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Recruit, Retain, Retrain and Pray, Pray, Pray

Recruit, Retain, Retrain and Pray, Pray, Pray. Ann F. Harbor The University of Memphis EDUCAUSE Southeast Regional Conference June 28, 2001. Agenda. IT Employment Realities Recruitment Strategies Retention Strategies Retraining Necessities Needed Next Steps

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Recruit, Retain, Retrain and Pray, Pray, Pray

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  1. Recruit, Retain, Retrainand Pray, Pray, Pray Ann F. Harbor The University of Memphis EDUCAUSE Southeast Regional Conference June 28, 2001

  2. Agenda • IT Employment Realities • Recruitment Strategies • Retention Strategies • Retraining Necessities • Needed Next Steps • What Works For You?

  3. IT Employment Realities (“It’s a Seller’s Market”) • 800,000 Unfilled IT Positions • Recruiting contacts • Deep techies hardest to fill • Turn-over costs • Need for unique competencies • Misalignment with HR business processes and structures

  4. 1 Company 30 Years 1-3 Positions Low Risk Low Payoff 4-6 Companies 4-5 Years on Staff Multiple Positions Some Risk Increased Payoff Employee Lifecycle

  5. Recruitment(“Find ‘Em, Get ‘Em”) • Ad placement (where to advertise) • Ad style (content and look) • Job descriptions/minimum quals • Local/regional layoffs, relocations • Consider apprentices • Call former employees

  6. Find ‘Em/Get Em’ (cont’d) • Direct contact minority businesses & schools • Word of mouth and staff referrals • Search Firms • Help from Advancement • Participate in National IT Day or Student Recruitment Fairs

  7. “Find ‘Em/Get ‘Em” (cont’d) • Emphasize competitive differentiation • Benefits package • University culture, relaxed work environment • Cool projects • Cool equipment • Training opportunities • Quality of life at work • Tuition remission • Every day’s Casual Day • Recruit all year long!

  8. Don’t rush the process Interview in teams Include IT client officers Tell the truth Ask probing questions about: Technical skill sets Soft skill sets Career ambitions Attitude Make reference checks Select “best matched” Selection(“Screen ‘Em)

  9. Retention (“Keep ‘Em”) • Orient thoroughly • Mentor • Pay for performance & value • Create more of a Dot.Com culture • Live your values & lead with distinction • Invest heavily in people • Recognize lifecycles

  10. Employee Lifecycle Stages(people³ - A Gartner Company) High Providing Diminishing Applying Learning Low

  11. Retention (“Keep ‘Em”) • Expect and support teamwork • Be inclusive with decision-making processes • Have meaning project and Provide meaningful reviews (performance management system) • Practice L.O. principles • Provide flexibility • Recognize and Reward Excellence

  12. Development(“Retrain ‘Em) • Invest in education • Technical Skills – J.I.T. • People Skills – O&O • Leadership Skills • Organizational expectations • Train for needs as well as desires • Job Share • Tell your story

  13. Employment 47% 1-3 years 23% 3-5 years 15% 5-15 years 15% over 15 years Reasons for Leaving 68% Higher pay/career growth 11% Return to school 11% Moved from area 5% Retirement 5% Other Satisfiers Safe & adequate work space Fair & impartial treatment Supportive management Prof. development opportunities Collegial coworkers Participative planning process Fair & meaning evaluations Dissatisfiers Communication (top down) Equitable compensation Opportunity for advancement UofM Exit Interview Findings

  14. What Next? What More? • Continue to leverage scarce resources • Pay competitively • Continue working with HR on: • Shorter cycle time for hiring process • Process redesigns for better fit • Out of cycle increases • In-position promotions • Retention bonuses • Sign on bonuses

  15. Pray, Pray, Pray Now I lay me down to sleep, I pray our employees we will keep. If they should go before it’s time, May we find others--without spending a dime!

  16. Discussion: What Are You Doing?

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