Presentation Transcript

1. PresentsRecruitment Revisited:“Best Practices For Getting The Best People” Paul Siker PBM National Conference Achieving Excellence March 27, 2008
2. Blink!
3. Let’s Discuss... MARCH MADNESS!! Don't let what you cannot do interfere with what you can do.~John Wooden
4. Optimize Your Talent If a person has a talent and cannot use it, they have failed. If they have a talent and use only half of it, they have partly failed. If they have a talent and learn somehow to use the whole of it, they have gloriously succeeded, and won a satisfaction and a triumph few people ever know. - Thomas Wolfe
5. VA Healthcare Needs You! To Be An Active Participant In The Recruitment Process.
6. Harvard Shield Veritas: Truth
7. Wittenberg Logo “Having Light, We Pass It On To Others”
8. Having Wittenberg Logo: Modified We Pass It On To Others
9. Harvard Shield Veritas: Truth
10. Program Goals: Today’s Program Will Provide Insights On: Pharmacy Marketplace Trends & War For Talent Overview Taking A Leadership Role In Helping VA Realize Recruitment Success Conveying VA Healthcare’s “Compelling Story” Building Strategic Relationships with Recruiters Networking Strategies That Can Help You Impact Recruitment Today
11. War For Talent
12. The “War For Talent” Defining The War For Talent 1997 McKinsey & Co. White Paper Key Factors Influencing Competition: Aging Workforce Baby Boom Generation Approaching Retirement Gen-X and Gen-Y Insufficient To Fill Gap Composition of New Jobs More Complex Need For Talent to “Hit the Ground Running” Corporate Demands for Rapid Success Gallup Survey: “70% of Workers feel either “Not Engaged or “Actively Disengaged” at work. Source: WSJ – 3/19/07
13. Generational Cohorts Baby Boomers (’46 – ’64) = 76 MM People (46% of Current Workforce) Comprised of Individuals Ages: 44 - 62 Gen-X (’65 – ‘76) = 45 MM People (29% of Current Workforce) Comprised of Individuals Ages: 32 - 43 Gen-Y (’77 – ’97) = 70 MM People (‘82 – ’95 = “Echo Boom”) Comprised of Individuals Ages: 10 - 31 Leading edge of Boomer generation approaching Retirement. (Beginning in 2011) BLS Feedback: “Workforce Equilibrium” Immigration Considerations
14. War For Talent Fast Facts 50% of Utility Workforce is over age 45* US Colleges produced 2000 Power Engineers annually in the 1980s – now only produce 500 a year.** Registered Nurse shortfall projected to grow from 150K to 275K in 2010, and to >500K in 2015*** Projected Truck Driver Deficit in 2010: 111K**** * Source: NPR Radio Broadcast, March 22, 2005 ** Source: NPR Radio Broadcast, March 22, 2005 *** Source: US Dept. of Health & Human Services, July 2002 **** Source: USA Today, April 25, 2005
15. War For Talent Fast Facts Amtrak Police Department – 50% of Force is over 50 years old – Retirement is at 55* Fortune 50 Financial Services Co. Major Component of Sales Force is eligible for retirement in 5 years** RHR International Projection: America’s 500 Largest Companies will lose 50% of their Sr. Managers in the next 5 years*** CEB Survey of 4000 Hiring Managers determined that the average quality of candidates had dropped by 10% since ‘04, and that time to fill had increased from 37 to 51 days.**** Foreign Talent is headed back home (India/China)****** * Source: Paul Siker, 2006 ** Source: Paul Siker, 2006 *** Source: The Economist, 10/7/06, The Search For Talent **** Source: Corporate Executive Board Survey – The Economist, 10/7/06 ***** Source: The Economist, 10/7/06, and Washington Post
16. NFIB Research Foundation Data 2007 Member Survey Data Reflects: Ability/Inability to locate talent remains among the top problems cited by small businesses. Small businesses consistently report hiring or attempting to hire new employees, with the vast majority of these firms indicating “few or no qualified applicants” for their positions. Source: National Federation of Independent Businesses
