Attracting & Retaining the Best & Brightest
November 18, 2008
2008 Farmer Cooperatives Conference
Bob Broeckelman, PhD
VP – Recruitment & Selection Services

• The dominant factor for business in the next two decades is not going to be economics or technology; it will be demographics
-Pete Drucker: The Future Has Happened Already
• By 2010 there will be 168 million jobs in the US and
158 million workers
-Bureau of Labor Statistics
• While only 20% believed phased retirement was very or moderately important in 2003, 68% say it is very important today.
-Hewitt 2003 Phased Retirement Study
FCCServices, Inc.
Enriching business performance

40
35
30
25
20
15
10
5
0
20
04
20
05
20
06
20
07
20
08
20
09
20
10
20
11
20
12
20
13
20
14
20
15
20
16
20
17
20
18
20
19
20
20
20
21
20
22
20
23
Year
FCCServices, Inc.
Enriching business performance

• Boomers working next to Gen Y’s - each with very different attitudes – conflict is inevitable
• 60% of employers experience tension between employees of different generations
• Generational differences collide over issues such as work ethics, respect for authority, dress code & many more
FCCServices, Inc.
Enriching business performance

“I can’t find anyone to hire that’s willing to work 60 hours a week.”
FCCServices, Inc.
Enriching business performance

“I’m sorry it takes you so long to get your work done.”
FCCServices, Inc.
Enriching business performance

Understanding the generations is key to developing a successful plan to attract and motivate different age groups.
FCCServices, Inc.
Enriching business performance

FCCServices, Inc.
Enriching business performance

• Born from 1977 to 1994
• Totals 76 million people
• Almost identical in numbers to “Baby Boomers” but think very differently than “Baby Boomers”
• Represents over 20% of today’s population
• Between the ages of 13 and 30
• Many in this group have yet to enter the workforce
• Work/Life balance
• Socially conscious & civic minded
FCCServices, Inc.
Enriching business performance

• Hi-Tech
• The most educated
• Racially & ethnically diverse
• Want instant gratification
• Like teams
• Goal oriented
• Frequent contact w/supervisors
• Lack company loyalty
FCCServices, Inc.
Enriching business performance

FCCServices, Inc.
Enriching business performance

FCCServices, Inc.
Enriching business performance

• Start early
– Establish a relationship early in the Gen Y’s life
– Offer internships or develop programs with local colleges, junior colleges and other social groups
• Recruit with Peers
– The best people to connect with Gen Y are other Gen Y’s
– Questions & concerns are put at ease when answered by an already devoted employee of the same generation
• Use Internet/Web Sites
– Students are hungry for information and the interaction that a well-designed web site can offer
FCCServices, Inc.
Enriching business performance

• Websites need to appeal to their desire to learn
• Highlight paid training & skill development
• Sell them on flexible schedules, telecommuting & full tuition reimbursement
• As an Ag Cooperative…
• Get involved with campus leadership organizations as well as make presentations in the classrooms working with the professors
• Have both Gen Yer’s and experienced employees at the career fairs
FCCServices, Inc.
Enriching business performance

Gen Y’s are less likely to be interested in pay increases than the other generations and are seeking more than just salary from their employers:
83% are motivated by flexibility while only
73% are motivated by salary*
Gen X’s want on-site child care, extra vacation days and high tech gadgets
*Mercer Human Resources Consulting
FCCServices, Inc.
Enriching business performance

Summary of What The Next Generation
Desires In Order of Importance
• Work/Life Balance (Paid Time Off)
• Communication between Employees & Senior
Management
• Room for advancement
• Compensation
• Benefits
• Job Security
• Continued Training
• Desire to travel abroad
FCCServices, Inc.
Enriching business performance

• What’s “nuclear”?
– Married, heterosexual couple, with 2.3 children and the father as the principal economic provider.
Today, less than 23% of U.S. households meet these criteria.
In fact, less than 50% of households include a married couple.
FCCServices, Inc.
Enriching business performance

