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Dealing with Growing Pains: Hiring and Retaining Top Talent

Learn how to attract, retain, develop, and engage the best talent for your business. Find out how to identify future leaders, recruit critical positions, and create a competitive advantage through culture. Discover the importance of hiring standards, conducting effective interviews, and implementing a comprehensive onboarding process. Presented by Kemp Anderson Consulting.

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Dealing with Growing Pains: Hiring and Retaining Top Talent

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  1. Business 201: Dealing with growing pains: knowing when to hire help and how to keep good people…Attract, Retain, Develop & Engage The Best Talent Presented by Kemp Anderson Kemp Anderson Consulting www.kempanderson.com

  2. Your Talent • In five years (2021), who are your organization’s best leaders or employees going to be, where will the come from? • 5 years from now: How will these positions or people different from today? • What are you doing to develop or find these future team members and leaders? • How do you find & attract talent today to fill critical positions? (Military, College, Referrals, Other) • How do you invest in making your culture have a competitive advantage?

  3. How do you know? Worst Hire? Best Hire? Business needs? Vision Mission Culture Know who and what you are looking for…

  4. Before You Hire, Plan…

  5. Recruitment & Selection Process

  6. Recruitment & Selection Process

  7. Recruitment & Selection Process

  8. Workforce Planning Workforce & Succession Planning • Retirements - next 5 yrs. • Talent for new strategies • Anticipated turnover • Proactive Sourcing • Talent Pipelining • 9 Box Performance & Potential Grid • Create & Execute Development Plans • Communicate Source: Adopted from U.S. OPM Succession Planning Process

  9. Thinking about Employee Value • Revenue per month • Stops per day • Service calls • Complaints and so on…… • Compensation • Tenure • Benefits • Customer Retention • Sales & Technical • Pest, Lawn, Termite, Other • Residential and Commercial • People and Communication • Company Representative? • Cross Trained to all positions?

  10. DO YOU HAVE A PROCESS…….. Step 1 – Start at the beginning. Know what you are looking for Step 2 – Review Resumes and application per recipe Step 3 – Interview based on requirements and qualifications using different interviewing channels Step 4 – Check out background – CRITICAL!!!! Step 5 – You’re Hired, Now What? Step 6 – Acknowledge and Value Employees and Customers Step 7 – Repeat How important are hiring standards? Remember, we go in our customers homes….need I say more? Open ended questions: the best interviews are when the interviewer is not talking much….

  11. Resume and Application Review • What are you looking for? • What is important ? • Do you consider the presentation or neatness of the: • the resume, or application? • the person or applicant? • Should you? • Yes, No, maybe piles • Yes and Maybe • Yes

  12. Steps to a GREAT interview – Greet, Relate, Explore, Act, Thank • Greet the applicant • Relate to their interests • Explore their background • Act by asking questions and engaging them in conversation which includes providing information about the position, Company culture, and philosophy. • On-site tour; Ride along • Thank the applicant for their interest • Educate about the process • Discuss: Culture, Mission, Vision, Expectations…

  13. The Interview Process is Critical… • Prepare in advance • Behavioral Interviewing: situational open ended questions……EXAMPLES??? • Phone Screen • In-person conversation • Ride-a-long’s • Multiple interviews by multiple people • Team Interview • Offer • Training Process

  14. How do you orient new employees: To the Company and To the specific role for which they have been hired? Tell, Show, Do, Review…. Training Videos Job shadow Buddy Coaching Bottom line: Do you have a plan prior to the start date??? You’re Hired, Now What???

  15. Acknowledge and Value the Employees… • All employees want and need to be acknowledged and valued. • What does this look like? • Retention and rehire of “Human Assets” • Customers – lifeblood of business and the Employee is who delivers the service. IF YOU KEEP YOUR EMPLOYEES IN THE PEST CONTROL INDUSTRY, YOU ARE MORE LIKELY TO KEEP YOUR CUSTOMERS. EMPLOYEE RETENTION IS A KEY METRIC…

  16. Hiring, Training and Keeping great employees is key to the success of your Pest Control Company…Embrace Employee Tenure as a key metric. Business 201: Dealing with growing pains: knowing when to hire help and how to keep good people…Attract, Retain, Develop & Engage The Best Talent Does your company need HR support? Gina Hall HR Consulting, LLC GinaHallHRConsulting.com Phone: 407.618.4402 Email: Gina@GinaHallHRConsulting.com Presented by Kemp Anderson Kemp Anderson Consulting www.kempanderson.com

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