1. Catching the New Wave of Leadership
Presented by:
Mark Angott & Charlie Tudor
June 21, 2018
© 2018 Angott Search Group

2. Agenda Workforce characteristics, population & demographics
Profile of an emerging leader
Attracting & retaining the new wave of leaders
Preparing your bank for tomorrow & beyond
Building your brand & social media presence
A hiring process that attracts the right talent
Q & A
© 2018 Angott Search Group

3. Multiple Generations @ Work
© 2018 Angott Search Group

4. Current Marketplace Unemployment rates Generational shift
© 2018 Angott Search Group

5. Millennial Takeover © 2018 Angott Search Group
The statistic shows the number of people in the U.S. in 2011 and 2030, by generation. By 2030, the Millennial generation will have 78 million people whereas the Boomer generation will only have 56 million people in the United States
Source;l
© 2018 Angott Search Group

6. The Profile of an Emerging Leader
Eager to learn
Self motivated
Strong career aspirations
Active within the banking community & associations
Seeks additional training & mentorship
Isn’t afraid to tackle a tough job
Excited to take on new challenges
Leads without a leadership title
© 2018 Angott Search Group

7. Positive Factors Impacting the Acquisition & Retention of New Emerging Leaders

8. Positive Factors Impacting the Acquisition & Retention of New Emerging Leaders

9. Negative Factors Impacting the Acquisition & Retention of New Emerging Leaders

10. Negative Factors Impacting the Acquisition & Retention of New Emerging Leaders

11. Preparing Your Bank for Tomorrow & Beyond to Attract the New Wave of Leaders
Review your recruitment & social media strategies
Expose your brand
Website
Social media
© 2018 Angott Search Group

12. Building Your Brand Starts with your website Busey Bank
© 2018 Angott Search Group

13. Importance of Employer Branding
Candidate Driven Market
71% feel important

14. Your Social Media Presence
Set a social media strategy
Some questions to ask yourself
Engage
© 2018 Angott Search Group

15. Building Your Brand & What Attracts
This is an evergreen job (they need tons of people for one role), so Uber invests a ton in such landing pages as the one below for drivers —  and there are plenty of lessons to learn. Some highlights of the Driver job description/landing page are listed below (which they do new versions of all the time):
Headline — They are treating the driver role as a “partner”. This reminds me of how Sam Walton referred to all Wal-Mart employees as “associates”. They emphasize in the sub-headline (note: sub-headlines are effective in advertising) that you get to “be your own boss”.
Hero Media — Showing an attract millennial with a nice hybrid car.
Benefits are Clear — They name 4 clear benefits (money, flexibility, no boss and financing on a new car).
GlassDoor
Glassdoor is focused on employer branding and it shows in their job descriptions:
Video — A corporate video is on every job description at the top.
Branding — They emphasize their company name, logo, and color scheme (see the green Apply button).
Talent Community — They include a talent community call-to-action (this is the next best thing to a candidate clicking apply).
© 2018 Angott Search Group

16. Building Your Brand & What Attracts
This is an evergreen job (they need tons of people for one role), so Uber invests a ton in such landing pages as the one below for drivers —  and there are plenty of lessons to learn. Some highlights of the Driver job description/landing page are listed below (which they do new versions of all the time):
Headline — They are treating the driver role as a “partner”. This reminds me of how Sam Walton referred to all Wal-Mart employees as “associates”. They emphasize in the sub-headline (note: sub-headlines are effective in advertising) that you get to “be your own boss”.
Hero Media — Showing an attract millennial with a nice hybrid car.
Benefits are Clear — They name 4 clear benefits (money, flexibility, no boss and financing on a new car).
GlassDoor
Glassdoor is focused on employer branding and it shows in their job descriptions:
Video — A corporate video is on every job description at the top.
Branding — They emphasize their company name, logo, and color scheme (see the green Apply button).
Talent Community — They include a talent community call-to-action (this is the next best thing to a candidate clicking apply).
© 2018 Angott Search Group

17. A Hiring Process that Attracts the Right Talent
Many organizations do not have a good hiring process
Start with a clear picture of the ideal hire & a well- defined job description
Where does the position fit into bank’s strategic plan?
What is the sizzle?
It is critical to have a hiring process that moves on a timely basis
White heat theory
© 2018 Angott Search Group

18. The Biggest Turnoffs during the Interview Process

19. What Interview Process Conveys about Company Culture
34% of candidates feel only fair amount culture conveyed
76% of employers feel process positively reflects culture

20. Jeff Bezos, founder of Amazon
“A brand for a company is like a reputation for a person –
you earn reputation by trying to do hard things well.”

21. Summary The demographics of our workforce are changing
Need to consistently strive to identify & attract your next emerging leaders
Brand awareness / social media is a key component to this process
Have a recruiting strategy that works for you
© 2018 Angott Search Group

22. 101 S. Main Street  Rochester, Michigan 48307
Thank you!
101 S. Main Street  Rochester, Michigan 48307
  (248)
© 2018 Angott Search Group