1. Getting Employees in a Tight Labor Market Dr. Ed Shelton
There are not enough young workers to fill the gap. Highly skilled employees are in short supply.

2. June 11, 2018.
May 2018: 3.3

3. June 11, 2018.
2018: 55,496

5. June 11, 2018.
Jan 2018: 51,210

6. June 11, 2018.
June 2018: 2,902
An establishment is an economic unit, such as a factory, mine, store, or office that produces goods or services. It generally is at a single location and is engaged predominantly in one type of economic activity.

8. June 11, 2018.
2016: 28.5 Minutes 

9. Cost of Turnover – Recruiting and Training
For all positions except executives and physicians, the median cost of turnover was 21 percent of an employee’s annual salary.
40, cost $8,400

10. Recruit Beyond the Job Board
While essential they limit your access to only those candidates actively seeking positions.
Spread your message with:
social media LinkedIn,
referrals
personal connections
general networking
any other channels you have at your disposal
Missouri Workforce Center

11. Develop a Recruiting Pipeline
A high-quality pipeline helps ensure that you’re never without relevant candidates.
Since positions often must be filled quickly, you should be proactive rather than reactive when recruiting.
Sourcing qualified candidates from job boards, employee referral programs, networking with former colleagues.
Once you’ve found appropriate candidates, it’s not necessary that you have a specific job in mind.
What is important is to build relationships and when an appropriate position comes available, you immediately have candidates.

12. Tap into Overlooked Talent Pools
Regional unemployment rate has dropped 4% but it’s higher in certain demographic groups:
High School students (46%)
People without a high school diploma (6.1%).
Veterans
Vocational Rehabilitation Program
Partnering with job seeker services, MO employment offices, and job fairs.
Probation re entry

13. Retain the Talent You Have
The perfect blend of credentials, skills, and experience
are in high demand.
will they stick around long term
hire for cultural character fit and then train for skills

14. Executive Top Concerns
Time
Leadership Pipeline – Leaders who can manage change, motivate, engage and inspire their workers

15. Gallup Survey 2019 70 % of workers are not engaged at work.
51% are looking to leave their current job
Highly engaged employers see a 10% increase in customer ratings
80% would be more committed for an empathetic boss
60% want more praise and recognition from the boss
42% leadership does not contribute to a positive Work Environment
70% would like more personal time with their manager (coaching)
34% do not feel connected to their work collegues

16. Two main reasons for employee disengagement in the workplace are
managers that are not leaders
the organization does not cultivate growth and ignores talent.

17. To be fully engaged, employees must have:
Employee Engagement
To be fully engaged, employees must have:
Meaningful Participation and Inclusion
Treated With Respect
Trust (Integrity, Skilled, Benevolence)
Employee engagement goes beyond job satisfaction and is not simply motivation.
The more that employees feel engaged, the better the business performance they deliver.

18. GCC States: Top Drivers of Engagement, Retention and Attraction
Leadership is key
Engagement Drivers
Retention Drivers
Attraction Drivers
Leadership
Career Development
Empowerment
Company Image
Employment Security
Pay & Rewards
Benefits
Customer Focus
Diversity
Goals & Objectives
Operating Efficiency
Performance Evaluation
Strategy & Direction
Working Relationships
Leadership
Pay & Rewards
Career Development
Working Relationships
Communication
Employment Security
Empowerment
Benefits
Diversity
Job Satisfaction
Operating Efficiency
Org. Culture & Mgmt Style
Performance Evaluation
Quality
Supervision
Leadership
Career Development
Working Relationships
Communication
Diversity
Mgmt Development & Satisfaction
Operating Efficiency
Strategy & Direction
Customer Focus
Empowerment
Pay & Rewards
Stress, Balance, & Workload
Supervision
Training

19. How can one spot an engaged employee?
Presentation Title
How can one spot an engaged employee? 19
Do managers know if employees are engaged?
Do you know if your colleagues are engaged?
Do leaders understand the importance?
Tuesday, May 21, 2019 19

20. Rethink Requirements
Rethink your minimum requirements for each position
Does the candidate absolutely need a high school degree to do the job?
Could experience and skills offset the lack of a degree?
Don’t make the mistake of missing out on an excellent candidate because he or she didn’t have the exact title or credentials you were looking for.

21. Optimize your Benefits
A competitive benefits package is typically second only to salary when it comes to candidates’ wish lists for a new job.
A well rounded benefits plan can not only help you retain employees, but attract new talent as well.
A one-size-fits-all benefits program will likely backfire with five generations in the workplace. A targeted benefits program is the way to go.

22. Benchmark Your Compensation
Potential job candidates are savvy and are more informed than ever about the salary you’re offering.
They’ve done their homework and scoured sites such as GlassDoor and Payscale to find out exactly what they should be paid.
To compete for top talent, it’s critical that you do the same.
You must be aware of what the market is paying for certain positions and skillsets and develop your salary ranges around that data.

23. Check List Competitive wages Quality Onboarding Program
Flexible benefits
Have you Established a Culture of Recognition and Appreciation
Do you Have a Leadership Development Program
Do you Measure Engagement, Leadership quality and Employee Satisfaction
Do You Have a Coaching or Mentoring Program
Do you Have a Succession Plan In Place for Hi Potentials

24. A pat on the back is just a few inches from a kick in the pants, yet the results are miles apart