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Winning The War For Trades Talent

Winning The War For Trades Talent. 76,000,000 born in the US b etween 1945-1964. Oldest Boomer is 67 Youngest is 48. Generation X Born b/t 1966-1976 41,000,000. Generation Y Born b/t 1977-1994 7 1,000,000. US shift from a manufacturing economy to a service economy.

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Winning The War For Trades Talent

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  1. Winning The War For Trades Talent

  2. 76,000,000 born in the US between 1945-1964 Oldest Boomer is 67 Youngest is 48 Generation X Born b/t 1966-1976 41,000,000 Generation Y Born b/t 1977-1994 71,000,000

  3. US shift from a manufacturing economy to a service economy

  4. Disappearance of The Trades

  5. Step 1: Incumbent Workforce Assessment

  6. Step 2: Create an Employee Referral Program Can’t be a dormant program Remind your people that you’re not looking for someone who is ‘looking for a job’ Tell your people to NETWORK when they attend training programs, trade shows, etc. Base the monetary reward on the retention time of the new hire Ask your people to use social media to get the word out

  7. Step 3: Write A Compelling Job Description Boat Rigger A Boat Rigger at XYZ Boats must have their own tools and a mechanical background with emphasis in stereo installs. This position will require experience in the use of power tools- drills and saws. To fill this position, the person must be patient, be able to read assembly and electronic drawings, and be personally meticulous with pride in craftsmanship. They mustbeadaptable to new techniques that set our high performance boat company apart from the rest. Successful candidates mustcommunicate well, interface with quality assurance personnel and other assemblers as well as work well in a cooperative team environment.

  8. Step 3: Write A Compelling Job Description Position Profile Located just 15 miles northeast of beautifulSan Diego, XYZ Boats (www.badassboats.com) is a world leader in the design and production of high performance racing powerboats. Our state-of-the-art facility has sustained the most significant and ambitious new model development and tooling program in the industry, encompassing six new boat models in just 7 years.In just over a decade, Dave and the XYZ crew have redefined the boundaries of the custom boat world. This is the result of endless dedication to "state of the art" boat production, a desire to be forerunners in the industry and attaining a level of quality workmanship that is unparalleled.Unlike most conventional boat builders, every boat produced at XYZ is treated as an individual, unique creation, customized to the precise wishes and desires of each intended owner. Every model is an original, created in-house by BAB factory trained technicians, using the latest and most advanced design and construction technologies available today.From concept to delivery, every boat produced at XYZ is a project of passion; a passion for endless self-critique, re-evaluation of design, and refined production techniques. Each BAB is the newest "work of art" complementing our ever-growing gallery of boats. BadAss Boats is the company striving to make the difference between ordinary and extraordinary in all aspects. Company Profile BXYZ Boats seeks a Boat Rigger to join out team of expert technicians. This person will be charged with interpreting assembly and electronic drawings to perform mechanical and electrical installations. Special emphasis will be placed on the installation of custom stereo and related electronic components. As a true professional, this Boat Rigger will be expected to provide their own tools, have a strong mechanical aptitude and should strive to be personally meticulous with particular pride in craftsmanship. XYZ Boats is looking to add team members who can bring new techniques that set our high performance boat company apart from the rest. Successful candidates will communicate well, interface with quality assurance personnel and other assemblers and work well in a cooperative team environment.

  9. Four kinds of recruiting messages that the best people respond to: • "Go with a Winner." It's for people who want a high-performing company, a company where they're going to get lots of advancement opportunities. • "Big Risk, Big Reward." The people who respond to it want an environment where they're challenged either to do exceptionally well or to leave - where there's considerable risk but good compensation, and where they can advance their career rapidly. • "Save the World." It attracts people who want a company with an inspiring mission and an exciting challenge - a pharmaceuticals, high-tech, or green energy company for instance. • "Lifestyles" message. These people seek companies that offer them more flexibility and better lifestyle benefits - such as a good location or exciting product. Source: ‘The War for Talent; Charles Fishman

  10. Step 4: Post Your Openings craigslist

  11. Social recruiting is another strategy you can use to find the best candidates before your competition finds them, but it is not a be-all-end-all solution. It must complement your other recruiting programs. LinkedIn has increased its number of registered users from 4,500 in 2003 to more than 161 million worldwide in 2012—with 61 percent of those users in the U.S. Individuals who frequently use social networks tend to be early adopters of innovation and also tend to be more technically savvy. - Dr. John Sullivan, “The Many Benefits of Social Network Recruiting: Making a Compelling Business Case,” ERE.net, ere.net/2009/11/02/the-many-benefits-of-social-network-recruiting-making-a-compelling-business-case, November 2, 2009. Only 7 percent of LinkedIn’s members are African-American and only 8 percent are Hispanic (versus 78 percent who are Caucasian). - Quantcast, quantcast.com/linkedin.com, updated July 2, 2012.

  12. According to the Human Capital Institute (HCI), there is a simple seven-step thought process you should go through before you get started with social recruiting, which involves answering the following questions: 1. What are our organization’s corporate goals—not human resources (HR)–related? 2. What does our workforce plan look like in relation to those corporate goals? 3. Where do we have talent gaps based on our workforce plan? 4. What kinds of technology are attractive to the types of candidates we need? 5. What level of resource commitment are we willing to make? 6. How will we keep our content fresh? 7. When do we start?

