‘Finders & Keepers’ Recruitment and Retention Strategies March 27, 2013 ITAP Charlottetown...

‘Finders & Keepers’Recruitment and Retention Strategies

March 27, 2013ITAPCharlottetown PEI

Brian Duggan CHRPMarathon Human Resources Consulting Group

Key MessageBuilding an Industry

A multi-level responsibility:

•Business leaders:• Build brand• Create openness to people• Attraction – Recruitment – Selection –

Engagement - Retention• Create opportunity for career growth• Stay on the edge of trends

Key MessageBuilding an Industry

A multi-level responsibility:

•Industry – Government

• Strategic Partnerships• Mutual investment• Build infrastructure to support

industry - education

Introduction•Broad topic related to day-to-day and future vision

•The solution is within HR Strategy

• Employee life cycle• Developing a Labour Supply• Understanding todays workforce

•Global perspective

Introduction

•The IT professionals that I talk to assume that they:

• can stay on the leading edge of technology

• will have challenging work with new problems

• will make lots of money• will have a ‘life’• are smart and have answers

Business Leaders

What is your employment brand?

•What do you offer that others don’t?

•What do your employees say about working in your organization?

•What does your website say about you?

Business Leaders

•What IT experience can be had here and not anywhere else?

•Opportunities to develop professionally: university, college resources

•Competitive wages / incentives

Build a Brand

• An example company with less than 1% turnover over 8 years:

• ‘We sold that we were one of a few global firms doing what we did.’

• ‘We sold our location.’• ‘We had opportunities for people to

develop and we leveraged them.’ • ‘First we wanted people to be here -

then we offered good money.’Flagstone Reinsurance

Openness to people

• When a job seeker is referred to you what do you say?

• ‘send me your resume’

• ‘we have no openings now’

• ‘when can you come in?’

Employee Life Cycle

Recruitment Strategy

•Attraction – Recruitment – Selection – Engagement - Retention

• Employment brand• Skill / competency needs• Candidate value proposition• Commitment?• Engagement

Candidate value proposition

•Do candidates describe the value they bring?•Do candidates demonstrate an understanding of who you are?

At the end of the interview do you know what ‘fire’ burns within the candidate?

Commitment?

Rational Commitment = Retention

Emotional Commitment = Engagement

Creating an engaged culture is a leadership responsibility

Engagement and Leadership

• 90% of leaders say that engagement impacts on their

business

• 25% of the same leaders have an engagement plan

(ACCOR)

Commitment - Engagement

Use ENGAGEMENT

practices to build

RETENTIONstrategies

Engagement and Retention

Give employees a reason to stay

•Support PD and growth to keep on the leading edge

•Find challenging assignments

•See opportunity in the creative abilities of employees

Develop the labour supply

• Network with schools / associations

• Participate in job fairs, recruitment trips

• Non-traditional labour sources

• Baby Boomers• Internationally trained• Remote labour supply

Develop the Labour Supply

•University and College resources• Skill preparation• Incentives to stay and build the

industry

•Greater Halifax Partnership Get Connected Program

•Business attraction initiatives • PEI Brand

Strategic Action

Memorial University of NewfoundlandCollege of the North Atlantic•Tuition freeze and increased subsidy to Post-secondary education: three objectives

1.To increase the availability of post-secondary education for citizens of NL

2.Broaden base of students

3.Promote MUN as a centre for research

Strategic Action

Memorial University of NewfoundlandCollege of the North Atlantic

Outcomes

•Students go to NL and stay

•NL has a reputation as one of the best educated populations in Canada

•Oil and gas industry labour supply

Building an Industry Results

Business leaders•Your Company is a prime place to work

•You are more aware of the labour supply• Focused on skill / competencies

•You manage the employee life cycle

•You are on the edge of trends• Benefit from partnerships / professional

development opportunities

Building an Industry ResultsIndustry – Government

•A branded center of excellence for IT• Critical mass for development / practice• Greater attraction to expertise / students

•Greater opportunities to leverage knowledge and skills on global stage

• Economic spinoffs

•Strategic development of the labour supply

•Strategic support of a growing industry

Thank youContact Information

Brian Duggan, CHRP

t. 902.421.4400e. brian.duggan@marathonhrcg.comwww.marathonhrcg.comIN: Company Page: http://tinyurl.com/bxncsohT: @2010MarathonHRFB: https://www.facebook.com/marathonhumanresources