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Strategies to attract, retain and engage employeesRandall Rogers Director, Sales and Service Talent Acquisition

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Agenda• Attracting the right Talent

Call to action! The labor market and employee demographics Partnering with local technical schools Employee referral programs Alternative talent channels Social Media

• Retaining and Engaging Talent Start with culture Setting and measuring performance expectations and standards Employee engagement Outcomes

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Example - HVAC Technicians Labor Market

• Competitors stepping up their recruiting game to grow their business• Job Growth Outlook for HVAC techs : 2012-2022 (www.bls.gov)

21% (Much faster than average of 11%) Highly competitive labor market

• Technical and Community Colleges Enrollment has soared due to return of overseas manufacturing & retraining Colleges are struggling to meet demand

• Significant drop in overall US unemployment, approaching “full employment”

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Trane technician demographics…similar across other skilled trades• Mechanical HVAC technicians – average age 43, with 10

years of tenure• Controls technicians – average age 31 with 7 years of

tenure

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Best Practice #1-Early Talent• Establish partnerships with local schools:

Recruiters and Business Leaders own the relationship Invest in scholarships & endowments Regular presence on campus and at school events (not just career fairs) Lock in the best and the brightest early on with Internships/Co-ops Example – we doubled Penn Tech hiring since 2013 Don’t forget high schools and charter schools focusing on skilled trades.

Build relationships with guidance counselors

Tip – Ensure that internships have structure,offer jobs upon completion to lock them in

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Best Practice #2 –Experienced Talent• Ensure you have a generous referral program:

50% of our sales and service hires are through employee referrals (over 500 per year)

Signifies engaged employees Referrals tend to be higher performers Shortens the cycle time for recruiting Low cost option when considering total cost of hiring and recruiting If you already have a program; consider increasing the communications,

energy and even the payout amount!

Do you know how many of your new hires are referrals?

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Best Practice #3-Experienced TalentConsider alternative channels of talent for that hard to find middle talent:• Military and Veterans

Strong value proposition for veterans Contact nearby military base transition centers Partner with an agency that has credibility within active duty community. Examples include;

Recruit Military Orion Lucas & Associates Military.Com

Military pays for final move, allows for consideration of talent not currently in your local market! Tax credits at both federal and state level

• Temporary labor conversion to permanent hireTip: Whatever the channel, ensure your new employee has a good onboarding experience

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Best Practice #4 Cultivate your Employer Brand via Social Media

• Glass Door…. Current Employees People that have interviewed Work conditions Reviews of management and CEO

• Linked In (Most salaried employees will have an account)

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What does Glass Door say about you?

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Agenda• Attracting the right Talent

Call to action! The labor market and employee demographics Partnering with local technical schools Employee referral programs Alternative talent channels Social Media

• Retaining and Engaging Talent Start with culture Setting and measuring performance expectations and standards Employee engagement Outcomes

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Best Practice #1Culture is King – Create an environment that encourages everyone to work their best, and top talent will come knocking at your door.

• Define what you want your culture to be – not necessarily what it is today• Culture should reflect your values and expectations• Focus on strong points not your weaknesses • Constantly reinforce at every opportunity

Formal communication – town halls, e-mails, mailers Informal communication – recognition and feedback

• A company culture will help you attract early talent• Culture is modeled behavior – it is set at the top• Tells the ‘story’ of your strategies and how employee support it.

Tip - Hire to your to build your culture - It’s companies that think about hiring warm bodies to man posts as opposed to hiring people to take care of customers that are destined to fail.

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Examples of business culture

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Best Practice #2Establish a Performance Management process for ALL levels of the organization

• “What gets measured gets done”• Aligns resources to common outcomes

Day to day activities Strategic initiatives

• Objectively identifies and allows for differentiation of high performers

• Very strong correlation to retention of best talent• Standard processes drives common language• No surprises – people understand expectations• Enforces consistent performance guidelines –

halos and horns

Tip - Frequently measure and give feedback• Publically recognize good

performance and support of company culture

• Privately discuss opportunities for improvement

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Best Practice #3

Tip – Driving engagement does not need to be onerous,but there are some tools that can help.• Love ‘Em or Lose ‘Em Getting Good People to Stay – by Beverly Kay and Sharon-Jordon-Evans• Carrots and Sticks Don’t Work – Paul Marciano

Develop an approach toward Employee Engagement

• You are 2/3 of the way there with an established culture, performance management process and development planning

• Hold your people leaders accountable for driving engagement

• According to Gallup the No. 1 reason people quit their job…”People leave managers not companies”*

• Companies with engaged employees boosted operating income by 19% - companies with the lowest percentage of engaged employees, saw operating income fall by 33%**

• Multiple survey providers – Gallup, Kenexa, HR Solutions – can even create your own.

• source: AOL news• ** Towers Perrin• Image from HBR “The Impact Of Employee Engagement on Performance”

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Reference material

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What you can expect….Some results that we have experienced

• 95% retention of key talent• Improved brand recognition when doing campus recruiting• Cohesive story to tell potential recruits• Significant productivity improvement• Reduced first-year attrition in one critical role from 40% to 20%• Improved pipeline of talent • Feedback from employee express that they better understand company

strategy and how their work supports business goals• Proven link between Employee Engagement and Customer Satisfaction

scores• Reduced time to fill open roles

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