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We hope you find that the information presented here is helpful in meeting the challenges you face every day in the ongoing management of talent (recruiting, retention, and market trends). Your suggestions for topics AND your feedback on topics/blog posts are always welcome!

Archive for January, 2010

Succession Planning

Friday, January 22nd, 2010

Why do so many companies not engage in Succession Planning yet know they should?

I wish I had an answer for you. This past week, I had 5 meetings where this topic came up based on company demographics – specifically relating to the senior team. In each of the 5 meetings, the HR person (1) knew the critical nature of the situation and (2) was running into heavy resistance in pushing initiatives in this area forward.

“I intend to live forever; so far so good!”

(If you read this, it’s a great day!) This is a favorite quote from the president of a past client. She is in her late 60’s/early 70’s (only she knows for sure) and will not think about hiring her successor(s). Is it a problem for today? Is it a problem for tomorrow?

So many resources – and all with the same theme

In doing a literature search, there were clear and consistent subject areas/topics:

  • The first topic is that the vast majority of companies are sadly behind in this area. They have done little if any planning.
  • The second topic is that these same companies that are not doing anything in this area are now realizing that they have to.
  • The third and most important topic is that regardless of the source of the study/information, there are some important themes that need to be followed in order for succession planning to start, have potential impact, and be sustained and successful.

Over the next few entries we will informally compile what we are seeing in the literature and address these themes.

Please make sure to send your comments and questions as we address this important and somewhat neglected area.

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Posted in Succession Planning

Social Networking: LinkedIn?

Monday, January 18th, 2010

Is LinkedIn the NEW monster in the room?

Yes – I have a LinkedIn profile. Yes – I have multiple ‘electronic’ contacts. What is LinkedIn becoming – and is it of value?

Networking is an overused job search term

Networking is, in all studies I have found, the number one way in which people find new positions. When I think of networking, I think of strategically scheduled meetings with key connections. It may be about jobs; it does NOT need to be. It can be about anything – it is simply an exchange of information.

It is an overused term by its current connotation . . . . . the way to find a NEW job.

Is LinkedIn the way to go?

In looking at LinkedIn’s homepage, I discovered that conducting a job search (as a candidate) is not listed among the reasons for having a LinkedIn account. In all honesty, the homepage does list “Post and distribute job listings to find the best talent for your company” as one of its suggestions.

Believing what you read?

I checked the LinkedIn profiles of candidates that, through external verification, we found did not tell us the truth about their credentials. Their profiles contain the same mis-information. I decided to check further – people I know with a short-tenured employment situation or two. Interestingly, some of their past employers were not listed as part of their work history.

Are people more likely to make false statements on LinkedIn or on a resume? In discussing it with my colleagues here, we decided that people would more likely falsify their background on LinkedIn. Why did we come to this (unscientific) conclusion? LinkedIn is a personal ‘advertisement’; a resume is directly submitted to an employer – and has ramifications if it is not correct.

Be careful!

Yes – LinkedIn is one of the tools in use today by retained search firms. It is also in use by many employers as a primary or one of the primary talent acquisition strategies in use. We have found that between 10% and 15% of the people we want to interview have created a degree on their resume that does not exist. We assume the numbers are the same (if not worse) with LinkedIn profiles.

Posted in Social Networking

Employee Engagement: Tough News Week!

Monday, January 11th, 2010

U.S. Job Satisfaction Hits 22-Year Low

(Conference Board’s survey – as reported on CNNMoney.com – 1/5/2010)

More Executives Seek New Jobs

(Minneapolis/St. Paul Business Journal – 1/8/2010)

Last week was a tough news week for people concerned about employee retention and engagement. Tuesday’s news (1/5/2010) started with the Conference Board’s survey of 5,000 households which stated that only 45% of employees were satisfied with their jobs. Our own Minneapolis/St. Paul Business Journal carried an article with the title More Executives Seek New Jobs. There were countless other related and equally dismal articles from a multitude of sources.

It IS the time to be proactive

This isn’t about ‘them’ . . . . . it is about you and your company. There are studies being done all the time about employee engagement – in individual companies (or areas within companies) or on a more global scale. The themes that result are reasonably common, but not always perfectly consistent.

Employees want to be heard

I was asked after e-mailing out a presentation called Employment of Choice why companies bother conducting engagement surveys if they already knew the answers. My simple response was that employees want to have a voice in what is being done. They want to be heard and they want their comments acknowledged AND acted upon where possible.

The articles referenced above predict extreme turnover as the economy slowly improves. Neither article gave any suggestions for dealing with the situation. So . . . . . what can be done?

A brief literature search suggests the following ideas:

  • daily or weekly communications update from the C-suite
  • implementation of a company blog relating to business issues and updates
  • on-line tracking (and displaying) of company progress toward 2010 goals
  • special celebrations – relating to incremental AND monumental progress toward goals
  • training – and having employees who go to outside training (or receive internal training) share the knowledge through conducting sessions

The possibilities are endless

. . . . . as are the suggestions available. The key seems to be to determine what YOUR employees want and need and then to develop a situation-specific solution. Communication is always a theme – and one that doesn’t have to cost anything. Visibility by the senior team is also important. This is NOT an HR program, but a series of activities that should truly emanate from the top.

One final (AND somewhat controversial) thought for this blog entry . . . . . zero turnover is not necessarily a goal you want to achieve. Retention of the people you want and need to achieve the 2010 goals and objectives of your organization while living up to your mission/vision will be key.

Posted in Employee Engagement