1. The Recruiting Puzzle: Putting Together the Pieces to Fight the War for Talent
David Hollars, Executive Director
Centralina Workforce Development Board
Ken McCoy, SHRM-SCP – Project Director
Centralina Workforce Services

2. Data courtesy of www.ncworks.gov
Quick Facts
Charlotte-Concord-Gastonia Metro Area Unemployment
January 2018: 4.4%
Jobs Available: 41,097
Candidates: 36,274
That is 4,823 more jobs available than candidates to fill them!
Data courtesy of

3. The Big Questions
How quickly could a potential candidate find out about your company’s open positions?
Is it easy for candidates to apply for your jobs?
Are you only looking for the ‘perfect’ candidate?
Are your job descriptions running off good candidates?
How well do you respond to your candidates?
Are you utilizing multiple approaches as part of your recruitment strategy?

4. The War for Talent
What pieces are needed for an effective recruiting strategy?
Business Visibility
Do potential candidates know you are hiring?
Internal referrals
Candidate incentives
Social Media
Facebook
LinkedIn
Twitter
Job Boards
Industry Associations
Alternatives to traditional sites
The NCWorks Career Center System!

5. The War for Talent Company Website
Do you have a dedicated Career Page?
Is it easy to find?
Do you have specifics to your open positions listed?
Can you apply via your website?
Why should candidates consider your company?
Do you make the case for your company being an “employer of choice?”

6. The War for Talent
Tool for performing an internal recruiting self-audit:

7. The War for Talent Business Visibility Internal referrals
Effective for pre-screening and retention
Referral bonus program
Candidate incentives
Sign-on bonus
Retention bonus
Tuition assistance or tuition reimbursement

8. Each of these solutions must link to your company’s career page!
The War for Talent
Social Media
Facebook
Company page
Facebook groups
LinkedIn
Business Listing
Twitter
Needs to be active to be effective
Each of these solutions must link to your company’s career page!

9. The War for Talent Job Boards The NCWorks Career Center System!
Industry Associations
Connects to specific skilled candidates
Often less expensive than mainstream job boards
Traditional Job Boards
Indeed, Monster, Career Builder, Dice, etc.
Expensive for employers to use
Alternatives to traditional sites
Craigslist, etc.
Can be risky due to fraudulent job postings
The NCWorks Career Center System!

10. NCWorks Career Centers

11. Career Seeker Services
Business Services
Create an NCWorks Profile.
Meet A Counselor.
Identify Your Skills and/or Improve Your Skills with Individualized Career Services.
Prepare for Interviews/Meet with Employers/Attend Workshops.
Use of Technology and Access to tools such as CentralinaCareerHeadlight.com an Innovative Web Based Tool for Residents of our Region.
Land a Job! – Build a Career Path!
Recruit: provide talent management strategies and solutions to meet your specific needs.
Retain: Help Benchmark Skills and Increase Engagement.
Train: Apprenticeships/On-the-Job Training.
Job Fairs & Hiring Events.
Latest Labor Market Information to Help Your Business Remain Competitive.
Access to alternative candidate pools.
Post Jobs and Search for Candidates in NCWorks Online.

12. Recruiting in NCWorks Online

13. Recruiting Using NCWorks
Post Jobs
Search Candidates
Virtual Recruiter
Labor Market Information

14. Job Orders

15. Candidate Search Results & Reaching Applicants

16. Virtual Recruiter

17. Labor Market Information

18. You Found Employees… Now What?
Other employers want your people!
Retention is more important than ever…*
It begins during the recruiting process
Provide a realistic job preview
Onboarding is crucial
Helps embed new employees to a company
Training and Development
Employees who do not have the chance to learn will leave
* From “Managing for Employee Retention” March 17,

19. You Found Employees… Now What?
Retention is more important than ever…*
Compensation and rewards
Pay level is not the top predictor of retention
However, a solid employee focused strategy helps!
Supervision
Studies suggest is the #1 reason employees leave!
Develop your leaders!
Why is reducing turnover so important?*
It is costly!
It affects organizational performance
Becomes increasingly difficult to manage as the availability of skilled employees continues to decrease
* From “Managing for Employee Retention” March 17,

20. Summing it all up... The War for Talent is Real!
You fight for sales – You need to fight for employees!
Are you doing everything you can to attract candidates?
What are you doing to keep them?

21. Questions?

22. Thank you ! David Hollars – Executive Director
Centralina Workforce Development Board
Ken McCoy, SHRM-SCP – Project Director
Centralina Workforce Services