What about the other 50%?
A current household snapshot would include…..
• Couples living together before marriage
• Seniors living together, not married
• Female head of household
• Same sex couples
• Single moms (42% never married!)
• Single dads with kids (2.2m)
• Gay parents
• Grandparents as primary caregivers
FCCServices, Inc.
Enriching business performance

Median age at marriage
• 1960
• Women 20 years old
• Men 23 years old
• 2007
• Women 26 years old
• Men 28 years old
FCCServices, Inc.
Enriching business performance

1. Need to re-program our definition of a ‘hard worker’…
– Not about hours worked
– Not about time in the office, at the desk
“All about quality results produced”
FCCServices, Inc.
Enriching business performance

100
50
0
2nd year
1st year
• 36% Leave In Less Than A Year. (USA Today)
• 78% Of College Graduates Leave Their First Job In Less
Than Two Years.
FCCServices, Inc.
Enriching business performance

If you don’t –
They will simply go home to their parents and
Their parents will welcome them back
FCCServices, Inc.
Enriching business performance

FCCServices, Inc.
Enriching business performance
58% Of College Graduates Move
Back Home Their First Year.

FCCServices, Inc.
Enriching business performance
44% Of Graduates Are Still
Home The Second Year.

Boomers pampered their children due to two working parents and guilt.
• Children got what they wanted
• Center of their parents lives
• Overscheduled grade-schoolers became overcommitted teens, with the emphasis on achieving.
FCCServices, Inc.
Enriching business performance

Upon graduation ~
Gen Yers haven’t learned much about “struggle or sacrifice”
They want it all “now”.
They tend to have a lot of credit card debt and live for the moment.
and
FCCServices, Inc.
Enriching business performance

There are concerns about their writing skills…..
FCCServices, Inc.
Enriching business performance

73% have received financial assistance from their parents within the past year.
64% have even gotten help with errands.
FCCServices, Inc.
Enriching business performance

The 2010 Ag Cooperative Perfect Storm
Ag Background
Applicants
Total Labor
Supply
Aggressive
Competitors Retirements Turnover

A in Agriculture…
What would happen?
• Employees will retire sooner
• Mass exit of employees that lived through the agricultural turmoil of the 80’s

100
80
60
40
20
0
Today
Turnover Retirement
FCCServices, Inc.
Enriching business performance
100
80
60
40
20
0
3 - 4 Years
Turnover Retirement

FCCServices, Inc.
Enriching business performance

FCCServices, Inc.
Enriching business performance

Intent to Stay
35.00%
30.00%
25.00%
20.00%
Change in
Intent to Stay
15.00%
10.00%
5.00%
0.00%
Intent to Stay
Clearly Explains
Job Importance
Teaches About
Organizational
Vision & Strategy
Teaches About
Group or Division
30.10% 28.80% 28.50%
Clearly Explains
Performance
Objectives
27.60%
Clearly Explains
Job
Responsibilities
Introduces New
Hires to other
New Employees
26.80% 24.60%
Provides Work
Immediately
22.30%
Provides
Necessary Tools
& Resources
20.60%

FCCServices, Inc.
Enriching business performance

• Train managers and employees in interviewing and selection
• Use technology and validated selection tools.
– Face-to-face interview has 50% predictability
– Structured interview tools increase predictability to 60 - 70%
– Structured and validated tools such as Kenexa and PI increase overall predictability to over 90%
FCCServices, Inc.
Enriching business performance

• The job search process moved online very quickly after Al Gore invented the internet
• Most job seekers we are looking for, go online FIRST when they want to make a change
• Most job seekers look for new positions on job internet sites while at work on Mondays and
Tuesdays
• Your best candidates aren’t looking
FCCServices, Inc.
Enriching business performance

http://
• The internet is the most commonly used form of media for Gen Yers
• Online media, such as videos, podcasting, blogs instant messaging
• Less likely to read the print form of the newspaper than previous generations
• Prefers lifestyle, pop culture & entertainment magazines over business & news magazines
• Uses cell phone text messaging more than any other generation
FCCServices, Inc.
Enriching business performance

Sample Network Partners

PRO Form
(Manager Completes)
Website On-Line Interview
Campus
Associations
Friends
1,681
First 8 months
30%
Job Match PI Form
(Applicant Completes)
Personal Interview
(Completed in person or by phone)

