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© 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/D/V. All rights reserved. This material is

the confidential property of Robert Half International Inc. Copying or reproducing this material is strictly prohibited.© 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/D/V. All rights reserved. This material is the confidential property of Robert Half International Inc. Copying or reproducing this material is strictly prohibited.

Building and Managing a

Talented Team

Andy Decker

Senior Regional President


the confidential property of Robert Half International Inc. Copying or reproducing this material is strictly prohibited.

Building a High-Performing Team

* Perception: It’s easy to find good job candidates

2




•Reality: 63% of Atlanta CFOs said it’s at least

somewhat challenging to find highly skilled

candidates for professional-level positions today

Source: Robert Half survey of 100 Atlanta CFOs

3



Hiring Trends

Candidate shortages

Business growth driving hiring

Companies hiring to meet specific needs

(e..g, compliance, big data)

Employers must act fast

Top candidates receiving multiple job offers

Salaries rising

4




Talent acquisition

Talent development

Talent retention

5



Hiring Right: Assess Your Staffing Needs

Fill needs, not vacant desks

Consider current and future requirements

Establish compensation criteria

Create the job description

6



8 Signs It’s Time to Hire

7




8

#1Growth opportunities

are deferred.




9

#2You’re growing,

but not rejoicing.




10

#3Even ace

performers

can’t

keep up.




11

#4 Overtime is more

frequent.




12

#5You’re doing your

job – and then some.




13

#6Tardiness and

absenteeism are

rising.




14

#7Mistakes are

multiplying.




15

#8Clients are

complaining.



Hiring Sources

16

InternalEmployed – active,

passive

Unemployed – active



Hiring Sources

How will I get the word out?

Is this a confidential search?

Should I conduct a targeted search or broader one?

Where will the people I want to hire learn about the

opportunity?

17



Group Activity

Break into small groups

Discuss your top-3 hiring sources

– Why are these the most effective for you?

– What are the potential challenges with these sources?

– How do you overcome these challenges?

18



The Hiring Process

Review resumes

Conduct interviews

Check references

Extend an offer

19



The Hiring Process

Define process

Involve all relevant stakeholders

Establish criteria for evaluating candidates

Agree on decisive points

20



Reviewing Resumes and Online Profiles

Start with a system

Review styles

Read between the lines

21



Getting the Most Out of Interviews

Lines of questions

– Technical abilities

– Cultural fit

Alternate types of questions

Taking notes

22



Check References

Handle the process yourself

Let the candidate help you

Confirm reference’s ability to evaluate candidate

Verify candidate claims

Don’t jump to conclusions

23



The Final Steps

Make an offer

Don’t delay

24



Starting Right

Prepare for a counteroffer

Stay in touch

Provide overview of first 30 days

Check in regularly

25



Starting Right

26

Very effective45%

Somewhat effective

42%

Not very effective

8%

Not effective at all

4%

Don't know1%

Workers were asked, "How effective do you feel your company’s orientation program was in preparing you

for success at your firm?"

Source: Robert Half research



Managing Employees Today

Motivating employees increasingly important

– Morale

– Productivity

– Retention

Preparing for growth

27



Retention Concerns

Employers’ Top Staffing Concerns

Retaining valuable

staff members

Maintaining staff

productivity

Recruiting new

top performers

Improving staff

morale and engagement

28

Source: Robert Half research



Retention Concerns: Why People Quit

Inadequate compensation

Poor relationship with management

Lack of growth potential

Feeling unappreciated

29



Retention Concerns: Warning Signs

A noticeable change in attitude

Longer lunch breaks and

frequent absences

Missed deadlines and

increased errors

More professional attire

A drop in productivity

30



Improving Retention

31

#1Promote

from

within.



Improving Retention

32

#2Provide professional

development

opportunities.



Improving Retention

33

#3Recognize

outstanding

performance.



Improving Retention

34

#4 Say ‘thank you.’



Improving Retention

35

#5Offer strong

compensation

packages.



Group Activity

Break into group discussions

– Which benefits and perks are most valued by employees today?

– How, if at all, has this list changed in the last few years?

– What changes has your firm made to your benefits and perks in

the past few years?

36



Questions

37


Talented Team


the confidential property of Robert Half International Inc. Copying or reproducing this material is strictly prohibited.© 2014 Robert Half International Inc. An Equal Opportunity Employer M/F/D/V. All rights reserved. This material is the confidential property of Robert Half International Inc. Copying or reproducing this material is strictly prohibited.


Talented Team

Andy Decker

Senior regional manager

Building and Managing a Talented Team - c.ymcdn.com · Talent acquisition Talent development Talent...

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