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‘Finders & Keepers’ Recruitment and Retention Strategies March 27, 2013 ITAP Charlottetown PEI Brian Duggan CHRP Marathon Human Resources Consulting Group.

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Presentation on theme: "‘Finders & Keepers’ Recruitment and Retention Strategies March 27, 2013 ITAP Charlottetown PEI Brian Duggan CHRP Marathon Human Resources Consulting Group."— Presentation transcript:

1 ‘Finders & Keepers’ Recruitment and Retention Strategies March 27, 2013 ITAP Charlottetown PEI Brian Duggan CHRP Marathon Human Resources Consulting Group

2 Key Message Building an Industry A multi-level responsibility: Business leaders: Build brand Create openness to people Attraction – Recruitment – Selection – Engagement - Retention Create opportunity for career growth Stay on the edge of trends

3 Key Message Building an Industry A multi-level responsibility: Industry – Government Strategic Partnerships Mutual investment Build infrastructure to support industry - education

4 Introduction Broad topic related to day-to-day and future vision The solution is within HR Strategy Employee life cycle Developing a Labour Supply Understanding todays workforce Global perspective

5 Introduction The IT professionals that I talk to assume that they: can stay on the leading edge of technology will have challenging work with new problems will make lots of money will have a ‘life’ are smart and have answers

6 Business Leaders What is your employment brand? What do you offer that others don’t? What do your employees say about working in your organization? What does your website say about you?

7 Business Leaders What IT experience can be had here and not anywhere else? Opportunities to develop professionally: university, college resources Competitive wages / incentives

8 Build a Brand An example company with less than 1% turnover over 8 years: ‘We sold that we were one of a few global firms doing what we did.’ ‘We sold our location.’ ‘We had opportunities for people to develop and we leveraged them.’ ‘First we wanted people to be here - then we offered good money.’ Flagstone Reinsurance

9 Openness to people When a job seeker is referred to you what do you say? ‘send me your resume’ ‘we have no openings now’ ‘when can you come in?’

10 Employee Life Cycle Recruitment Strategy Attraction – Recruitment – Selection – Engagement - Retention Employment brand Skill / competency needs Candidate value proposition Commitment? Engagement

11 Candidate value proposition Do candidates describe the value they bring? Do candidates demonstrate an understanding of who you are? At the end of the interview do you know what ‘fire’ burns within the candidate?

12 Commitment? Rational Commitment = Retention Emotional Commitment = Engagement Creating an engaged culture is a leadership responsibility

13 Engagement and Leadership 90% of leaders say that engagement impacts on their business 25% of the same leaders have an engagement plan (ACCOR)

14 Commitment - Engagement Use ENGAGEMENT practices to build RETENTION strategies

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16 Engagement and Retention Give employees a reason to stay Support PD and growth to keep on the leading edge Find challenging assignments See opportunity in the creative abilities of employees

17 Develop the labour supply Network with schools / associations Participate in job fairs, recruitment trips Non-traditional labour sources Baby Boomers Internationally trained Remote labour supply

18 Develop the Labour Supply University and College resources Skill preparation Incentives to stay and build the industry Greater Halifax Partnership Get Connected Program Business attraction initiatives PEI Brand

19 Strategic Action Memorial University of Newfoundland College of the North Atlantic Tuition freeze and increased subsidy to Post- secondary education: three objectives 1.To increase the availability of post- secondary education for citizens of NL 2.Broaden base of students 3.Promote MUN as a centre for research

20 Strategic Action Memorial University of Newfoundland College of the North Atlantic Outcomes Students go to NL and stay NL has a reputation as one of the best educated populations in Canada Oil and gas industry labour supply

21 Building an Industry Results Business leaders Your Company is a prime place to work You are more aware of the labour supply Focused on skill / competencies You manage the employee life cycle You are on the edge of trends Benefit from partnerships / professional development opportunities

22 Building an Industry Results Industry – Government A branded center of excellence for IT Critical mass for development / practice Greater attraction to expertise / students Greater opportunities to leverage knowledge and skills on global stage Economic spinoffs Strategic development of the labour supply Strategic support of a growing industry

23 Thank you Contact Information Brian Duggan, CHRP t e. IN: Company Page: FB: https://www.facebook.com/marathonhumanresources


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