Manufacturing Insights: Attracting & Retaining Talent · Want to recruit great talent? Help current...
Transcript of Manufacturing Insights: Attracting & Retaining Talent · Want to recruit great talent? Help current...
©Canadian Manufacturers and Exporters 1
Manufacturing Insights:Attracting & Retaining Talent
©Canadian Manufacturers and Exporters 22
Labour & Skills Shortage: Atlantic CanadaCME Management Issues Survey
Said skilled labour shortages are the most pressing issue they face today
Face immediate labour/ skills shortages Even more expect shortages within next 5 years
Said the lack of skilled workers was one of their biggest barriers to technology adoption
Said availability of skilled personnel was one of their most significant innovation challenges
47%
69%
21%
28%
©Canadian Manufacturers and Exporters 33
Manufacturing Workforce Survey Report*
More than 85% of manufacturers
struggle to fill job vacancies
*255+ manufacturers surveyed across Canada (summer 2019)
©Canadian Manufacturers and Exporters 44
Laws of Attraction:
What You Need to Know
©Canadian Manufacturers and Exporters 5
Keys to Attraction
©Canadian Manufacturers and Exporters 6
Fundamental aspects of human nature related to employment
The need for:
• positive relationships
• development opportunities
• and a sense of purpose
©Canadian Manufacturers and Exporters 7
Attraction - Key Factors
What Employees Want
• Competitive compensation and benefits
• Compelling role / job descriptions
• Work-life balance 1 (and flexibility / flex-time)
• Opportunity for advancement 2
• Enticing culture / fit
• Sense of purpose
• Opportunity to make an impact1 & 2 – Key for Millennials
©Canadian Manufacturers and Exporters 8
Your Compelling Story
What’s your pull?
Why join your team?
©Canadian Manufacturers and Exporters 9
Sample Job AdCome join our team. We are a well established company looking for an admin assistant.
Perform tasks such as answering the phone, organizing meetings, taking meeting notes, inputting data, greeting customers, etc.
Full time position, 9-5 Monday to Friday, must have three years experience or graduate from business school. Please apply by sending in your resume.
©Canadian Manufacturers and Exporters 1010
Why should anyone want to join you?
A dash of pull:
If you are seeking a position in a company which fosters and supports health and fitness, personal development, growth, change, responsibility and overall success please submit your resume and cover letter directly to this posting.
©Canadian Manufacturers and Exporters 11
Feeds
the
Job
Ad
©Canadian Manufacturers and Exporters 12
Posting Job Ads• Job boards that speak to potential candidates
• Most popular online sites (extend your reach)– e.g. Indeed, CareerBeacon, Industry online job boards
• Leverage Social Media Channels:– e.g. LinkedIn, Facebook, Twitter, Instagram, Google
• Proactivevs‛Wait and see’approach
©Canadian Manufacturers and Exporters 13
Before and after the Job Ad...
Take a Strategic and Holistic Approach• Resource Planning
• Attraction: Think pull
• Sourcing & Recruiting
• Selection Process
• Interviews
• Hiring
• Onboarding & Orientation
©Canadian Manufacturers and Exporters 1414
The Law of Attraction
Want to recruit great talent?
Help current employees flourish and grow in a positive, supportive environment with prospects for an attractive future.
In other words: Be the kind of company that willattract the talent you want.
- Huffington Post
©Canadian Manufacturers and Exporters 1515
#1 Recruiting Tactic
Company Culture
- Huffington Post
©Canadian Manufacturers and Exporters 1616
‟Culture is what people dowhen no one is looking”
- Herb Kelleher, former CEO of Southwest Airlines
©Canadian Manufacturers and Exporters 17
Organizational Culture ...
The behaviour of people within an organization and the meaning attached to the behaviours
Big impact because...
Determines how employees:
- describe where they work
- understand the business
- see themselves as part of the organization
- do their work
©Canadian Manufacturers and Exporters 18
Social Media = Glass Houses• Company workplaces are now transparent
• Easier to find other job opportunities
• War on talent
©Canadian Manufacturers and Exporters 19
Culture isn’t just one aspect of the game
– it is the game.
In the end, an organization is nothing more than the collective capacity of its people to
create value.
