Talent Management & Acquisition
Winning
the War!
The War for Talent
What is Talent Management?
A process of planning for, sourcing
and selecting, on boarding,
assimilating, developing and
retaining top talent in order to
achieve an organization’s mission or
strategy.

TALENT MANAGEMENT PROCESS
Workforce
Planning
Sourcing
Interviewing,
Assessment,
and Selection
Orientation/Assimil
ation:
First day - first few
months
Goal Setting
Performance
Management
Final Candidate
Selection and
Offer
Acceptance
On Boarding:
Acceptance - 1st Day
Development
Planning
Total Rewards
Recognition
Career Pathing
A Strong Employee Value Proposition
Having a Talent Mindset in Your Organization
Fueling The War for Talent~
The Information Age
Higher Caliber Talent
Job Security
The landmark study…
Bottom line…
Effective Talent
Management is making
sure you have the right
people, in the right place
with the right capabilities,
at the right time.
Top 10 Jobs
US Employers are Having Difficulty Filling
1
2
3
4
5
6
7
8
9
10
Skilled Trades
Drivers
Teachers
Sales Representatives
Secretaries, PAs, Receptionists, Admin. Asst., Support Staff
Management / Executive (Management / Corporate)
Nurses
Technicians
Accounting & Finance Staff
Engineers
Collier County is a GREAT place to live, work and play!
But, the reality is…
• Huge economic gap
• Cost of living is very high
• Seasonal implications
• Over reliance on Tourism
• Over reliance on small/medium businesses
Implications of this reality…
• A family of three
needs an income of
$45,000 per year
to survive
Implications of this reality…
• About 1 in 5
children under the
age of 18 is living
at or below the
poverty level
Implications of this reality…
• More than 54% of
Collier county
students in grades
pre-K through 3 live
in non-English
speaking homes
What
I LEARNED
about the nonprofit
world in Collier County…
What
DID I MISS?
Your biggest
pain point is…..
…hiring and retaining top talent
My “mission” for nonprofits in Collier County……..
Sharing the “Secret Sauce”
Attracting
Developing
Retaining
Talent Strategy
needs to be
determined…..
Where is your
agency in terms of
its organizational
life cycle?
2Sharing
Preparation
Methods
the “Secret
Sauce” for…
Generational
Issues in the
Workplace
Why
Employees
Leave
Their Jobs
Our Four Generation Workforce Provides Challenges
Managing a multi generational workforce…
Top Four Reasons Why an Employee Leaves a Company
Top Four Reasons Why an Employee Leaves a Company
1 Management
2 Lack of Advancement
3 Lack of Recognition
4 Salary and Benefits/Too
Much Work
Main
Ingredients
Sharing
the “Secret Sauce” for…
Begin
Sharingwith…
the “Secret Sauce” for…
Crafting a winning
Employee Value
Proposition
Rebuilding your
Recruiting Strategy
Crafting a Winning
Employee Value Proposition
Why a candidate would leave
their current company?
 What keeps your employees
coming back?

Starbucks EVP
To Be A Partner
Being a Starbucks partner means having the opportunity to be
something more than an employee. Gigantic possibilities lie ahead—to grow as a person, in your
career and in your community. To live the Starbucks mission and to be a leader. It’s the opportunity to
become your personal best. To be connected to something bigger. To be meaningful to the world. And
to be recognized for all of it. It’s all here for you.
Connect to Something Bigger
Connecting with each other, with our customers
and the communities we are a part of fosters a deep sense of purpose at Starbucks. We believe we
can all become a part of something bigger and inspire positive change in the world around us. That’s
why we go out to do community service as a team throughout the year, partnering up with
organizations to revitalize and enhance the neighborhoods we serve.
Benefits
At Starbucks, our Total Pay package is called “Your Special Blend.” It’s a benefits
package that is tailored to the needs of our partners. And it’s designed just for you
We look for people who are adaptable, self-motivated, passionate, creative team players. If that
sounds like you, why not bring your talents and skills to Starbucks? We are growing in dynamic new
ways and we recognize that the right people, offering their ideas and expertise, will enable us to
continue our success.
Rebuild your Recruiting Strategy
 Workforce
Planning
 Develop
a Performance Profile
 Develop
a Sourcing Strategy
 Utilize
Behavior Based Interviewing
 Determining
 Reference
Candidate Motivation
Checking
Behavior Based Interviewing
(BBI)
Example of a Competency
Managing Change: The ability to demonstrate support for
innovation and for organizational changes needed to improve
the organization's effectiveness; initiating, sponsoring, and
implementing organizational change; helping others to
successfully manage organizational change.
Behavioral Indicators:
Personally develops a new method or approach.
Proposes new approaches, methods, or technologies.
Develops better, faster, or less expensive ways to do things.
My Golden Rules
of Interviewing

Measure first impressions last

Listen 4x more than you talk

Get the details ~ get EXAMPLES

Look for trends over time

If it doesn’t pertain to the job,
don’t ask it!
Candidate Motivation
A Word on Candidate Selection…

Ultimate test: always go back to your job profile. Measure the
candidate against your job profile and the competencies in your
profile (organization and role competencies)

The best candidates want to work for a great manager with good
interviewing skills with knowledge about and passion for the
organization!
A final thought…….
Candidates judge the quality of the company and the quality of their
potential manager by the quality of the interviewing process!
Lesson Learned
Rejecting a “problem employee” during the hiring
process creates minimal exposure. The real
exposure comes when you hire a bad candidate and
subsequently have to fire them!
Next
Key
Sharing
theIngredient
“Secret Sauce” for…
Next
Key
Sharing
theIngredient
“Secret Sauce” for…
Coaching for
Performance –
Regular Feedback
Weave Development
Into Your Organization
Next
Key
Sharing
theIngredient
“Secret Sauce” for…
Goals Tied Your
Mission with
Line of Sight
Development Plan
that the
Employee Owns
Next
Key
Sharing
theIngredient
“Secret Sauce” for…
Get Them
Excited!
Add
2 Cups
Retaining
Sharing
the “Secret
Sauce” for…
Add
2 Cups
Retaining
Sharing
the “Secret
Sauce” for…
Differentiate and
Affirm Your
Employees
Career Pathing and
What’s Next
Differentiate and Affirm Your People
Superkeepers
Keepers
Solid Citizens
Questionable
“A” Players
Superior performance, inspire others,
embody core competencies of the
organization
3-5%
“B” Players
Exceed expectations, help others
improve performance, exhibit core
competencies
20-25%
“C” Players
Meet performance expectations,
enhance work of others, meet org
competencies
70%
???
Immediate remedial effort needed to
move up to Solid Citizen or out of the
organization
5%
Add
2 Cups
Retaining
Sharing
the “Secret
Sauce” for…
Total Rewards and
Recognition
Make Sure Everyone
is Embracing a
Talent Mindset
Everyone must
embrace a talent
mindset…
…and it starts with
YOU!
Ideas for What’s Next

I’d love to hear from you…I’d love your input and ideas

I will share any of the templates, or the BBI Guide Book

Your ideas on workshops by topic with case studies

Designed for Executive Directors and HR Directors

Sample topics:


New employee on-boarding, orientation, and assimilation

Performance management – employee evaluation, performance improvement

Development Planning, Career Pathing and Succession Management

How to create a Talent Mindset in your organization
Complete with Guidelines, forms, and suggested policies and/or procedures

Workshops for new key employees – surviving the first year of a job

Individual agency consulting around specific pain point solutions
life is short.
work somewhere awesome…
Thanks!