Silents Born between 1925 - 1946 Baby Boomers Born between 1946
- 1964 Generation Xers Born between 1965 -1980 Millennials Born
After 1980 Generations in the Work Force
Slide 4
Todays Workforce Reality Four Generations Silents Baby Boomers
Gen Xers Gen Ys Four Generations Silents Baby Boomers Gen Xers Gen
Ys Aging Workforce Shrinking Labor Pool Need for Integrated People
Strategies Need for Integrated People Strategies = =
Slide 5
A workforce comes in many years, makes and models
Slide 6
Translate this to year of birth. 194819501955 1965 1970 1975
1980 1990 1985
Slide 7
Baby Boomers Baby boomers retiring have been keeping Recruiters
busy and local government organizations scrambling for
talent..
Slide 8
The Power of the Baby Boomers Baby boomers were born during the
years between 1946 and 1964 and have made up as much as 40% of the
U.S. workforce
Slide 9
Fifteen Years from now 1 IN 5 AMERICANS WILL BE OLDER THAN
65
Slide 10
Labor Market Composition
Slide 11
Most Public Agencies are unprepared to lose 1/3 of their
staff
Slide 12
Lack of College Graduates By 2020 The U.S. labor market needs
one million more college graduates to fill the demand of
vacancies
Slide 13
WSJ Article (Jan 16, 2015) Survey of 32,000 students at 169
colleges and universities - Forty percent of students seen as iIl
prepared to enter work force due to lack of critical thinking
skills
Slide 14
California Centric Issues High cost of housing in some areas
Out-of-State Candidates High cost of housing market State Income
Tax Property Tax Fear of earthquakes! And, four year drought!
Slide 15
Pension Reform Promotes Internal Hires PEPRA New Employees for
CalPERS Plan 2%@62 Changes to Employee Share Some Employers still
paying full or significant portion of Employee Share Two and Three
Tier Structure
Slide 16
Talent Wars Public Agencies in Search of Talent
Slide 17
Who Is Driving this War for Talent? 83% of Employers and
Recruiters would say the war for talent is primarily
candidate-driven
Slide 18
Play Defense
Slide 19
Deflate the Situation
Slide 20
Defensive Strategies Grow your staff organically from the
inside
Slide 21
More Defensive Strategies Be an Employer of Choice Positive
organizational branding Create a culture of HPO Use data-driven
metrics
Slide 22
More Defensive Strategies Vigorously promote success Require
and review staffing stats Mentor the next generation Look
internally first!
Slide 23
Tap the Private Sector Potential source for variety of
positions (i.e. engineering, public works, accounting) Promote
stability of the organization Highlight long-term career potential
of public service Career Ladders / Upward mobility
Slide 24
Tap the Private Sector Its not just all about the base (salary)
- Talk Total Comp Defined Benefit Retirement Plan is still a huge
plus! Explore motivation and culture fit
Slide 25
Assess Your Strategy Annually Evaluate hiring process Soup to
Nuts Cross-train on organization-wide basis Restore funding for
training Encourage professional development Institute a formal
rotation program Vigorously promote seeking outside
opportunities
Slide 26
Add Immediate Value Promote stability of leadership Elected
Officials Executive Level + Entire Team Promote servant leadership
Social Media / Communication Strategies Always an Ambassador
Slide 27
Use Technology - Recruit & Retain
Slide 28
Holistic Approach
Slide 29
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Internal Staff vs. Search Firm HR Employees are often forced to
multi-task normal job responsibilities plus handle the stress of
recruiting. Experience, Expertise, and a full team with only one
purpose. Finding the right talent for your organization
Slide 31
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Slide 33
Skills and Experience TALENT Look for people that make best use
of their skills and experience
Slide 34
Standard Job Spec vs. Performance Profile Job Description
Skills Performance Profile Knowledge Skills Abilities Experience
Competencies Leadership Strategic Vision Record of Success Career
Path Lead & Team Examples
Sustainable organizations are built through a focus on
workforce development E thnic G ender G enerations S kills
Slide 38
Today your success depends on retaining experienced employees
and transferring their knowledge to a new generation of leaders.
The Society for Human Resource Management