Causality: Attracting followers with your employment brand

  • Published on
    11-Aug-2014

  • View
    4.979

  • Download
    0

Embed Size (px)

DESCRIPTION

There are a relative few companies that fundamentally understand how to recruit and retain truly great employees. However, it's something every company can do. This presentation walks you through the basic concepts behind employment branding and why you need to embrace it now while the available talent pool is swelling.

Transcript

<ul><li> ) ) ) { } ) causality ) the art of attracting passionate followers with your employment brand Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> SITUATION ANALYSIS Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> 40.6% *Average Total Separation Rates for 2005, US Dept of Labor Monday, March 23, 2009 </li> <li> 40.6% *55.2% *Average Total Separation Rates for 2005, US Dept of Labor *Average Total Separation Rates for the retail industry in 2005, US Dep Monday, March 23, 2009 </li> <li> 40.6% *55.2% *Average Total Separation Rates for 2005, US Dept of Labor *Average Total Separation Rates for the retail industry in 2005, US Dep 30% 150% Cornell University Saratoga Institute Monday, March 23, 2009 </li> <li> 40.6% *55.2% *Average Total Separation Rates for 2005, US Dept of Labor *Average Total Separation Rates for the retail industry in 2005, US Dep 30% 150% Cornell University Saratoga Institute 9 % Calculating the High Cost of Employee Turnover, Yves Lermusiaux Taleo Research Monday, March 23, 2009 </li> <li> 40.6% *55.2% *Average Total Separation Rates for 2005, US Dept of Labor *Average Total Separation Rates for the retail industry in 2005, US Dep 30% 150% Cornell University Saratoga Institute 9 % Monday, March 23, 2009 </li> <li> he Shrinking abor Layer ake Highly Skilled &amp; Educated Moderate Skill &amp; Education Unskilled Uneducated SOURCE: HRMagazine, March 2005 Monday, March 23, 2009 </li> <li> he Shrinking abor Layer ake Highly Skilled &amp; Educated Moderate Skill &amp; Education Unskilled Uneducated SOURCE: HRMagazine, March 2005 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> The workforce is devolving rapidly Workers over age 50 will make up more than half the workforce by 2011 - and close to 80% by 2018. Managing Demographic Risk, Harvard Business Review February 2008 For every worker entering the U.S. labor force today, three are leaving By 2012, four will be leaving; in 2017, six. D. Mark Hornung, The New York Times September 10, 2006 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> Lean management trends have made it worse Monday, March 23, 2009 </li> <li> Lean management trends have made it worse As employees get older and retire, businesses can face significant losses of critical knowledge and skills, as well as decreased productivity. The demographic trend has been exacerbated by the relentless focus on cost reduction thats become the business norm. -Managing Demographic Risk, Harvard Business Review February 2008 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> Few companies are doing anything about it Monday, March 23, 2009 </li> <li> Few companies are doing anything about it Current responses to this challenge largely fall into two distinct - and equally ineffective - camps. The first, and by far the most common, is to do nothing: anticipate no needs at all; make no plans for addressing them (rendering the term talent management meaningless). -Talent Management for the 21st Century, Harvard Business Review March 2008 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> Begin building that pipeline today Monday, March 23, 2009 </li> <li> Begin building that pipeline today Organizations that do a better job finding and deploying their human capital can increase productivity and be better positioned to succeed in the face of new labor market realities. Workforce planning and building pipelines for future hiring needs instead of reacting to openings when they are already beyond mission critical can help employers stay one step ahead. -Information and Networking for Recruiters, Electronic Recruiting Exchange, August 2005 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> As worker demographics change, so do their attitudes toward work Monday, March 23, 2009 </li> <li> As worker demographics change, so do their attitudes toward work The most important question in the mind of younger workers: Whats in it for me? Monday, March 23, 2009 </li> <li> As worker demographics change, so do their attitudes toward work The most important question in the mind of younger workers: Whats in it for me? Work/Life balance is extremely important for younger workers (Gen Y/Millenials) Monday, March 23, 2009 </li> <li> As worker demographics change, so do their attitudes toward work The most important question in the mind of younger workers: Whats in it for me? Work/Life balance is extremely important for younger workers (Gen Y/Millenials) Gen Xers are beginning to emerge as managers Monday, March 23, 2009 </li> <li> 22 % ARLY 38 % { } Percentage of employers ID attributing certain traits to workers, by career stage. 54 % ATE oyalty The Urban Institute, 2006 data Monday, March 23, 2009 </li> <li> What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> 5 Different ways people view their jobs What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> 5 Different ways people view their jobs Improving oneself via a predictable path What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> 5 Different ways people view their jobs Improving oneself via a predictable path Being a valuable part of a team What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> 5 Different ways people view their jobs Improving oneself via a predictable path Being a valuable part of a team Looking for excitement - fast paced environment &amp; lots of opportunity What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> 5 Different ways people view their jobs Improving oneself via a predictable path Being a valuable part of a team Looking for excitement - fast paced environment &amp; lots of opportunity Just in it to pay my way (view a job as a means to an end) What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> 5 Different ways people view their jobs Improving oneself via a predictable path Being a valuable part of a team Looking for excitement - fast paced environment &amp; lots of opportunity Just in it to pay my way (view a job as a means to an end) An opportunity just to make money (working at a job just because of a good salary, ie lawyers) What it means to work here, Harvard Business Review March 2007 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> ave you ever ad a job hat you just Monday, March 23, 2009 </li> <li> ave you ever ad a job hat you just ated? Monday, March 23, 2009 </li> <li> why? Monday, March 23, 2009 </li> <li> 3 Reasons a Job is Miserable Anonymity Irrelevance Immeasurability 3 Signs of a Miserable Job, The Table Group 2007 Monday, March 23, 2009 </li> <li> Irrelevance - People who have no idea how their work affects other people wont find fulfillment in their jobs. 3 Signs of a Miserable Job, The Table Group 2007 Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> VS JOINING A GROUP JOINING A CAUSE Monday, March 23, 2009 </li> <li> VS GETTING A GROUP JOINING A JOB JOINING A CAUSE Monday, March 23, 2009 </li> <li> VS GETTING A GROUP JOINING A JOB JOINING A CAUSE JOINING A CAUSE Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> were looking for a few good men. Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> Monday, March 23, 2009 </li> <li> quot;History and experience has taught us that chasing and pursuing high-profile names isn't necessarily the way to go. We're going after players that fit our system and our overall philosophy. Some people...</li></ul>