Campus’s
Ag Cooperatives
Friends
30%

Campus And Cooperative Applicants
Co-op
1
Co-op
2
Co-op
3
Co-op
4
Co-op
5
Co-op
6
Co-op
7
Co-op
8
Co-op
9
Final Applicants
(For Each Farm Cooperative)

September 2003 to April 2004
1681 – Web
-1076 – Rejected
605 Interviewed
15 Universities
268 Job Matches

Questionnaire Entrance
You are about to take the Sales Professional candidate questionnaire.
It is 63 questions long.
Click the Start Button to begin.
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Choose the best answer from the available choices, even if you do not agree with the choices given.
Depending on the speed of your computer, and/or ISP connection, you may see a blue page in between each question .

I tend to delay difficult decisions as long as possible in order to make the right choice.
1. Strongly Disagree.
2. Slightly Disagree.
3. Not sure/in between.
4. Slightly Agree.
5. Strongly Agree.
My Answer: 1
Next Question

Usage Report
(From 21 Jun 2007 to 29 Jun 2007)
Search the Database
Date Name Referral Source
Job Code
D = Duplicate Result
Questionnaire Score Time (min)
21 Jun 2007 June Cleaver Premier Farm Credit
Fort Morgan CO
21 Jun 2007 Dudley Dooright Capital Farm Credit
0637
0638
21 Jun 2007 Carole Brady
21 Jun 2007 Jerry Riggit
Fresno Madera
Farm Credit
Walter C. de Bruyn
22 Jun 2007 Jack Bauer AG Credit, Fostoria,
OH
22 Jun 2007 Pete Repeat Bob Broeckelman 0603
0643
0640
0629
Farm Credit
Appraisers
52%'tile
Farm Credit
Loan
Officer
88%'tile
Farm Credit
Support 1
23%'tile
Farm Credit
Loan
Officer
Farm Credit
Loan
Officer
Farm Credit
Loan
Officer
82%'tile
11%'tile
40%'tile
17 D
15
18
16
12
9

Website On-Line Interview
Campus
Associations
Friends
1,681
First 8 months
PRO Form
(Manager Completes)
Job Match
Personal Interview
(Completed in person or by phone)
PI Form
(Applicant Completes)

A
LOW Relative to Norm
B
LOW Relative to Norm
C
LOW Relative to Norm
D
Notes:
LOW Relative to Norm
NORM
AVERAGE
NORM
AVERAGE
NORM
AVERAGE
NORM
AVERAGE
Relative to Norm HIGH
Relative to Norm HIGH
Relative to Norm HIGH
Relative to Norm HIGH
5

Position:
Job Code:
Department Code:
Completed By:
Summary of PRO® Results
Loan Officer-Composite
A, Loan Officer
Notes:
Survey Date:
Report Date:
Multiple Managers
Loan Officer - Composite
05/31/2007
06/01/2007
Pattern Number: 42
The results of the PRO® should always be reviewed by a trained Predictive Index analyst. The
PRO Reporter® provides you with a brief overview of the results of the PRO®. If you have not yet attended the Predictive Index® Management Workshop, please consult someone who has attended in order to do a thorough job analysis.

This job requires connecting with people quickly in an outgoing, friendly manner. The use of persuasive communication skills to gain the interest and involvement of others in the work process is an important aspect of the job.
An extreme sense of urgency is needed, combined with getting work done in complete, accurate detail and in accordance with company standards and policies. The motivation for this position comes from a strong sense of duty and a feeling of responsibility for completing work both quickly and correctly.
A faster than average work pace is necessary combined with impatience for results.
Follow-up of delegated work must be very thorough. Decision making will be done with the ideas and advice of others, but always carefully and cautiously within the guidelines of established company policy.
Selling ideas to others and the ability to train, teach and motivate a team are strong aspects of this position. Change is an ongoing occurrence of this job and will be approached conservatively and with the support and guidance of management.

