The race for talents | How to stay ahead of the game?
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People often think that employer branding starts from good advertisement or cool working culture. While nobody knows what “cool” really means. You can create fancy job titles, you can say that you have flexible hours or caviar sandwiches in the kitchen. But only very few remember that your company branding starts in CEO’s vision and mission of the company. And this is created for people and by people. People that create value, are going in the same bus and in the same direction. People who take responsibility, who grow together with the organization are going to be natural ambassadors and will speak on the behalf of the company with ease. sources: Pics -> picsabey.com; unsplash.com Data -> http://business360.fortefoundation.org/3042/ladder-vs-lattice-why-horizontal-career-moves-can-help-you-climb-higher-faster
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The race for talents | How to stay ahead of the game?
- 1. The race for talents How to stay ahead of the game?
- 2. We are all in the same race Employees are constantly looking for new job opportunities, growth and better economical conditions 2
- 3. 51% of employees are considering a new job Workforce Panel, Gallup 2015 3
- 4. We are all in the same race Employers want to attract and maintain the best talents 4
- 5. 47% of small businesses cannot find qualified applicants for open positions NFIB, Small Economic Business Trends, 2015 5
- 6. 6 Sometimes, in this race, we focus to much on numbers while to little on people…
- 7. 7
- 8. Volvo’s message is that cars are made for people. Careers are also made for and by people. We are not all race drivers of our lives, we are not numbers. 8
- 9. HOW TO STAY AHEAD OF THE GAME?
- 10. Put PEOPLE in the center of your attention
- 12. I think of my career as a jungle gym, not a ladder: jumping from rung to rung, side to side, up and down, learning new things, pursuing new experiences, and focusing as much on the journey as the destination. Lori Goler, VP People, Facebook 12
- 13. According to Payscale research from 2015, conducted on 33 500 tech employees 96%satisfied employees 13
- 15. LADDER - pros and cons • Your expertise continues to deepen and grow over time • Experience in the same field or functional area • Clearer job options to progress within a job family • Comfort and familiarity with roles, organization and people within a group • Operating with a limited perspective of the business • Limited career advancement opportunities, especially in smaller companies • More and more difficult to change career as the years pass 15
- 17. LATTICE - pros and cons •Career moves focus on building capabilities •Opportunities to meet and work with a varied set of people •Can broaden perspective of the overall business and challenge oneself to learn more, faster •Dialing up or dialing down career may be easier to do • Can be perceived negatively if hiring managers do not understand the context of the decision • Can be accompanied with potential loss in wages, title, or stature • More challenging • One needs to have a clear vision, not to be a job hopper 17
- 18. Job scorecard 18
- 19. Example scorecard areas • development opportunities • salary • workload • how interesting / important is the project • is it what you would like to learn 19
- 20. Job scorecard Decision factor Importance weight (1-5) PwC SpaceX Decision factor score (1-5) Combined score weight x decision Decision factor score (1-5) Combined score weight x decision Salary 5 5 25 2 10 Potential influence 5 1 5 5 25 Leadership opportunities 5 2 10 4 20 Flexible schedule 2 1 2 5 10 Location 1 1 1 5 5 TOTAL 43 70 20
- 21. 21 As an employer, imagine, your perfect candidate is filling out this scorecard against your greatest competitor.
- 22. How can your company improve it’s score? Is the vision of your company clear and understandable for all of your departments? Is everyone’s potential used best? Can you describe the value you give to your employees? Do you communicate it? 22
- 23. 23 EBstarts and ends with people
- 24. Thank You! Do you have any questions? Ola Pszczoła CEO @Bee Talents ola@beetalents.com Kasia Żurek Senior Brand Consultant @Bee Talents kasia@beetalents.com