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Posts Tagged ‘retaining talent’
Tuesday, July 19th, 2011
 Depending on the size of your organization you may spend thousands or even millions of dollars managing the brand of your products and services.
Managing a brand is the effort of managing your unique product or service offerings, why customers should buy from you and why your consumers should trust your product to meet or exceed their expectations.
Employment branding is the perception and reality of what it is like to work and do business with your organization.
Who defines your employment brand?
Your current employees, passive and active candidates, suppliers, vendors, clients, prospects, past employees and your key stakeholders.
Your employment brand is the most critical brand you should be investing in – it is critical to winning the war on talent. We encourage you to continue investing in your employment branding if you are currently. If you are not, it is time to step up your game. What if you do not? Your competitors will be happy to attract the ‘top talent’ to their organization…
An effective employment brand will make an impact on your entire talent management process. It will assist you in attracting and recruiting key leaders to your organization. It will enable you to develop and engage your talent. It will make a significant impact on your retention efforts of the best and brightest.
“The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand.” Brett Minchington
Just as you invest money to attract, recruit, engage and retain your key clients, customers and consumers you should be investing in your current and future employees.
Take the lead! Create short-and-long-term dividends by investing upfront in your employment value proposition, marketplace perceptions, and employee realities.
Is it an investment?
Absolutely – it will take time and extensive effort but it will be worth the investment! Engage your executive team, leadership team, people managers and everyone else in the organization and start leading your employment brand today.
During the journey ask great questions, be authentic and care about each and every last individual who has come in contact with your organization.
~Your Executive Search & Recruiting Adviser
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Aquisition Expert / Business Advisor
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Tags: attracting talent, employer brand, employment brand, employment branding, engaging talent, executive recruiting, executive search, recruiting, retaining talent, talent value proposition
Posted in Communication, Corporate Culture, Employee Engagement, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search | 2 Comments »
Wednesday, July 6th, 2011
 Centennial, Inc. has focused on our 4C Recruiting Process for over 36 years to recruit top talent and executive talent to our client companies – which includes recruiting for character, culture, chemistry and competence. Our team knows first hand how important company culture plays into attracting, recruiting and retaining ‘Top Talent’ and we make this a priority internally as well. As the President of our organization I also consider myself to be the Chief Culture Officer…
I am writing today to share something that I hope will help you and your organization. One of the greatest business levers that has helped Centennial become a better, more effective organization has been the Cultural Audit work we have done with our business partner, Perfect 10 Corporate Cultures. They worked with our team to assess our organizational landscape, identify critical needs, and develop skills and solutions that have made Centennial a better place for our team and for our clients.
In order for us to better advise and guide our clients regarding their talent recruiting, engagement and retention strategies, we highly recommend a culture audit by Perfect 10.
 4C Recruiting Process “The only thing of real importance that leaders do is to create and manage culture.”
-Edgar Schein, Award Winning Author and Professor MIT Sloan School of Management
The Cultural Audit work helped us in many ways.
Centennial could not have achieved what we did without the Perfect 10 Culture Audit, which was central to our development.
As you know, Centennial believes deeply in the power of people and the power of an effective team, whether that’s within our own organization or in the passionate service of our clients. We aren’t perfect, but we keep getting better. Perfect 10’s Cultural Audit work has helped us tremendously by identifying our most important growth and communication needs and helping us focus our efforts. I am convinced it can help your business too.
To learn more, visit Perfect 10 Corporate Cultures, or call 513-874-4220. Share with them that Mike Sipple & the Centennial team strongly suggested call to learn more about creating and maintaining a Perfect 10 Corporate Culture.
- Organizational Performance & Culture Model
“I hope you’ll consider this as a potential business-building tool, and I wish you the very best in the process.”
Last, if you know me you know that my making this kind of endorsement is extremely rare. There’s a reason for that. I do it only because of our personal experience and conviction, and I do it only in the spirit of offering you information which I believe will add value to you and your organization.
Warmest regards,
Mike Sipple Sr.
President & Chief Culture Officer
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Tags: best places to work, company culture, corporate communications, Corporate Culture, employee retention, engagement, engaging talent, Gerry Preece, Leadership, leadership assessment, leadership recruiting, Lynne Ruhl, organizational assessment, organizational planning, organizational values, P10 Corporate Culture, perfect 10 corporate culture, retaining talent, retention, top cultures, top workplaces
Posted in Communication, Corporate Culture, Employee Engagement, Employee Retention, Leadership, Motivation & Inspiration, Succession Planning | 4 Comments »
Friday, June 4th, 2010
 June 4th 2010 was Mike Sipple Sr., President, and Centennial’s 35th Anniversary! On a day of celebration Mike Sr. wanted to share feedback to a question that regularly comes up with client companies. This is the area of engaging and on-boarding talent…it happens to be an area that he has been personally passionate about since 1975!
The question he often asks leaders is, “Once you get the right talent and leadership on-board what do you do next?”
Too many executives and business owners look back at him and say, “I do not know – I just want to get them on our team.”
When asked this recently he shared, “If you’re already being proactive with recruiting, in terms of attracting talent into your doors, I would suggest you consider the next steps in the process, which many companies tend to forget (but they are, indeed, part of the recruitment process!)
1. I would recommend you do a culture survey. Find out what people think internally. Many companies can attract “A” talent, but they can’t retain them. It’s critical to find out why you’re either able to keep talent or why you lose them. You need to get the ideas and opinions from people on the inside who know these answers.
2. You should be intentional about putting your best foot forward and being proactive – not reactive – in the process. Many companies forget that the “attracting” process still needs to continue after a candidate is in the process. If you like a candidate, you need to have what I call “your selling and attracting shoes” on.
