1. Recruiting the Top Talent
Hidden in Every Generation
October 12, 2011
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3. Recruiting Trends Best Practice Series
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4. Recruiting the Top Talent
Hidden in Every Generation
Presented by: Metrics are Easy! – Analytics?’
Peter WeddleGeoffrey Dubiski • April 29, 2009
CEO
WEDDLE’s Research & Publications
SHRM Staffing Management Conference & Exposition
peter@weddles.com
203.964.1888
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5. WEDDLE’s
Recruiting the
Top Talent
Hidden in Every Generation
Peter Weddle
WEDDLE’s LLC
peter@weddles.com
203.964.1888

6. The War for Talent
 Rare skill holders
• Certain IT professionals
• Machinists
• Engineers
• Nurses
 Deter a performance deficit
 Rare performers
• McKinsey & Co. Report
• “A” level talent
• The missing cohort
 Gain a performance edge

7. An Economic Singularity
The Globalization of Genius

8. The “Normal” Yield
Conventional Victory
A Fair Share of
the Best Talent
C
A/B
Talent

9. The New “Normal”
New Definition of Victory
An Unfair Share of
the Best Talent
C
A/B
Talent

10. The Conventional Strategy
• Boomers
• Millennials
• 76 million
• 75 million • Gen Xers
• 51 million
Focus on Different Work Values

11. The Non-Generational Strategy
• Boomers
• Millennials
• 76 million
• 75 million • Gen Xers
• 51 million
Best Talent = Career Activists
Focus on Shared Aspirational Values

12. Proof of Their Arrival
American workers determined to excel at their work

13. Career Activists
Individuals who:
 See themselves not as a free agent, but as
a “freed agent”
• A different view of the work-life balance
• Never look for a job
 See themselves not as a worker, but as
a “person of talent”
• A different view of talent
• Always look for support
• Keenly aware of their value

14. How Do You Recruit Them?
 Don’t focus on their work differences;
target their shared A-values:
• They never look for a job
 Aspiration-based advertising
• They care deeply about organizational
support
 Aspiration-based corporate career site
• They expect to be respected
 Aspiration-based recruiting process

15. Aspiration-Based Advertising
Work-Based Aspiration-Based
Job Postings Job Postings
• A cure for insomnia • An e-brochure
• Requirements & • What’s in it for
Responsibilities them
• Informational • Persuasive
Whether distributed to job boards, social media sites or both

16. An e-Brochure
WI-C++ Programmer-$1.2M Bonus Best Practices
Are you looking for your next challenge at • A title that sizzles
work?
 L-S-S
 For a great job and a great employer?


For a chance to earn $75-95K/year?
This opportunity has both.
• A structure that
 Your personal privacy is guaranteed. captures them
 S-ABC-S
The ABC Company is a leading
producer of flat panel solar displays.
 We’re ramping up for major growth in
• Content that
the years ahead. inspires them
 Central to our strategy is a significant
expansion of our IT Department. • A format that works
This Department recently won the
on the Web

prestigious …

17. Aspiration-Based Career Site
 Personalization
• Channels/villages
 Content
• Tailored to career
fields & advancement
 Social networking
• Company-community

20. An Aspiration-Based Process
3 integrated processes covering 16 touch points that influence 1 hire
1. e-Brand statement
2. Advertising venue selection
Sourcing the 3. Non-advertising sourcing
Candidate 4. Brand and Job advertising INTEREST
5. Application method/feedback
6. Career site design/mgmt
7. Pre-qualifying screen(s)
8. Assessment test(s)
Evaluating the
Candidate 9. Interview logistics
10. Interviews
EDUCATION 
11. Feedback/status information
12. Background checks
13. Relationship building
Selling the
Candidate 14. Offer communication ENGAGEMENT
15. Post offer communication
16. Reinforcement

21. An Expectation That Comes True
“Our success depends
on your success. Our ability  Touch Point #10:
to accomplish what we set Interviews
out to do is based primarily
on the people we hire – we  Starbuck’s Way
call each other „partners.‟ We
are always focused on our
people. We provide  Touch Point #16:
opportunities to develop your Reinforcement
skills, further your career,  Starbuck’s Way
and achieve your goals.”

22. Three Truths
 We don’t hire people for their work
preferences; we hire them to excel
 We can’t promote our organization’s success
by focusing on people’s differences, but we
can by focusing on their similarities
 The key to success in the War for the Best
Talent is a non-generational cohort
of the best in workforce

23. WEDDLE’s
WEDDLE’s (www.weddles.com)
 Publishing
• WEDDLE‟s 2011/12 Guide to Employment Web Sites
• WEDDLE‟s Guide to Association Web Sites
• Work Strong: Your Personal Career Fitness System Amazon
• Recognizing Richard Rabbit: A Fable for Seekers
• The Career Activist Republic
• A Multitude of Hope (spring 2012)
 Research
 Consulting Sign up for my newsletters
•Recruiting
 Training •Job Search
•Career Activism
“When in doubt, consider WEDDLE’s … an industry standard.” HRWIRE

24. Time for MetricsQuestionsAnalytics?
your are Easy! –
Now We’re
April 29, 2009
SHRM Staffing Management Conference & Exposition
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25. Thank you for joining us!
We also invite you to join us at The Recruiting Conference Nov 1-3, 2011 at the
InterContinental Chicago O’Hare, for a face-to-face exchange of knowledge and
learning among peers, and networking in a creative, professional environment.
www.TheRecruitingConference.com
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26. Thank you for joining us!
A copy of this presentation’s slide deck and session recording will be available on
www.RecruitingTrends.com within 2 working days. You can visit our previously recorded
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