Talent and Today’s Technology

P.I.E. Exhibition

Chicago, March 2017

Introduction

Colleen M. Niese, SPHR

Principal, Marlyn Group, LLC

We help build great teams through:

• Executive Recruitment

• Strategic HR

• Training & Development

20+ years in the parking industry.

Founding Chair, Women In Parking

Former Board Member, NPA

Active member, IPI

Worst Job Ever?

“No common sense within the leadership

team.”

“If you want to be sad every day, work here.”

“The SVP needs to be taken to the wood

shed.”

“Please train me, instead of threatening to

fire me.”

On the other side…

“I would highly recommend any professional

who wants career satisfaction to work here.”

“I give the CEO two thumbs up.”

“Great company. Lots of training and

opportunity.”

“Amazing leadership – keep up the good

work!”

Technology and Talent

“The more dependent we become with

technology, the more we depend on

technology.”

Customer Service

What does all this have to do with Talent & Today’s Technology?

Client Retention

Staff Development & Leadership

AOP Planning & Reporting

TechnologyPC Skills, AppsSocial Media

Equipment Procurement

& Management

Revenue Control & Reporting

Financial Analysis and Reporting

Location Marketing

Today’s Agenda

Employer Branding

Talent Acquisition

• Sourcing

• Interviewing

Training & Development

Retention

Talent and Today’s Technology

• Employer

Branding

• Interviewing

• Recruiting

Talent and Today’s Technology

What Once Was…

• Business Partner

• Transactional +

Strategic

• Thinker + Doer

What Is Now…

• Care taker

• Transactional

• A “Doer”

Company Website

Company Website

Company Website

• Are you selling or telling?

• Clicks Matter!– From the home page to the actual

application is three;

– From home page to career page is

one;

– From career page log in to application

is two; and

– To complete the application is four.

• Do your hourly and salaried applicants

follow the same process?

One Operator Experience

1.User password had to be

alpha/numeric w/ a symbol

2.To create User ID had to include

Emergency Contact Info, Education,

Previous Positions

3.Countless Clicks Later…

A word about the job ad…..

A word about the job ad…

Source – Interview - Employer Branding

Career Seekers use between 16-18

different resources to search

Average hiring time for a strong

candidate has increased to 8-12 weeks

Shift in where Career Seekers are

looking

Data Matters!Applicant Tracking System (ATS)

Stats

Hire By Source

Applicant to Hire Ratio

Interview to Hire Ratio

Employee Referral to Hire Ratio

Employee Referral – Still

Remains a “Best Kept Secret”

Other Relevant Data Points

Company Website Stats

Social Media Sites Hits and Feedback

Glassdoor Feedback and Scoring

Google Analytics – (e.g., click & drop

off rates)

Tech Based Questions

Show me your work

product.

Walk me through a

project you led from

start to finish.

How would your team

describe your

leadership style?

Other Good Questions

Can I see your pay

stub.

Where will you be in

five years.

The ”setup” question.

Your greatest

weakness.

(Really) Bad Questions

Source – Interview – Employer Branding

How have you

leveraged social

media in your

position?

Tell me about your

practices when it

comes to financial

analysis.

How do you build your

budget?

Talent and Today’s Technology

• Develop

• Retain

Develop & Retain

Onboarding vs New Hire Orientation

• Reach out to the new hire before start

date

• Make a memorable first day

• Tightly structured scheduled

• Cross-departmental involvement

• Spread out the paperwork

• Same set of expectations early and

often throughout

• Pulse survey

• Culture + Orientation + Training

Develop & Retain

Training

• Exercises

– Case study simulation

– Group project

– As close to the job as possible

– Avoid multiply choice, essay, etc.

• Deliver using a multitude of platforms

– Self paced

– Web based

– Classroom

• Training Reinforcement Planning

• Metrics

Develop & Retain

Specific to Tech-Based Training…

• Microsoft Suite - online classes

• Company Software - classroom

• Equipment Hardware – on the job

shadowing

• Data Analytics – classroom; one-on-one

• Financial Planning and Reporting –

classroom; one on one

• Online Apps – partner with provider; peer to

peer

• All training should center around how the

technology can be used as a business tool;

not how to use the software.

The Hidden Reason Why Employees Leave – Leigh Branham

The Hidden Reason Why Employees Leave – Leigh Branham

Top Three Reasons

1. Loss of respect for the

job.

2. Loss of respect for the

boss.

3. Loss of respect for the

company.

7. More money.

Develop & Retain

Development Opportunities

• Coach/Mentor/Sponsorship

– Meaningful opportunity to the

employee, from start to finish

– Provide resources, support and your

time

– Show – I Do – You Do - Model

– Feedback Cycles• Avoid “The Sandwich”

• Give as good as you get

• What worked, what didn’t and why to both

Talent and Today’s Technology

Question & Answer