The Non-Generational Talent of America’s Workforce Presented by: Peter Weddle Author and Columnist February 2, 2011 Stay C onnected w ith M onster. @monster_works @monsterww http://www.monsterthinking.com/ http://www.facebook.com/monsterww http://www.youtube.com/user/MonsterVideoVault If you cannot hear the presentation through your speakers please dial 800-584-2088 to listen through your phone line.
How to Recruit Top Talent Across Generations
Jan 26, 2015
In this webinar you will discover that generational differences do not affect recruiting top talent. Across all of the generations there is much in common. They share attributes, goals, preferences and practices that can be effectively leveraged for recruiting success.
According to conventional wisdom, successful recruiting now requires that we carefully tailor our sourcing and selling strategies to the differences among America’s generations. It’s certainly a logical perspective given the real differences in values, behaviors and aspirations among the groups.
But here’s the rub: we aren’t recruiting generations, we’re recruiting talent. So, what’s important is not what makes talented people different, but rather, what makes them alike. And, the most talented among Millennials, Gen Xers and Boomers have a lot in common. They share attributes and goals, preferences and practices that can be effectively leveraged for recruiting success.
In this program, you will learn:
* The key attributes that the best talent of all generations have in common
* How those attributes coalesce into a unique persona – the “Career Activist”
* The empirical data confirming the rise of career activism among top talent
* The conceptual foundation for a recruiting strategy targeting Career Activists
* The Best Practices for sourcing and recruiting Career Activists in all fields
* How to optimize the candidate experience for Career Activists
For more, visit http://www.monsterthinking.com
According to conventional wisdom, successful recruiting now requires that we carefully tailor our sourcing and selling strategies to the differences among America’s generations. It’s certainly a logical perspective given the real differences in values, behaviors and aspirations among the groups.
But here’s the rub: we aren’t recruiting generations, we’re recruiting talent. So, what’s important is not what makes talented people different, but rather, what makes them alike. And, the most talented among Millennials, Gen Xers and Boomers have a lot in common. They share attributes and goals, preferences and practices that can be effectively leveraged for recruiting success.
In this program, you will learn:
* The key attributes that the best talent of all generations have in common
* How those attributes coalesce into a unique persona – the “Career Activist”
* The empirical data confirming the rise of career activism among top talent
* The conceptual foundation for a recruiting strategy targeting Career Activists
* The Best Practices for sourcing and recruiting Career Activists in all fields
* How to optimize the candidate experience for Career Activists
For more, visit http://www.monsterthinking.com
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
The Non-Generational Talent of America’s Workforce
Presented by:
Peter WeddleAuthor and Columnist
February 2, 2011
Stay Connected with Monster.
@monster_works @monsterww http://www.monsterthinking.com/
http://www.facebook.com/monsterww
http://www.youtube.com/user/MonsterVideoVault
If you cannot hear the presentation
through your speakers please
dial 800-584-2088 to listen through your phone line.
Ageless Upskilling
Our Recruiting Challenge
Time
Difficulty
The Labor Market
The War for Talent
The War for Any Talent
The War for the Best Talent
1991 1997 2001 2008
What is the Best 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
The Conventional Strategy
Millennials
• 75 million
Gen Xers
• 51 million
Boomers
• 76 million
Focus on Work Values
The Non-Generational Strategy
Focus on Aspirational Values
Millennials
• 75 million
Gen Xers
• 51 million
Boomers
• 76 million
Career Activists
Career Activists
Individuals who:
See themselves not as a free agent, but as a “freed agent”> The true definition of work-life balance
See themselves not as a job seeker, but as a “person of talent”> The true definition of talent
Their Aspirational Values
Career Activists have a number of shared values, but among the most important are:
They believe in continuous self-improvement> Act as a “work in progress”
They seek to excel at their work> Proactive about career advancement
You Already Recognize Them
2004 2008
Hiring bonuses 61% 70%
Pay above market 25% 31%
Market adjustments 55% 65%
Retention bonuses 27% 38%
Source: SHRM
Proof of Their Arrival
American workers determined to perform at their peak as freed persons of talent
How Do You Recruit Them?
Don’t focus on their differences; focus on the A-values they share
> They seldom look for a job• Aspiration-based advertising
> They care deeply about organizational culture and vision• Aspiration-based corporate career site
> They expect to be respected• Aspiration-based recruiting process
Aspiration-Based Advertising
Work-Based
Job Postings
> A cure for insomnia
> Generic or exclusive
> Requirements & Responsibilities
> Informational
Aspiration-Based
Job Postings
> An e-brochure
> Targeted
> What it’s like to work there
> Persuasive
Whether distributed to job boards, social media sites or both
An e-Brochure
WI-C++ Programmer-$1.2M Bonus
Get a one-of-a-kind growth opportunity!
Are you looking for a challenge that will push you to excel in your field?
Are you searching for an employer that will enable you to do your best work?
Then, the ABC Company must be the next step in your career.
This senior level C++ programming position pays $75-85K per year and will put you on the fast track to even greater success.
The ABC Company, a leading producer of flat panel solar displays, is ramping up for major growth in the years ahead. Our IT Department recently won the prestigious …
Best Practices
• A title that sizzles>LSS
• Content that sets people in motion>S-ABC-S
• Vocabulary that connects with talent
• Format that works on the Web
Aspiration-Based Career Site
Personalization> Channels/villages> Workforce cohorts
Content> Tailored to career fields> 60% career/40% search
Social networking> Company-individual> Peer-to-peer> Company-community
An Aspiration-Based Process
Sourcing theCandidate
Evaluating theCandidate
Selling theCandidate
3 integrated processes covering 16 touch points that influence 1 hire
1. e-Brand statement
2. Advertising venue selection
3. Non-advertising sourcing
4. Brand and Job advertising
5. Application method/feedback
6. Career site design/mgmt
7. Pre-qualifying screen(s)
8. Assessment test(s)
9. Interview logistics
10. Interviews
11. Feedback/status information
12. Background checks
13. Relationship building
14. Offer communication
15. Post offer communication
16. Reinforcement
INTEREST
EDUCATION
ENGAGEMENT
great
An expectation
that comes true
An Expectation That Comes True
“Our success depends on your success. Our ability to accomplish what we set out to do is based primarily on the people we hire – we call each other ‘partners.’ We are always focused on our people. We provide opportunities to develop your skills, further your career, and achieve your goals.”
Touch Point #10: InterviewsStarbuck’s Way
Touch Point #16: ReinforcementStarbuck’s Way
Three Truths
1. We don’t hire people for their work preferences; we hire them to excel
2. We can’t promote our organization’s success by focusing on our differences, but we can do so by focusing on our similarities
3. The key to success in the War for the Best Talent is a non-generational cohort of the workforce best described as career activists
Publishing for Individual & Organizational Success> WEDDLE’s 2011/12 Guide to Employment Web Sites> WEDDLE’s Guide to Association Web Sites> Work Strong: Your Personal Career Fitness System> The Career Activist Republic> Recognizing Richard Rabbit: A Fable for Seekers
Research ConsultingTraining
“When in doubt, consider WEDDLE’s … an industry standard.” HRWIRE
Peter WeddleAuthor and [email protected]
Thank you & Questions
Related Documents
