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Similaire à The Last 5 Years - Did they really just happen?
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The Last 5 Years - Did they really just happen?
- 1. The Last 5 Years – Did that really just happen?? Paul McClatchie 24th January 2013
- 3. 2006 • Every sector busy • Huge number of jobs, low unemployment • Broad demand for Accountants and Solicitors • Staff turnover high • ‘Good people, hard to find’ • Highly competitive environment
- 4. 2007 More of the same Continuous rise in salaries First signs of International firms frowning at salaries A mention of the ‘credit crunch’ (I joined Venture!)
- 5. 2008 • Nervy times • International firms ploughing ahead • Anglo recapitalised • Venture prominent
- 8. 2009 • Crash, Bang, Wallop • Ignore the news! • Panic stations • Make decisions on our people • Keep the good people • Invest time to understand Digital Marketing/Social Media • “Sleeping like a baby”
- 9. 2010! • March 2010 – 70K in revenue • Top performers dedicated, hired other top performers (Legal and Sales) • KPI’s agree on 3 and stick with it. • JobScience • Waved bye bye to certain clients
- 10. 2011 Specialist market – ‘good people hard to find’ 80/20 rule Personal brand The harder we work, the luckier we get Thought leaders in Social Media
- 11. 2012 • €300m t/o – record profits • Duel speed economy • Precision in how we work • Cpl Values – why? • 200 people in Central Europe
- 12. Your Top Talent Wants… • Challenge • Opportunity • Lack of bureaucracy • Accountability • Other top talent • Mentors
- 13. Increased Productivity 225 185 150 100 100 100 Average Top Average Top Average Top Performer Performer Performer Performer Performer Performer Low Complexity Jobs Medium Complexity Jobs High Complexity Jobs Journal of Applied Psychology
- 14. Takeaways 1. When is the last time the whole team talked only about talent. 2. Does your selection process make it easy for people to want to join your organisation. 3. Do you know what your brand says to your potential hires. 4. Are you a good place to work, don’t just say you are. 5. Hiring and holding talent starts with the CEO.
- 15. QUESTIONS Name: Paul McClatchie Title: Manager, Careers Register Phone: 01 500 5913 Email: Paul.mcclatchie@cpl.ie Twitter: @careersregister Website: www.careers-register.com
Notes de l'éditeur
- Most people approach their work in one of three ways: as a job, a career, or a callingInfo on junior achievementNetflix – how ever many holidays you want but linked to a very strong performance management modelSo who are your best employees and are you just letting them get on with it?
- I will promise is that everyone will learn something and that you will be able to take away actions from this.All slides will be online so no need to take notes.I am trying to cover the MNC and the start up of 8 staff so perhaps not everything will be specifically relevant to you perhaps
- Temporary high unemployment is generating an overwhelming pool of the wrong applicants when companies need to tightly match the right skills with the candidates they need to recruit.Conclusion – hiring is very difficultFirst you need to find the right people and either you find none or you are swamped with applicationsThen you need to be clear who is right for youThen they need to want you…not as straightforward as it seems given people are not rational
- How do we find that diamond candidate that no one else knows about…
- We have a run of the mill job that many people could doThe internet makes it easy to send lots of job applications to the wrong jobs – same for everyone
- Temporary high unemployment is generating an overwhelming pool of the wrong applicants when companies need to tightly match the right skills with the candidates they need to recruit.Conclusion – hiring is very difficultFirst you need to find the right people and either you find none or you are swamped with applicationsThen you need to be clear who is right for youThen they need to want you…not as straightforward as it seems given people are not rational
- You do not look at the network and knowledge within the teamWho has ever recalled in their time in business when someone is hired and everyone goes “how did that person get hired” Most people have come across this. The team know who fit – this does not mean they get total control but they should be listened to and it absolutely engages the teamThey are also your best sort of referrals – the best way to hire a person for which many people can do the job is not advertising at all but just to see who internally knows someone and more importantly can vouch for themHiring managers prioritse speed over quality
- You do everything by interview – therefore you are using a very poor assessment tool, and you do it 5 times as opposed to giving some sort of a test – you would not hire a secretary without checking typing speed, there are plenty of tests to give IT, marketing, finance professionals but we do not use them Its about de-selection not selection however de-selecting based on degree would exclude such visionaries such as:Steve jobs, Mark Zuckerberg, Michael dell etcIf you found the perfect candidate would you hire them – no I need to see a few more candidates!You take forever to make a decision because rightfully you worry about hiring but you end up losing candidates who love companies that can move the process alongYou do not put out your best people to hire Reference – nothing highlights better how good they are – work harder to get reliable references, there are ways around companies saying they don’t give out references – we are a small village really – someone will always know someoneAlways be ready to hire – many great people apply to companies they love not positions and companies cannot handle this – you need to!
- I will promise is that everyone will learn something and that you will be able to take away actions from this.All slides will be online so no need to take notes.I am trying to cover the MNC and the start up of 8 staff so perhaps not everything will be specifically relevant to you perhaps
- Think of how good your best people are and how easy it is to work with them – now look at it from their side.Good to great – bureaucracy only exists because of the 10% who would not do it unless you checked up on themNetflix in the US gives out unlimited holidays BUT it also has a very strong performance management culture – they can work together. Info on companies not using email after hours – VolkswagenHere is the other point – if you asked your teams who were the worst performers, most likely not to last – they will tell you –everyone knows – we just don’t do anything about it
- Mckinsey study says senior managers over 60% do not invest the requisite time – until you discuss it you don’t know what you need to doPeople express tray tables…Boards.ie will tell me if you are a good company = not your websiteMichael O’Leary story
- Good to great – bureaucracy only exists because of the 10% who would not do it unless you checked up on themNetflix in the US gives out unlimited holidays BUT it also has a very strong performance management culture – they can work togetherHere is the other point – if you asked your teams who were the worst performers, most likely not to last – they will tell you –everyone knows – we just don’t do anything about it