•SELF: Measures the individual’s basic pattern of behavior. “Doing what comes naturally”.
•SELF CONCEPT:
Measures the ways in which the individual is trying to modify (or change) his/her behavior to satisfy what he himself perceives to be the demands of his current job.
•SYNTHESIS:
Measures the ways in which the individual actually behaves in his/her current job and work environment
11

Name:
Survey Date:
Summary of Predictive Index® Results
Jolene
07/12/2007
Report Date: 07/12/2007
Pattern Number: 46
The results of the Predictive Index® survey should always be reviewed by a trained
Predictive Index analyst.

Jolene is unassuming, unselfish and has a genuine interest in other people and a strong, intuitive understanding of them. Outgoing and friendly, she enjoys working with others and is lively, warm company.
A pleasant and extroverted person, Jolene is an effective communicator, able to stimulate and motivate others while being aware of and responsive to their needs and concerns. Her congenial personality and friendly, interested attitude make her readily approachable. She gets along easily with a wide variety of people.
Her drive is directed at working with and for others. She derives particular satisfaction from doing things for others, for the company, for her management, for the team and for the company's customers. Cooperative and willing, she can be a particularly effective teacher and communicator of the company's policies, programs, and systems.
Working at a faster-than-average pace, she is attentive to details and both quick and accurate in handling them. She is, however, too impatient to enjoy working with details as repetitive routine or as her primary responsibility.
Anxious to be sure that things are done exactly right, Jolene will follow-up carefully and closely if her work requires that she delegate details to others. When it is necessary for her to be critical, she will try to do that in a constructive, supportive manner. Her sense of urgency and her sense of duty combine to make her actively concerned about the timeliness, as well as the correctness, of any work for which she is held responsible.
In general, Jolene is a cautious and careful person, respectful of company authority and traditions, a specialist who avoids risk and uncertainty by taking care to do things properly, working within the company's formal organizational structure.

Summary of Predictive Index® Results
Name:
Survey Date:
Pete
07/09/2007
Report Date: 07/09/2007
Pattern Number: 14
The results of the Predictive Index® survey should always be reviewed by a trained Predictive
Index analyst.

Pete is a self-disciplined, conscientious person who will develop a high degree of expertise and skill in a specialized job. He has the drive to get things done right and in accordance with established standards of accuracy and quality.
Pete is a conservative and analytical person who respects traditional organizational values.
Reserved, serious, and thoughtful about everything he does, he is a no-nonsense worker who worries about getting things exactly right. Never superficial, he will make sure that he knows what he is talking about before he speaks. He needs a lot of certainty and structure in his work so that he can avoid the chance of being blamed for mistakes.
Understanding the technical aspects of his work well, he is capable of exercising ingenuity in problem-solving within the limits of his specialized expertise and training. Conservative and eager to avoid risk, he is cautious and skeptical about new ideas. He will be comfortable with established, approved systems, technology, organizational relationships, and people.
In expressing himself, he is factual, sincere, and impatient to get on with the job at hand. Given responsibility for supervising others, he will be an exacting, rather strict boss who takes his responsibilities seriously and will demand that his subordinates get things done right and on time.
He is disciplined, and respects authority and established procedures. He will be critical with subordinates who do not meet his standards. He controls closely and delegates little.
Pete is the kind of person who strives to make sure that things get done right, and who is often placed in positions of control and trust. Given the necessary guidelines, he will carry out his responsibilities authoritatively and firmly. He has a sense of urgency, and works and functions, in general, at a faster-than-average pace, making decisions quickly as long as they are the kind of decisions that can be made in support of accepted policies.

• Validate the interviews to see if they sort the best performers from the lower performers.
• Complete the “Adverse Impact” studies to make sure they don’t discriminate against age, race and gender.
FCCServices, Inc.
Enriching business performance

40
30
20
10
15
0
Low Match
FCCServices, Inc.
24
31.4
Some Match High Match

$3,608,117
$4,000,000
$3,500,000
$3,000,000
$2,477,905
$2,500,000
$2,000,000
$1,500,000
$1,000,000
$1,474,700
$500,000
$0
Enriching business performance
Some Match High Match
*Figures based on an 18 month period