  13. Step 5: Seek Out Trades Association Assistance

  14. Step 6: Identify Local/Regional/National Schools

  15. Step 6: Identify Local/Regional/National Schools

  16. Alexandria Technical College (MN) www.alextech.edu Automotive Training Center (PA) www.autotraining.edu The Boat School at Husson University (ME) www.boatschool/husson.net Cape Fear Community College (NC) www.cfcc.edu/martech Carteret Community College (NC) www.carteret.edu Cecil Community College (MD) www.cecil.edu Cedar Valley College (TX) www.cedarvalleycollege.edu Chattanooga State Technical Community College (TN) www.chattanoogastate.edu College of the Albemarle (NC) www.albemarle.edu EHOVE Ghrist Adult Career Center (OH) www.ehove.net Florida Keys Community College (FL) www.fkcc.edu George Stone Career Center (FL) www.escambia.k12.fl.us/schscnts/STOC/Programs/Marineserv/Index.asp Hennepin Technical College (MN) www.hennepintech.edu/future/programs/transportation/marine.htm International Yacht Restoration School (IYRS) (RI) www.iyrs.org Iowa Lakes Community College (IA) www.iowalakes.edu Kingsborough Community College (NY) www.kbcc.cuny.edu Lake Washington Technical College (WA) www.lwtc.edu Landing School (ME) www.thelandingschool.org Louisiana Technical College of Alexandria (LA) www.ltc.edu Madison Area Technical College (WI) www.matcmadison.edu Manatee Technical Institute (FL) www.manateetechnicalinstitute.org Marchman Technical Education (FL) www.discovermtec.com Marine Mechanics Institute (FL) www.uti.edu Maritime Professional Training (FL) www.mptusa.com/schedule/index.html Massasoit Community College (MA) www.massasoit.mass.edu/acad_depts/certs/marine.cfm McFatter Technical Center (FL) www.mcfattertech.com Minnesota State Community and Technical College (MN) www.minnesota.edu Motoring Technical Training Institute (MA) www.mtti.edu New England Institute of Technology (RI) www.neit.edu North Dakota State College of Science (ND) www.ndscs.nodak.edu North Georgia Technical College (GA) www.northgatech.edu Northwest School of Wooden Boatbuilding (WA) www.nwboatschool.org Northwestern Michigan College (MI) www.nmc.edu Ocean County Vocational Technical School (NJ) www.ocvts.org/htm/programs/marine.html Okaloosa Applied Technology Center (FL) www.okaloosa.k12.fl.us/oatc/ Peninsula College (WA) www.pc.ctc.edu Pinellas Technical Education Centerm (FL) www.myptec.org/?page=MarineServiceTechnol ProBoat E-Training (ME) www.proboate-training.com Rappahannock Community College (VA) www.rappahannock.edu Santa Barbara City College (CA) www.sbcc.edu/marinediving Seattle Central Community College (WA) www.seattlecentral.edu Skagit Valley College (WA) www.skagit.edu University of Hawaii, Honolulu Community College (HI) http://tech.honolulu.hawaii.edu/marr/ Westlawn Institute of Marine Technology (ME) www.westlawn.edu Wisconsin Indianhead Technical College (WI) www.witc.edu/pgmpages/mmopp/index.htm Wyotech (FL) http://www.wyotech.com/watercraft.php American’s Marine Technical Programs BoatU.S. Magazine OCT/NOV 2010

  17. Step 6: Apprenticeships Criteria for consideration include: Clearly identified and commonly recognized throughout an industry Involves manual, mechanical or technical skills and knowledge which require a minimum of 2000 hours of OJT work experience Requires related instruction to supplement the OJT training www.doleta.gov/oa Age: Many programs require apprentices to be at least 18 years old. In some cases, apprenticeships may begin at age 16 or 17. Education: Most trades will require a high school diploma or GED certificate. Does your state DOL have a registered apprenticeship program? If so, what are the approved occupations for apprenticeship?

  18. www.doleta.gov/oa

  19. …Step 6: Apprenticeships Sponsors are required to pay wages to Apprentices at a rate of at least 50% of average wage for that professional and no less than minimum wage. Per 1000 hours completed, Apprentices are expected to receive a wage increase. Sponsor companies having a registered apprenticeship program may be eligible for the a state Employers' Apprenticeship Tax Credit. Employer Applicants include employers or an association of employers with or without the participation of labor unions.

  20. Step 7: Internships Awesome way to ‘try before you buy’ Paid or unpaid? 3 to 6 months in length Technology advantages

  21. Step 8: Go Sell The Sizzle

  22. Step 8: Go Sell The Sizzle Get kids On boats!!

  23. Generation Y

  24. Sometimes called "Trophy Kids,“. This could be an issue in corporate environments. Some employers are concerned that Gen Y have too great expectations from the workplace. Studies predict that Generation Y will switch jobs frequently, holding far more than Generation X due to their great expectations. Generation Y has distinctly different behaviors, values and attitudes from previous generations due to the technological and economic implications of the World Wide Web Delay the transition from childhood to adulthood as a response to mistakes made by their parents.

  25. Young adults hit road for job opportunities Young adults 25-29 are the primary out-of-state movers Working professionals, families and retirees out-of-state migration is a record lows Young people are sampling new places and careers Young adult relocation is at highest levels since 1999 (dot-com) Source: WASHINGTON AP- Newport Daily News; Oct. 2012

  26. Conclusions Workforce Demographics Succession Plan Begin to Grow Your Own

  27. neal@brooksmarinegroup.com (954) 288-0898

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