17. War For Talent Fast Facts Amtrak Police Department – 50% of Force is over 50 years old – Retirement is at 55* Fortune 50 Financial Services Co. 1/3 of Sales Force is eligible for retirement in 5 years** RHR International Projection: America’s 500 Largest Companies will lose 50% of their Sr. Managers in the next 5 years*** CEB Survey of 4000 Hiring Managers determined that the average quality of candidates had dropped by 10% since ‘04, and that time to fill had increased from 37 to 51 days.**** Foreign Talent is headed back home (India/China)****** * Source: Paul Siker, 2006 ** Source: Paul Siker, 2006 *** Source: The Economist, 10/7/06, The Search For Talent **** Source: Corporate Executive Board Survey – The Economist, 10/7/06 ***** Source: The Economist, 10/7/06, and Washington Post
18. War For Talent Fast Facts Registered Nurse shortfall projected to grow to 275K in 2010, and to 500K in 2015. Source: US Dept. of Health & Human Services, July 2002
19. War For Talent Fast Facts
20. Pharmacist Demand Greatly Exceeds Available Supply
21. State of Pharmacist Workforce Over 236,000 Pharmacists Currently In Practice. 3rd Largest Health Profession behind Nursing (2.4 MM) and Physicians (830K) Pharmacist workforce will become younger by 2020. Overall Pharmacist Shortage has been somewhat blunted by older Pharmacists delaying retirement. Source: Journal of the American Pharmacists Association – July/August 2007
22. State of Pharmacist Workforce Ratio of Pharmacists to 100K Population is increasing. Ratio of Pharmacists to over-65 population will decrease after 2011 despite an increase in Ratio of Pharmacists to general population. Gender of Pharmacists is presently balanced evenly between Men/Women. Estimates project, however, that Women will comprise 62% of Pharmacist Workforce by 2020. Source: Journal of the American Pharmacists Association – July/August 2007
23. Historic Recruitment Realities Legacy Recruitment Models: Reactive/Passive – “Cast A Net Approach” Candidate Needs Are Subservient Recruitment Not Recognized as Sales Process Recruitment Sales Process Is Inconsistent Recruitment Focused On The Here & Now Inconsistent Focus On Employment Brand
24. Motivators For Change Source: SHRM 12/2006 Report on Job Retention
25. Candidate Universe America’s Workforce: 100% of US Workers
26. Active Vs. Passive Marketplace 33.3% 66.6% Jan 2007 CNNMoney Poll – 11,000 Respondents. 21% said they were Actively looking, 21% were planning to look within the year. 42% were “happy” in current job.
27. Winning The War For Talent To Succeed In A Candidate Driven Market - We Must: Differentiate Ourselves – (Articulate Our Compelling Story) Pursue Talent Proactively (Sense of Urgency) Convey Consistency/Continuity Throughout the Hiring Process Engage Candidates Consultatively – Maintain Contact Treat All Prospects as “Assets” (GL – 250) Build Long-term, Actionable Relationships
28. Things You May Not Have Considered... About Recruitment ....
29. Recruiting Flowchart
30. Recruiting Is A Sales Process ....Or Is it??
31. Key Attributes of The Recruiting Sale Recruitment Selling Theory Brokerage Style Sale With 2-Sided Close Only Type of Product That Can Say “NO” Complex Sales Cycle Emotionally Charged Each Transaction is Unique
32. Qualities Applicants DesireIn An Employer Organizational Competence/Professionalism Growth Potential - Meritocracy Development Opportunities Innovation/Excellence Opportunity for Diverse Experiences Equitable Compensation Work/Life Balance Fulfillment/Job Satisfaction/Recognition Likeable Peers/Managers
33. The Recruitment “Stump Speech”
34. Recruitment “Stump Speech” Objective of a Recruiting Stump Speech is to: Present information about VA Healthcare that is Compelling, Candidate-Centric, and that Distinguishes the organization from competitors. Your Recruiting Stump Speech Should Convey: The Exceptional Nature of VA Healthcare
35. Potential Selling Messages What Makes VA Healthcare/Pharmacy Compelling? What Attributes Potentially Serve to Differentiate VA Healthcare (In the eyes of Prospective Candidates)? Special Services, Track Record, Noteworthy Accomplishments, etc.
