Bringing in the Best and Brightest

Bringing in the Best and the Brightest:

A Step-by-Step Guide to Better Recruiting

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LaSalle Network LaSalle Network is a professional staffing and recruiting firm with offices in the Chicagoland area and San Francisco. Specializations: marketing, accounting & finance, technology, administrative, call center, human resources and executive search

2015

Our Stats •  Average staff tenure: 4+ years

•  Voluntary turnover: Less than 5% •  Percent of management team promoted from within: 90%

•  Percent of executive team promoted from within: 60% •  Percent of staff engaged: 97%

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National Quits Rate

5 0

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2.0%

’01 ’02 ’03 ‘04 ‘05 ‘06 ‘07 ‘08 ‘09 ‘10 ‘11 ‘12 ’13 ‘14 ‘15

Bureau of Labor Statistics

• Bad hires interview strong candidates

• Bad hires impact culture

• Top talent associates with top talent

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Attract Top Talent: Fire Fast

Attract Top Talent: Build an Employer Brand

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Attract Top Talent: Build an Employer Brand

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Attract Top Talent: Build an Employer Brand

Attract Top Talent: Know what talent wants

Top Job Satisfaction Aspects in 2014 •  72% respectful treatment of all employees at all levels •  64% trust between employees and senior

management •  63% benefits, overall •  61% compensation/pay, overall •  59% job security

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SHRM – Employee Job Satisfaction and Engagement Study

Top priorities for 2015 college graduates: • Compensation & pay – 59% • Career advancement opportunities – 59% • Training and development opportunities – 50% • Meaningful work – 44%

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SHRM – The Hiring of 2015 college graduates

Attract Top Talent: Know what talent wants

Recruiting Trends to Watch:

Social Recruitment

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Recruiting Trends to Watch:

Video Recruitment

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Recruiting Trends to Watch:

Thought Leadership

Podcasts Blogs LinkedIn

Recruiting Trends to Avoid • 100% automation • No in person screening • Screening solely based on social media

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Non-negotiable:

Emotional Intelligence

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• Connect with customers

• Great leaders

• Reflective

• Learn from mistakes

Screening for EI

• Descriptive language • Own failures • Thoughtful • Connect on a personal level • Proactively explain motives for applying • Candid

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Non-negotiable:

Soft Skills

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• Communicative • Team player • Collaborative • Building

relationships

• Strong work ethic • Initiative • Independence • Critical thinking

Screening for Soft Skills

• Assign projects • Have candidates meet with multiple

employees • Evaluate follow up

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Non-negotiable:

Culture Fit

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• Helps ensure longevity • Jell with team • Maintain levels of service

Screening for Culture Fit

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250 resumes 4-6 face-to-face interviews

2 Offers

Volume of Candidates

15+ phone screens

=

Onboarding New Hires • Welcoming them • Culture training • One-on- one with manager – outline

responsibilities and expectations • Formal training • Micromanage to start

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Retaining Staff

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Employee Engagement • 30% of the US workforce in engaged

• 35% of management is engaged

• 2:1 Ratio of engaged to actively disengaged employees

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Gallup State of the American Workforce

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People join companies, they quit managers.

Show You Care

Compassion Collaboration Competition 31

3e Management System™

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Educate

Empower Empathize

Educate Internal •  Corporate grandparenting •  Staff council •  On-the-spot coaching •  Training from leadership External •  Industry associations •  Management associations •  Webinars •  Conferences

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Educate

Empower

•  Involve talent in the company’s future

•  Grant employees independence to take on team projects or to start their own initiatives

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Empower

Empathize

•  Employees have lives outside the office doors

•  Build relationships •  Encourage employee

friendships •  Put yourself in your clients’

and co-workers’ shoes every day

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Empathize

Over-Communicate

• Open-door policy • Mentorship program • Company-wide

weekly meetings

• Get to know staff on a personal level

• Promote internal communication

• Give regular feedback

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Identify Motivators

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•  Personal development

•  Acknowledgement and respect

•  Camaraderie and fun •  Increased responsibility and challenge

•  Flexibility and time off

•  Compensation

Stay Interviews • Identify motivators • Retain high potential employees • Engage staff • Pinpoint pain points • Find warning signs

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