• Act like their parents –
– Loving, encouraging and rewarding them
– Give them business cards
– Invite to a management meeting
– No birthday should go uncelebrated
– Allow time off for community service
– Happy hours, softball games, group lunches
– First day on the job should be unforgettable
– Have “Jeans Day” every Friday
FCCServices, Inc.
Enriching business performance

Retaining Employees After You Hire Them
1.
The First Day Is Critical.
2.
Send Welcome Letter Or Card Prior To Their Arrival.
3.
Put Yourself In Their Shoes.
4.
Introduce The New Employee To Others.
5.
Make Sure Lunch Arrangements Are Made.
6.
Provide Meaningful Orientation.
7.
Keep Them Up To Date Through Training.
8.
New Employees Make Their First Impression In Minutes As
To Whether They Made The Right Choice Of Going To Work
For You.
FCCServices, Inc.
Enriching business performance

• Match Screened Applicants With The “
Job Opening.
Right”
• Match Screened Applicants With The Right
Association “Chemistry”.
• Match Final Candidates With The Right
“ Location”.
•
•
Retain the Best.
Build a meaningful Internship Program.
FCCServices, Inc.
Enriching business performance

RANK
7
8
5
6
9
10
3
4
1
2
FACTOR
I’d be valued by my manager
My manager would be prepared for my internship
I’d be challenged by my assignment
My mentor would be a valuable resource
I’d be working with people I liked and respected
Content of my assignment would relate to my major
I’d be satisfied with the geographical location
Opportunities to get to know other interns
Opportunities to learn about other parts of the company
I’d be treated like a full-time employee
FCCServices, Inc.
Enriching business performance
AVG.
RATING
8.75
8.71
8.65
8.59
8.54
8.52
8.30
7.98
7.96
7.92

FACTOR
Manager prepared for me
Satisfied with performance reviews
Challenged by my assignment
Responsive if assignment disappointing
Accurate job description
Measured against objectives
Mentor was a valuable resource to me
Assignment related to my major
My workspace was ready for me
Learned about other parts of the company
Expectation
#2 / 8.71
7.67
#3 / 8.65
7.42
7.86
7.78
#4 / 8.59
#6 / 8.52
7.56
7.96
Reality
7.25
6.65
7.68
6.68
7.16
7.09
7.95
7.93
6.98
7.40
.70
.69
.64
.59
.58
.56
Gap
1.46
1.02
.97
.74
FCCServices, Inc.
Enriching business performance

Reasons for Accepting full-time position
 Expectations exceeded on 20/24 factors
 Top factors exceeding expectations:
 Social events with management (+.85)
 Organized activities for interns (+.78)
 Worked with people I liked (+.71)
 My manager valued me (+.68)
 Housing arrangements satisfactory (+.62)
 BUT……My manager prepared for me (-.68)
FCCServices, Inc.
Enriching business performance

Reasons for Declining full-time position
 Expectations not met on 16/24 factors
 Top factors falling short of expectations:
 My manager was prepared for me (-2.60)
 Frequency/quality of reviews (-1.64)
 Mentor was a valuable resource (-1.58)
 Measured against objectives (-1.32)
 Had a challenging assignment (-1.31)
 BUT……Treated like FT employee (+.52)
FCCServices, Inc.
Enriching business performance

“They sat me down on the last day of my internship and told me that they’d be making me an offer for full-time employment at the beginning of the Fall recruitment season.
They kept in touch with me between the end of my internship and the offer being sent, just to see how I was doing and to see if I had any questions.
It made it really easy to accept their offer. They demonstrated time and again that they care for their employees.”
FCCServices, Inc.
Enriching business performance

“Success in business is about putting the right people in the right place at the right time. You can’t expect to have a successful working organization if you have the wrong people in the wrong jobs, no matter how many hours they may work. What you try to do is put people in positions that suit their natural abilities and inclinations.”
FCCServices, Inc.
Enriching business performance