3. You need to develop formal processes to keep the attraction process continuing without unnecessary delays. Internal delays can keep a process from moving forward. Unfortunately, the “A” talent may have multiple offers and opportunity with the ability to choose from the best.
4. You need to be sure what you promise in the recruitment process is what’s being delivered to the new employee. Recruiting and attracting talent continues during the on-boarding process and should be a key part of new job assimilation for three to six months to be sure the transition is smooth. So many companies lose people within the first six months, and it’s often due to un-kept promises or surprises.
5. There needs to be a process for on-boarding that follows people through these early phases of their employment and ensures that they’re feeling good about their decision. This should include that all expectations are being met from both sides. This is the time to lay a solid foundation of trust, communication and engagement.”
We encourage you to provide your thoughts and feedback with on-boarding/assimilation.
- What have you have seen or experienced that makes a difference?
Let’s ensure we don’t just hire talent but engage and retain those we worked so hard to identify and recruit!
Warmest Regards,
Mike Sipple, Sr.
President
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Tags: annual reviews, assimilation, attract, attracting talent, best places to work, Corporate Culture, employee engagement, employee retention, employee reviews, engage, engaging employees, job anniversary, new job assimilation, on-boarding, on-boarding talent, onboarding, onboarding new employees, onboarding talent, recruit, retain, retaining talent, retention, talent attraction, top company culture, top places to work
Posted in Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Interviewing, Leadership, Motivation & Inspiration, Networking & Connecting, Recruiting & Executive Search, Succession Planning | No Comments »
Thursday, May 6th, 2010
In continuation of our most recent post The Talent War Has Begun…How Will You Prevail? Part 1 we covered a few simply, yet strategic, recommendations of getting ahead in the war on talent. These are taken directly from our consulting with organizations who are either behind the curve or fighting to stay ahead of the curve!
Additional thoughts and suggestions from our team includes the following:
Don’t ‘bank on’ your network or the people that come to the top of your current employees’ minds. Just because someone came to mind quickly doesn’t ensure they’re the best fit. Low hanging fruit may get you fruit, but it may not be the highest quality provided by that tree. Engage the help of experts who focus on networking with, identifying and building trusted relationships with the top talent in a given area.
Be ready to narrow the pool of candidates and make a decision on your top choice. When you’re hiring, your reputation is being explored by qualified candidates just as much as you’re exploring theirs. By remaining focused on your talent search and making swift decisions, you demonstrate to the talent pool that you’re serious about solving problems. On the other hand, a long, indecisive process can give the perception that you’re on a ‘fishing expedition’ to see what’s out there. The best candidates won’t appreciate this, nor will they need to endure it. They won’t need to, because your decisive competitor will have just hired them.
Think and act proactively. Organizations that are consistently looking for and are open to being introduced to ‘top talent’ are 10 steps ahead of those who only meet talent when they have an emergency or immediate need. In today’s environment you should be describing the type of leaders, key team players and future contributors that your organization will need to be successful now and in the future. Share with your talent and business advisors what challenges the organization is facing, what opportunities you see on the horizon, where you could strengthen your team and the type of talent that would make the biggest impact on your business. You will be amazed over time how this strategy will pay off significantly and you will never look at recruiting the same.
Finally, consider your whole Talent Management process. Retention is becoming more and more paramount, and should be understood equally or more than recruiting. Consider how you can do a better job of retaining, growing and developing the talent you have. As the war on talent escalates, you must make the care and feeding of your people a priority, or someone else will be happy to take that burden (along with your talent) from you.
Now that we have challenged you on 7 strategic areas to focus on what will you be doing differently? Also, what other areas do you see the need to address as you look at the big picture of attracting, recruiting and winning the war on talent.
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Tags: attracting, hiring, recruiting, retaining talent, talent succession, winning the war on talent
Posted in Employment Brand, Hiring & Recruiting, Interviewing, Recruiting & Executive Search, Succession Planning | No Comments »
Thursday, May 6th, 2010
In the market today, the “noise” is at a considerable volume. There are very talented professionals, who got caught in unfortunate layoffs and are still in transition. There are highly skilled people who have jobs today, but with the positive trends in the economy, are starting to feel less afraid about making a career move. Then, of course there are the plethora of ‘others’ in job seeker mode. Their resumes look fairly solid, and they can interview fairly well, but are they the best fit for your role? How can you feel confident that you’re getting the ‘right’ person for your position? And how can you prevail against your competition to get them?
Based on our extensive experience, here are some tips and suggestions we recommend to get the best talent for your organizational needs.
- Be sure you can clearly identify and articulate the resource needs you have. Be ready to define the details of who you’re looking for as much as what you’re looking for. Understand clearly what kind of person would make the best fit (and be sure they don’t already work for you!) Also be prepared to make the appropriate investment for this talent. Do your research and be knowledgeable before you begin your search process.
- Don’t mistake resume activity for successful recruitment progress. Quantity is different than quality, and as earlier stated, there’s a lot of noise out there to sift through. Questions regarding chemistry, character and cultural fit are equally as important as understanding qualifications. Unless you are specifically targeting the most qualified people, expect that you’re going to have to sift through a massive amount of resumes…and you still may not find the ‘ideal.’
- Recognize that it’s a different market out there today. Candidates are working hard to promote themselves and to ‘fit’ into many different roles. You should explore to clearly understand a candidate’s highest and best use to determine if they’ll bring the right value you need for your organization.
We will provide more to think about in the next post…Part 2 of Prevailing In The Talent War!
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Tags: executive search, hiring, Interviewing, passive candidates, recruiting, retaining talent, talent acquisition, winning the war on talent
Posted in Employment Brand, Hiring & Recruiting, Interviewing, Recruiting & Executive Search | No Comments »
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