“Talent acquisition has to be proactive—not reactive.”
CREATING A TALENT PIPELINE First, let’s look at the data that supports this approach. Recently, we conducted a Dwyer Group® company-wide employee survey to see what your employees were saying about you and your company. Here is an overview of questions and their responses: WHAT DO YOU LIKE BEST ABOUT THIS JOB? Atmosphere – 37.7 percent said atmosphere was the number one reason they liked their job, followed by flexibility and opportunity. HOW DID YOU FIND OUT ABOUT THIS JOB OPPORTUNITY? Referral – 36.6 percent were referred by existing team members, followed by 34.8 percent who answered “other”— note that 55 percent of the “other” responses were referral, while the remaining responses were Facebook. So, in actuality approximately 60 percent of the responses were from team member referral. WHAT DO YOU LIKE LEAST ABOUT THIS JOB? Benefits – 35.6 percent said the lack of benefits was the number one reason they disliked their job, followed by pay, hours and lack of opportunity. 1) REASON – Team members (and customers by the way) want to support companies that align with their Purpose (why), and provide a great Climate (atmosphere) and Culture (identity). The employee survey identified “atmosphere” as what your team members liked best about their job. While these terms and related concepts can seem abstract in nature, experience has taught me that when properly aligned and integrated these intangible features of an organization become the foundational building blocks that both attract, and retain team members. 2) RECRUITING – Talent acquisition has to be proactive—not reactive. More to the point effective recruiting is hunting not gathering, as you have to be deliberate and persistent in your recruiting efforts. Also, you need to employ a scientific approach for attracting, screening and tracking top candidates. Mary Kennedy Thompson has compiled all of these tools into a Recruiting And Retention Employer (RARE) toolbox
to include Predictive Profiles. Predictive Profiles is a career portal where you can direct candidates to apply, and you will receive an email notification once the candidate has applied. For more details about RAREtoolbox go to FranConnect and search for a folder titled RAREtoolbox. To sign up for Predictive Profiles go to mrelectric.predictiveprofiles.com, or call them at 952-921-8813 for more details. 3) RETENTION - Once you have established a great Climate (attitude) and Culture (identity), and hired the top candidates the next step is to develop talent management processes, so that you can retain great team members. At the March Power Conference, Sean Dore emphasized at its core retention equates to “care” – “you have to show you care.” Sean has developed programs to convey his care for his team to include several incentives for things like selling advantage plans, USB outlets and surge protection to cash incentives for meeting weekly and monthly sales targets. For Service Professionals that exceed their annual sales targets, Dore offers them an extra week of vacation plus $1,000 trip, along with extra incentives to earn spending cash for their trip. He also has an ongoing point system whereby his team members earn points for the best dressed, cleanest van and submitting time sheets on schedule. As mentioned previously from the Dwyer Group employee survey, the area that team members least liked about their job was the lack of benefits. From this area, we learned that the number one request was for a retirement program. Franchisees now have an option through Disciplined Investors, the same company used by the Dwyer Group , for a 401K program. The annual cost for the base program begins at just $250. For more details contact Sabrina Moore, Investment Advisor for Disciplined Investors, LLC at 254-754-9102 or email www.dinvestors.com. Medical insurance is expensive, and therefore, very difficult to provide coverage for team members. Fortunately, there is an affordable option through Benefits Exchange Alliance for medical, dental, vision, life and accidental death and dismemberment insurance. For more details on this contact Grant McClory, director of franchise services at 949-900-9534 or gmcclory@bxall.com You can overcome the recruiting challenge and make your business thrive by creating a talent pipeline through reason, recruiting, and retention!
POWERLINE® | EDITION 1 2017 13
Made with FlippingBook flipbook maker