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DEVELOPING AN ENHANCED EVP TO ENGAGE AND ATTRACT KEY TALENT
June 2013
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Agenda
Introduction • Introduction and welcome• An overview of our research
Key finding from our research: what talent wants• Background content• Individual journey to talent segmentation• Table Activity: Talent interest groups
Using storytelling to attract and engage critical talent• Storytelling and the rich picture• …So tell us a story….
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An overview of our research
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KEY FINDING FROM OUR RESEARCHWHAT TALENT WANTS: THE JOURNEY TO TALENT SEGMENTATION
1.
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What talent wants: the context we are operating in
Then (2007) Now
The Top Five talent issues THEN
1. Identifying and developing the internal talent pipeline
2. Succession coverage for business critical roles
3. Acquiring and developing mobile managers
4. Acquiring and developing technical experts
5. Retention of talent
The Top Five talent issues NOW
1. Identifying and developing the internal talent pipeline
2. Acquiring strategic skills for the future
3. Retention of talent
4. Introducing/recalibrating talent management
5. Using talent management to drive change/turnaround
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What we explored
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What we found
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Why does it matter?
The relationship between total shareholder return (TSR) and the degree of alignment between what talented individuals in a particular organisation said they want and what their organisation said it offers them.
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How well do you know your talent?
What challenges do they
face?
What are their needs
and wants? Could you be doing
any more to meet
their needs, wants
and challenges?
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The six groups we found
Planners
Connectors
The Nurtured
Opportunity Seekers
Career Ladderists
Brand Enthusiasts
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· Once you know your Talent Interest Groups, their challenges and the employee experience you want to
create for them, the next step is to use all of that insight to create EVPs that match what you offer to the
needs of the groups.
Matching what you offer to the needs of the Talent Interest Groups
· A good place to start would be to determine the core areas of your EVP. Our model takes a holistic view of compensation, benefits, learning and development and work environment.
· Then think about what you are offering
within each of these areas.
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Table activity: what this means for organisations
Think about the Interest Group you have been allocated...
What could your organisations do, to really cater for the needs and wants of this group of people?
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USING STORYTELLING TO ATTRACT AND ENGAGE CRITICAL TALENT
2.
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What does this story do…?
The idea of Disneyland is a simple one. It will be a place for people to find happiness and knowledge. It will be a place for parents and children to spend pleasant times in one another’s company, a place for teachers and pupils to discover greater ways of understanding and education. Here the older generation can recapture the nostalgia of days gone by, and the younger generation can savour the challenge of the future. Here will be the wonders of Nature and Man for all to see and understand. Disneyland will be based upon and dedicated to the ideals, the dreams and hard facts that have created America. And it will be uniquely equipped to dramatise these dreams and facts and send them forth as a source of courage and inspiration to all the world. Disneyland will be something of a fair, an exhibition, a playground, a community centre, a museum of living facts, and a showplace of beauty and magic. It will be filled with the accomplishments, the joys and hopes of the world we live in. And it will remind us and show us how to make those wonders part of our lives.
Engagement through storytelling – The Walt Disney example
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Telling your EVP story
What is the compelling story behind your EVP?
• Work in pairs to create your story
• On your tables, share your stories and receive feedback
• Feedback should focus on your responses as the audience to the story:
• How did you fell when you heard the story?
• What did the story encourage you to do?
• What did you feel or think about the speaker?
• What would you have loved to hear more of?
• Plenary to share stories and experiences
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Engagement through storytelling – Hints and Tips