ACES Executive Committee
President,
David Barton Kansas State University
Board Chair,
Larry Hammond Advanced Agri-Solutions
Board Vice-Chair,
Dale Locken
Board Secretary,
South Dakota Wheat
Growers
Brad Cowan Frontier Ag, Inc.
Board Treasurer,
Art Duerksen Farmway Co-op, Inc.
Consultant,
Bob Broeckelman FCCServices, Inc.
(785) 532-1508 dbarton@ksu.edu
(419) 739-4604 lhammond@aasc.com
(605) 225-5500 dlocken@sdwg.com
(785) 672-3300 bcowan@frontieraginc.com
(785) 738-2241 aduerksen@farmwaycoop.com
(800) 999-2687 bob.broeckelman@fccservices.com
FCCServices, Inc.
Enriching business performance

FCCServices, Inc.
Enriching business performance

Company Overview
Risk
Management
& Insurance
Operational
Support
Organizational
Effectiveness
Summit Point
Consulting
National
Discount
Program
Recruiting
And
Selection
FCCServices, Inc.
Enriching business performance

Company Overview
Business
Change &
Execution
Consulting
& Training
Organizational
Effectiveness
Governance
Effectiveness
FCCServices, Inc.
Enriching business performance
Institutes
&
Conferences
Leadership
Development
Enriching & Enhancing the
Way Your Organization Works

Company Overview
•Performance Consulting
•Compensation Consulting
•Sales & Sales Management
•Recruiting & Selection
Business
Change &
Execution
•Change Management
•Merger Consulting & Integration
•Feasibility Analysis
•Audit Services
Consulting
& Training
Governance
Effectiveness
Organizational
Effectiveness
•Board Evaluations
•Peer Evaluations
•Board Facilitation
• Meeting Design, Planning,
& Facilitation
• Bringing Together Experts,
Peers, and Industry Innovators
• On-site Coordination
FCCServices, Inc.
Enriching business performance
Institutes
&
Conferences
Leadership
Development
Enriching & Enhancing the
Way Your Organization Works
• Leadership Development
Training
• Executive Coaching
• Individual & Organization
Assessment

Company Overview
Preplanning
FCCServices, Inc.
Enriching business performance
Integrating
New Hires
Recruiting
Recruiting
&
Selection
Matching
Candidates to Jobs
Screening
Candidates
Getting the Right
People Onboard

• First day
• First week
• First month
• First six months
Company Overview
Preplanning
• Studying traits of successful employees
• Developing profiles
• Defining positions
• Writing job descriptions
Integrating
New Hires
Recruiting
Recruiting
&
Selection
• Identifying venues
• Developing materials
• Telling the company story
Matching
Candidates to Jobs
Screening
Candidates
• PRO Form – manager completes
• PI Form – applicant completes
• Personal Interview
FCCServices, Inc.
Enriching business performance
Getting the Right
People Onboard
• Prescreening resumes (if desired)
• On-line questionnaire
• Phone interview

Company Overview
Claims
Consulting &
TPA
Loss
Prevention
Insurance
Marketing
& Review
Risk
Management
& Insurance
FCCServices, Inc.
Enriching business performance
Risk
Assessment
Program
Administration
Alternative
Risk
Management
People-Focused, Customer-Driven,
Independent Risk Management Solutions

Risk Management Consulting
• Data analysis
• Safety training
• On-site Safety & loss control
• Exhaustive risk analysis
• Policy reviews
• Contingency planning
• Contract review
Loss
Prevention
Claims
Consulting
& TPA
Risk
Management
& Insurance
Insurance
Marketing
& Review
• Third-party administration
• Claim file audits
• Large claim reviews
• Reserve audits
• Process improvement
• TPA selection
• Placement of primary and excess coverage
• Outsource risk management
• Coverage design
• Brokerage selection & mgmt
• Captive & pool feasibility
• Design and implementation
• Captive & pool management
• Domicile analysis & selection
FCCServices, Inc.
Enriching business performance
Risk
Assessment
Alternative
Risk
Management
Program
Administration
• Marketing and customer service
• Certificate issuance
• Policy issuance
• Surveys & benchmarking
People-Focused, Customer-Driven,
Independent Risk Management Solutions

800-999-2687
Bob Broeckelman
FCCServices, Inc./Summit Point Consulting
FCCServices, Inc.
Enriching business performance