This document summarizes tips from a conversation on attracting and retaining talent. It discusses identifying and communicating an organization's culture, addressing skills gaps by targeting current job markets and knowing strengths and weaknesses. It also offers advice on engaging millennials, providing growth opportunities, feedback loops, building relationships between managers and employees, handling exit interviews, succession planning, and addressing concerns raised in a company culture survey. The overall discussion centers on competitive strategies for winning the current "war for talent" through corporate culture and talent management best practices.

1. A Conversation on Corporate
Culture - With Tyson Conrad
Includes helpful tips for hiring managers and candidates
#TheWar4Talent

2. Corporate culture can be used to attract the best candidates, so how should
stake holders go about forming (or reforming) the personality of their
company?
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3. 1. Identify what your corporate culture is
right now
2. Is your culture static? Or Dynamic?
3. Don’t invest money and time into a culture
change unless your high level stakeholders
are fully committed
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4. What has caused the high level of demand for qualified candidates in the
electrical construction industry? How should employers align their efforts to
win the current war for talent?
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5. 1. The baby boomer generation is moving
towards retirement, leaving behind a
generational skills gap
2. The transition of education dollars away
from vocations and into 4 year colleges has
reduced the new blood coming into the
trades
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6. 3. Employers must learn to target those
within the current employment market
4. Employers need to know what they’re good
at, what makes you different, and
communicate those things to candidates
5. You also need to know where you’re
weaknesses are and address them quickly
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7. Millennials can be demanding of their employers, but they also put a lot of
pressure on themselves to perform. What steps can employers take to
attract this unique demographic of the workforce?
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8. 1. Provide growth opportunities with things
like a transparent career path and ongoing
professional development
2. Acknolwedge good behavior and reward it
with benefits like flex scheduling and the
ability to work from home
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9. How can employers match technology with the human elements that drive
their business? How do we show the effect of company culture on the
bottom line?

10. 1. New tech improves employee enablement
and engagement - when deployed correctly
2. If you’re using technology to support your
best performers, the goal needs to be
streamlining the operation
3. For “old school” employers, there’s still a
need for growth so update your processes

11. If I’m a candidate, what should I ask during the interview process to gauge the
culture of a company?

12. 1. Make sure that you understand the
responsibilities of the position first
2. Ask employers directly, “Why do I want to
come work for you?” How they answer may
tell you a lot about their company culture
3. Document your past career wins and losses
and use those in your selection process

13. What’s your take on companies transitioning away from annual reviews in
favor of a more modern “feedback loop” approach?
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14. 1. Actional feedback works best when it’s
delivered in real time vs once a year
2. Managers aren’t often trained on the in’s
and out’s of employe evaluation
3. Having a weekly check-in eliminates the
stress and buildup for both sides
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15. How can employers and employees nurture their ongoing professional
relationship?
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16. 1. As an employee, what has driven you in the
past? Money? Validation? Tell your boss!
2. As a manager, focus on building open and
honest relationships with anyone that
reports to you
3. Allow your team to come up with creative
solutions when you assign them a project
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17. How should employers handle the exit interview process?
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18. 1. Before an employee leaves, have them sit
down with someone they trust (that’s not
always their direct supervisor)
2. Stay open to the feedback you get, if you’re
afraid of what you’re going to hear, you
may miss an opportunity for improvement
3. Look for patterns and other actionable info
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19. What do candidates need to keep in mind when they receive a counter offer
from their current employer?
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20. 1. Most likely, things haven’t been going well
for a while and your employer wont change
2. If you accept a counter offer, your
employer will look to replace you ASAP
3. You create a negative relationship when
you reneg on an offer you already accepted
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21. How should organizations approach succession planning when someone
moves up or moves on?

22. 1. Orient succession around the goals and
structure of your organization
2. Create new roles around the strengths of
your most talented team members. Let
them contribute to your bottom line in new
ways
3. Use succession to address legacy skills gaps

23. How do the results of our recent survey on company culture compare with
what you hear from the field on a daily basis
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24. 1. Over 80% of our respondents told us that
they’re comfortable voicing their concerns
to management
2. As a manager, acknowledge concerns, take
action and provide transparency to the
people that report to you
3. Real leaders see better productivity from
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25. Thank You!
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