36. Recruitment “Stump Speech” Objective of a Recruiting Stump Speech is to: Present information about your VA Healthcare that is Compelling, Candidate-Centric, and that Distinguishes the organization from competitors. Your Recruiting Stump Speech Should Convey: The Exceptional Nature of VA Healthcare Vision: Where VA Healthcare is Goingas an Organization
37. Recruitment“Stump Speech” Present information about VA Healthcare that is Compelling, Candidate-Centric, and that Distinguishes the organization from competitors. Your Recruiting Stump Speech Should Convey : The Exceptional Nature of VA Healthcare Vision: Where VA Healthcare is Going as an Organization Talent: Distinguishing Attributes of the VA Healthcare Team Growth: VA Healthcare Commitment to Constituents & Stakeholders Loyalty: What People Say About VA Healthcare Personal: What Keeps You Personally Involved and Excited About Working within the VA Healthcare System
38. Remember.... You Are The VA How You Engage People Can Make A Profound Impact!!
39. Building Strategic Partnerships With Recruiters
40. Communication Flow
41. Building Strategic Partnerships 1. Communicate, Communicate, Communicate (Over-Communicate) Learn (New Reqs.) Inform (Status Updates) Advise (Special Communications) Shape Perspective Secure Disposition to Action Make Communications Timely 2. Help Cultivate Conversational Fluency (SME) 3. Regularly Convey Information About Business Unit: Mission Goals Priorities
42. Building Strategic Partnerships 4. Know & Be Able To Articulate:The Selling Points of Your Group, Department, Facility Share These With Your Recruiters 5. Provide Timely Feedback on Candidates 6. Help Your Recruiters See What You See 7. Compliment Your Recruiters!
43. Don’t Be Afraid To.... Mix It Up!!!
44. Leveraging Your Network VA
45. But, I’m Not Sure I have Time... “The World is too big for us. There is too much crime, war, violence, and excitement. Try as you will, you get behind the pace in spite of yourself. It is an excess in strain to keep up and still you lose ground. Science empties its discoveries on you so fast that you stagger in hopeless bewilderment. Everything is high pressure. Human nature cannot endure much more.” Atlantic Journal - 1837
46. Networking Opportunities Internal Networking – Residency Programs Internship Programs Externship Programs External Networking – Conferences Community/State Associations Social Settings Alumni Programs
47. Making Connections Creating Contacts Creates Opportunities.... Know Your Intro.... Make a “Human Connection” - Learn something about the Person, (Interests, Passions, Past Affiliations) “Card” Everyone.... “There’s no sound sweeter to a person than the sound of their own name.” -- Dale Carnegie “The currency of real networking is not greed, but generosity.” – Keith Ferrazzi
48. Linked In
49. Linked In(www.linkedin.com)
50. Leveraging Email
51. Leveraging Email
52. Homework... When You Get Home... Draft Your Own VA “Stump Speech” Engage Candidates Consultatively w/Alacrity Help Your Recruiters to Help YOU! Actively Communicate with Interns, Externs, etc., About Considering the VA NOW or in the Future. Think Globally!! Consider Using LinkedIn to Network/Stay Connected Get Plugged Into Local/State Associations
53. More Homework! Before You Leave... Meet 7 MORE New People At This Conference Identify A Key Interest or Passion Exchange Contact Information Discuss Your Group or Facilities Needs
54. Lead The Way! Far better it is to dare mighty things, to enjoy glorious triumphs, though checkered by failure, than to rank with those poor spirits that neither enjoy much, nor suffer much, for they live in that grey twilight that knows neither victory nor defeat. - Theodore Roosevelt
55. Blink!
56. Presenter Contact Information Paul Siker Principal Advanced Recruiting Trends psiker@recruitertraining.com 540-882-9077x5