- Lou Gerstner Jr – Former Chairman of the Board and CEO, IBM
©Canadian Manufacturers and Exporters 20
The Relationship between Culture & Strategy
Company culture is
either driving the strategy
or undermining
it.
Culture eats strategy for breakfast !!!- Peter Drucker
©Canadian Manufacturers and Exporters 21
If you get the culture right,
most of the other stuff
will just take care of itself.
- Tony Hsieh, CEO of Zappos
©Canadian Manufacturers and Exporters 22
Ongoing Attraction...starts at the front door
©Canadian Manufacturers and Exporters 23
Not as advertised...
©Canadian Manufacturers and Exporters 2424
Employee Lifecycle
What's the difference?
©Canadian Manufacturers and Exporters 2525
Retention:
Leading Strategies & Practices
©Canadian Manufacturers and Exporters 2626
Shocking Workplace Stats
• 80% of Canadians are not engaged at work
• 53% of people are currently unhappy at work
• 58% say they trust strangers more than their own boss (Harvard Business Review Study)
• 89% of bosses believe employees quit because they want more money. The real number: 12%.
• 79% of people quit their jobs due to lack of appreciation. People don’t leave companies, they leave bosses.
©Canadian Manufacturers and Exporters 27
Average number of years an employee works for a company
2004: 10 years
2019: 4 years
©Canadian Manufacturers and Exporters 28
The Cost of Employee TurnoverTurnover will cost you 1.5 x their annual salary
– Lost revenue
– Costs of recruitment and selection
– Costs of training and onboarding
– Costs of fixing mistakes made by employees
– Other hidden costs
$40,000 annual pay = $60,000 costs– plus... impact on your Culture
$
©Canadian Manufacturers and Exporters 2929
Employee Lifecycle
Separation
Retention
Development
Onboarding
Recruitment
Attraction
©Canadian Manufacturers and Exporters 3030
Recruiting and Retention Tactic
Company Culture
©Canadian Manufacturers and Exporters 3131
Head
Intellectual understanding
Engaged Employees
+
Heart
Emotional commitment
©Canadian Manufacturers and Exporters 3232
Companies with highly engaged workforces experience:
• 65% less turnover - in low-turnover industries
• 25% less turnover - in high-turnover industries
Plus...
• 41% fewer defects (quality)
• 48% fewer safety incidents
• 28% less shrinkage (theft)
• 21% higher productivity
• 37% less absenteeism
©Canadian Manufacturers and Exporters 3333
Actively
Disengaged
Employee Engagement: Canada
Engaged
Not Engaged
14% 20%
66% Opportunity
©Canadian Manufacturers and Exporters 3434
The Right Stuff
What’s the right motivation?
©Canadian Manufacturers and Exporters 3535
When it comes to Motivation…
✓ Autonomy
✓ Mastery
✓ Purpose
What scienceknows
What businessdoes
Built around external motivatorsBuilt around internal motivators
Gap
©Canadian Manufacturers and Exporters 3636
A Powerful Combination
Why we
exist
Vision MissionCore
Values
©Canadian Manufacturers and Exporters 3737
Clarity & Focus
Vision Our future desired state What we aspire to be / accomplish
Mission Why we exist:What we do Who we do it forHow we do it Why we do it
Values Who we are What we believe in What’s important to us
©Canadian Manufacturers and Exporters 38
Workplace conditions that strengthen engagement and retention
Opportunities for workers to:
• voice their opinions
• expand their skill-sets
• use their unique combination of strengths
©Canadian Manufacturers and Exporters 39
Employees are now like customers; companies have to consider them
volunteers, not just workers.
©Canadian Manufacturers and Exporters 4040
“Train people well enough so they can leave.
Treat them well enough so they don’t want to.”
- Richard Branson
©Canadian Manufacturers and Exporters 4141
Competitive Employers:
• Take care of employees they already have
• Hire (and retain) based on potential, experience and fit
• Tie employer brand to company brand
©Canadian Manufacturers and Exporters 42
Understanding your Pull / PushFocus on:
• Culture
• Sense of purpose
• Expectations
• Feedback
• Engagement
• Involvement
• Growth
Are these factors pulling people to stay
in your organization –
or pushing them out?
©Canadian Manufacturers and Exporters 4343
Comments
Thoughts
Questions ?