Se ha denunciado esta presentación.
Se está descargando tu SlideShare. ×

Talent retention and attraction

Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio
Anuncio

Eche un vistazo a continuación

1 de 37 Anuncio

Talent retention and attraction

Descargar para leer sin conexión

In the current climate businesses must work harder than ever to retain staff and attract new talent, this presentation was delivered at a national conference and explores:
- Vision vs Reality
- Motivating Workforce
- Engaging New Talent
- Enhancing Reputation
- Workforce Dynamics
There are takeaways throughout allowing you to start looking at your own company with immediate effect.

In the current climate businesses must work harder than ever to retain staff and attract new talent, this presentation was delivered at a national conference and explores:
- Vision vs Reality
- Motivating Workforce
- Engaging New Talent
- Enhancing Reputation
- Workforce Dynamics
There are takeaways throughout allowing you to start looking at your own company with immediate effect.

Anuncio
Anuncio

Más Contenido Relacionado

Presentaciones para usted (20)

Similares a Talent retention and attraction (20)

Anuncio

Más reciente (20)

Talent retention and attraction

  1. 1. Talent Retention and Attraction presented by CATANDRA
  2. 2. HELLO! I am Andy Wheeler I am here because I want to help your business grow by focussing on internal and external talent 2 CATANDRA
  3. 3. Why are we here? ▪ Vision vs Reality ▪ Motivating Workforce ▪ Engaging New Talent ▪ Enhancing Reputation ▪ Workforce Dynamics 3 CATANDRA
  4. 4. 1. Vision vs Reality Can you see what is stopping you achieving your vision? CATANDRA
  5. 5. “ “It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” (Steve Jobs) 5 CATANDRA
  6. 6. How to Define your Reality (Cultural Web) 6 Element Current Culture Ideal Culture Stories Unreliable service Quality service Rituals and Routines Outdated office Comfortable working environment Symbols Inconsistent staff uniform Staff identity Organisational Structure Poor communication Clear, consistent and transparent communication Control Systems Minimal training Learning and development Power Structure Focus on cost at the expense of service Provide a premium service that clients demand CATANDRA
  7. 7. How to get there…… 7 Element Current Culture Actions Ideal Culture Stories Unreliable service CS Scorecards Quality service Rituals and Routines Outdated office Update furniture Comfortable working environment Symbols Inconsistent staff uniform Delivery uniform Staff identity Organisational Structure Poor communication Defined management behaviours Clear, consistent and transparent communication …. …. …. …. CATANDRA
  8. 8. Find the Gaps Identifying talent gaps is not about replacing people it is understanding where you lack expertise or require additional support to move forwards. 8 CATANDRA
  9. 9. 2. Employee Engagement All businesses suffer from unmotivated employees, those that move forward want to understand why. CATANDRA
  10. 10. “ “Businesses such as Yahoo that that failed to invest in people and skills by definition failed to invest in their future.” 10 CATANDRA
  11. 11. Explore Engagement 11 Action Point: Run an engagement survey CATANDRA
  12. 12. Retention and Engagement ▪ Culture ▪ View of management ▪ Staff benefits ▪ Career progression ▪ Flexible working ▪ Perceived value 12 CATANDRA
  13. 13. 3. Attracting Talent How able are you to retain and attract talent? CATANDRA
  14. 14. “ “Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” (Lawrence Bossidy, Former COO of General Electric) 14 CATANDRA
  15. 15. Internal Talent ▪ Do you have people already doing the role elsewhere? ▪ Can you develop people through support? ▪ Do you have management visibility? Identifying Talent External Talent ▪ Opportunity to bring in new ideas. ▪ Can be an expensive process. ▪ You may impact your existing team morale. 15 CATANDRA
  16. 16. Direct Engagement 16 REPUTATION RESEARCH ENGAGEMENT • Soft approach • Tease a response • Don’t be naive • Always follow up and close off the conversation CATANDRA
  17. 17. Candidate Management Pipeline 17 Outcome Selection Next Step Feedback Review First Contact Application Fit Now Yes Interview Yes Success No, why? Wrong Now No, why? Retain Pipeline CATANDRA
  18. 18. Running a Recruitment Campaign 18 Success Define Role Define Process Follow ACTION POINT Create a defined and robust process CATANDRA
  19. 19. Interview Tips and Techniques 19 Sell Your Business CATANDRA
  20. 20. Interview Tips and Techniques 20 First Impressions Count: Nando’s Head Office Reception CATANDRA
  21. 21. Interview Tips and Techniques 21 Put People at Ease CATANDRA
  22. 22. Interview Tips and Techniques 22 Personality: Don’t stick to rigid formats CATANDRA
  23. 23. 4. Reputation How does reputation impacts your ability to retain and attract talent? CATANDRA
  24. 24. “ “The way to gain a good reputation is to endeavor to be what you desire to appear.” (Socrates) 24 CATANDRA
  25. 25. Company Image When was the last time you Googled your business or your competitors to see how you are positioned by others? 25 CATANDRA
  26. 26. Perceptions of Business and Industry Staff ▪ What is it like to work here? ▪ What values do you see/feel? ▪ What is our business culture? ▪ Reviews on Glassdoor and similar sites 26 CATANDRA
  27. 27. Perceptions of Business and Industry Customers ▪ How do they view our business? ▪ Why do they buy from us? ▪ Is there brand loyalty? 27 CATANDRA
  28. 28. Improve your Image ▪ Culture ▪ Digital Presence ▪ Social Media ▪ Your Story Create an ACTION POINT for each and implement 28 CATANDRA
  29. 29. 5. Workforce Dynamics Are you doing everything you can to nurture and develop your employees and management team? CATANDRA
  30. 30. “ “It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” (Steve Jobs) 30 CATANDRA
  31. 31. Retention and Engagement ▪ Culture ▪ View of management ▪ Staff benefits ▪ Career progression ▪ Flexible working ▪ Perceived value 31 CATANDRA
  32. 32. Management Style Autocratic – Central managers make all the decisions. Democratic – Employee input encouraged and actively sought. Laissez-Faire – Hands off management style. 32 CATANDRA
  33. 33. Training and Development Embrace emerging technology and trends: ▪ IT team provide more than infrastructure; ▪ Marketing team to embrace social media activity; ▪ Flexible working policy and benefits. 33 CATANDRA
  34. 34. Training and Development Highlight relevant qualifications and institutes: ▪ CIPD for your HR team; ▪ CILT for your logistics/supply chain team; 34 Action Point: Talk to staff and understand what personal development journey they would like to go on. CATANDRA
  35. 35. Industry Leaders Innovate Do you…. - Seek out new business opportunities? - Make time to support others? - Anticipate future scenarios? - Develop new product solutions? 35 CATANDRA
  36. 36. Summary Vision vs Reality What is actuallyhappening in our company? Map Internal Skills Do you understand your greatest assets? Identify Talent Gaps Should you target specific external talent? Talent Engagement What are your internal and external engagementlevels? Nurture Staff Provide development plans and learning opportunities. Business Reputation Understand how to improve your business image. 36 CATANDRA
  37. 37. 37 THANKS! Any questions? You can find me at: ▪ andy@catandra.co.uk ▪ www.catandra.co.uk ▪ https://www.linkedin.com/in/catandra/ CATANDRA

×