss how Total Engagement Career Mapping can work within your company.

Generational Diversity – Are Your Recruiting Methodologies “Up to Date?”

IMPORTANT NOTE: (This session is being postponed until later in the year.) The newly formed Triangle Chapter of the National Diversity Council – Carolinas is holding its first half day conference, the Generational Diversity Summit on February 19th! It’s going to be a great event – link here for info and to enroll. Email brian.richards@nationaldiversitycouncil.org for corporate sponsorship opportunities.

Many millenials prefer informal working spaces where they can multitask and team

Many millenials prefer informal working spaces where they can multitask and team


Generational Diversity continues to be one of the hottest most discussed areas in the continually evolving field of workplace diversity and inclusion. In a blog I published in June, 2012 on the “Growing Various Types of Diversity,” I led with a discussion on the four generations now in the workplace. This is an historic happening as mature workers (link to a blog on this) are staying in the workplace longer due to financial needs, better health, and the desire to stay active and intellectually stimulated. Here also is a link to a 2.5 minute video excerpt I did on Generational Diversity.

The group now being recruited on our college campuses are referred to as “Millennials”, those born after 1982. This emerging generation has very different views on communications in the workplace, important attributes of a vocation, collaboration, corporate hierarchies and more. Here is a link to a recent article from Forbes called “10 Ways Millennials are Creating the Future of Work.”

One area that needs focus at many of our companies is recruiting. How do we find, attract and hire the brightest new talent? Of course we should not forget to recruit the experienced professional who may be looking for a job change, but as always, college campuses will continue to provide the largest talent pool of new workers.

On the whole, recruiting methodology has not changed very much over the past 30-40 years. Yes, resumes are sent electronically and placed in on-line repositories instead of mailed, and job postings are online in addition to print ads, but overall the process involves recruiters reading through thousands of pages of boring text resumes. How can this be innovated?

At a recent generational diversity workshop sponsored by the Raleigh-Wake Human Resources Mgt Association (RWHRMA) Link, Margaret Gordy, Talent Acquisition Manager for Citrix, shared innovative ways that her company is identifying and recruiting top talent. Citrix (link), an industry leader for collaborative workplace solutions such as the popular “Go To Meeting,” teams with university classes, clubs and professors to engage students in collaborative problem solving. Teams work together to propose solutions to actual Citrix business challenges developed by Citrix business areas. This gives Citrix managers a way to evaluate technical, problem solving, and team skills of potential candidates. Those demonstrating the strongest skills are often offered an internship, a full time job, or at minimum a fast-path into the job interview process.

Advantages of this approach over hours of pouring through resume paperwork include:
• Candidates with the best skills and team work abilities who will fit best into Citrix’s workplace are identified.
• Candidates can experience the Citrix culture and both the candidate and company can assure a good “corporate culture fit.”

Overall, companies that successfully recruit top talent across all generations and keep them engaged working cross-generationally will win in the competitive, global marketplace.

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