2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need)
•Download as PPTX, PDF•
0 likes•314 views
Recommended
Recommended
More Related Content
Viewers also liked
Viewers also liked (14)
Similar to 2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need)
Similar to 2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need) (20)
More from Meg Weber
More from Meg Weber (20)
Recently uploaded
Recently uploaded (20)
2012 April Luncheon: Get Your Match On (Finding and Keeping the Talent You Need)
- 1. Get Your Match On Finding and keeping the talent you need and WANT presented by: Meg Greenfield www.cevforbusiness.com Interim Director facebook.com/CenterForEconomicVitality
- 2. Meet Matt Meet Matt’s special style
- 3. The Story of You
- 4. The Bellingham Stories We Hear… Bellingham is a great place to live Relatively low job turnover People know each other, it’s a close-knit community Whatcom County has a low wage rate It’s hard to find talented labor Problem with finding staff who juggle work/life balance effectively
- 5. Macro-Economic Job Factors Percent of Percent of Avg. Annual Avg. Annual total total Opening Due to Opening Due to Openings Openings Growth 2009-2014 Growth 2014-2019 2009-2014 2014-2019 Whatcom County 560 588 3% 3% Seattle-King 11237 12625 54% 56% Total State of Washington 20653 22456
- 6. Comparative Salaries Salary Differentials Network and Computer Systems Administrators 87% Computer Systems Analysts 81% Computer User Support Specialists 83% Percent of Salary State Percent of Salary King County Computer Software Developers, Applications 82% Computer Programmers 89% 70% 72% 74% 76% 78% 80% 82% 84% 86% 88% 90%
- 7. The Real Question What Matters to YOUR Audience(s)
- 8. Your Story Take the time before you begin a search to know your organization • Internal assets survey • Community and customer feedback Understanding that it’s great to be you
- 9. Your BIO Who are you and what do you do that is totally unique? Who and what do you want to be good for?
- 10. What do you really truly want? Hiring to and understanding your culture What’s the role of diversity of opinions? How do you hire to match?
- 11. Meet Bill and how he talks about himself He’s really good at: Air guitar Firecrackers Hiding things pArtying and halfing a good time Shooting paintcans at the dump and also ravens* *this is Bill’s profile verbatim
- 12. Meet Bill V 2.0 I’m a family focused guy I run a multi-generational family business We help people in times of need
- 13. Always be curious about the worst picture Being true to culture means that you say no and you exclaim yes! Dare to decide to be a bit awkward
- 14. How to date Did you do your homework? Are you asking relevant questions? Are you tempting? Are you getting to tough conversation points?
- 15. Balance authentic with awkward Ask the awkward and unpredictable Appropriately vulnerable The oversharing moment Remember, everyone is being interviewed
- 16. The Terrible Third Date When the hire goes wrong The problem of inauthenticity Truth and illusion Perception and value
- 17. The Minefields Honesty Discretion Trying to morph others into only the best image Retention Valuing current staff Hiring to the need
- 18. Retention Issues Are you continuing to wow your staff and think of each as a new proposition? Compensation Do you use performance evaluations as an opportunity to benchmark your organization? Is the organization receptive to feedback?
- 19. How to be always really truly real If your brand value proposition is… If your value proposition is…
- 20. Above all else Remember that it is a match
- 21. Connecting Meg Greenfield Meg.greenfield@wwu.edu Cevforbusiness.com 360-733-4014
Editor's Notes
- Whether an independent contractor, large employer or job seeker owning your voice is critical to engaging others and staying engaged yourself.Question of what you are looking for and how to recruit and retain to that. How can you continuously convey culture?We are talking about matching because it is exactly that, a two way participant cultureI’m going to argue today that your most important customer is your employee
- Matt told me he was an investment banker from London. This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hire
- This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hire
- How many of you continue to be challenged even with these selling points? These come later
- How many of you continue to be challenged even with these selling points? So we know that the majority of jobs are in king county…These come later
- How many of you continue to be challenged even with these selling points? So we know that the majority of jobs are in king county…These come laterCost of living is similar
- Most of us spend far more time with co-workers than with our families. And yet there is often much inauthenticity and lack of commitment during the processWe’ll discuss this from both perspectives of the match. The job seeker and the company that is hiringEach hire establishes and reinforces cultureWhen you hire new staff you are nearly restaffing the current organization too
- This starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?And that if it’s not great to be you there is work to do before a hireTake time to clearly craft the job description
- Research and needs assessmentHow much of the photo and bio do you own?
- The key thingThis starts with the first impression that is made of you, extends to their research of your organization and into the first interview- how do you test these limits and culture impedimentsSome of the worst errors as an employer come in the first interviewHow do you give a sense of that to weed outHow honest are you to create a sense of staff turnover reductionsHow busy are you seducing with an untrue story?
- Dare to ask the awkwardWhy? Because ultimately it is the way that you want to be seen.Checking Facebook and online presenceGlassdoor
- Is the hiring committee on the same page regarding their wants and needs?
- You may set the stage for something that is completely inaccurate
- There’s nothing worse that a bad third date
- There’s nothing worse that a bad third dateWaste of 10k or more in re-hiring process
- But professional
- But professional