Our CEO, Tom Gimbel, recently spoke with SHRM Chicago members about how to attract top talent.

1. Bringing in the Best and the Brightest:
A Step-by-Step Guide to Better Recruiting

2. 2
LaSalle Network
LaSalle Network is a professional staffing and recruiting firm with
offices in the Chicagoland area and San Francisco.
Specializations: marketing, accounting & finance, technology,
administrative, call center, human resources and executive search
2015

3. Our Stats
• Average staff tenure: 4+ years
• Voluntary turnover: Less than 5%
• Percent of management team promoted from within: 90%
• Percent of executive team promoted from within: 60%
• Percent of staff engaged: 97%
3

4. National Quits Rate
50
1
2
3
2.0%
’01 ’02 ’03 ‘04 ‘05 ‘06 ‘07 ‘08 ‘09 ‘10 ‘11 ‘12 ’13 ‘14 ‘15
Bureau of Labor Statistics

5. • Bad hires interview strong candidates
• Bad hires impact culture
• Top talent associates with top talent
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Attract Top Talent:
Fire Fast

6. Attract Top Talent:
Build an Employer Brand
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7. 8
Attract Top Talent:
Build an Employer Brand

8. 9
Attract Top Talent:
Build an Employer Brand

9. Attract Top Talent:
Know what talent wants
Top Job Satisfaction Aspects in 2014
• 72% respectful treatment of all employees at all levels
• 64% trust between employees and senior
management
• 63% benefits, overall
• 61% compensation/pay, overall
• 59% job security
12
SHRM – Employee Job Satisfaction and Engagement Study

10. Top priorities for 2015 college graduates:
• Compensation & pay – 59%
• Career advancement opportunities – 59%
• Training and development opportunities – 50%
• Meaningful work – 44%
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SHRM – The Hiring of 2015 college graduates
Attract Top Talent:
Know what talent wants

11. Recruiting Trends to Watch:
Social Recruitment
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12. Recruiting Trends to Watch:
Video Recruitment
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13. 16
Recruiting Trends to Watch:
Thought Leadership
Podcasts BlogsLinkedIn

14. Recruiting Trends to Avoid
• 100% automation
• No in person screening
• Screening solely based on social media
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15. Non-negotiable:
Emotional Intelligence
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• Connect with customers
• Great leaders
• Reflective
• Learn from mistakes

16. Screening for EI
• Descriptive language
• Own failures
• Thoughtful
• Connect on a personal level
• Proactively explain motives for applying
• Candid
20

17. Non-negotiable:
Soft Skills
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• Communicative
• Team player
• Collaborative
• Building
relationships
• Strong work ethic
• Initiative
• Independence
• Critical thinking

18. Screening for Soft Skills
• Assign projects
• Have candidates meet with multiple
employees
• Evaluate follow up
22

19. Non-negotiable:
Culture Fit
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• Helps ensure longevity
• Jell with team
• Maintain levels of service

20. Screening for Culture Fit
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21. 25
250 resumes 4-6 face-to-face
interviews
2
Offers
Volume of Candidates
15+ phone screens
=

22. Onboarding New Hires
• Welcoming them
• Culture training
• One-on- one with manager – outline
responsibilities and expectations
• Formal training
• Micromanage to start
26

23. Retaining Staff
28

24. Employee Engagement
• 30% of the US workforce in engaged
• 35% of management is engaged
• 2:1 Ratio of engaged to actively
disengaged employees
29
Gallup State of the American Workforce

25. 30
People join companies,
they quit managers.

26. Show You Care
Compassion Collaboration Competition 31

27. 3e Management System™
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Educate
EmpowerEmpathize

28. Educate
Internal
• Corporate grandparenting
• Staff council
• On-the-spot coaching
• Training from leadership
External
• Industry associations
• Management associations
• Webinars
• Conferences
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Educate

29. Empower
• Involve talent in the company’s
future
• Grant employees independence
to take on team projects or to
start their own initiatives
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Empower

30. Empathize
• Employees have lives outside
the office doors
• Build relationships
• Encourage employee
friendships
• Put yourself in your clients’
and co-workers’ shoes every
day
35
Empathize

31. Over-Communicate
• Open-door policy
• Mentorship program
• Company-wide
weekly meetings
• Get to know staff on
a personal level
• Promote internal
communication
• Give regular
feedback
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32. Identify Motivators
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• Personal development
• Acknowledgement and respect
• Camaraderie and fun
• Increased responsibility and challenge
• Flexibility and time off
• Compensation

33. Stay Interviews
• Identify motivators
• Retain high potential employees
• Engage staff
• Pinpoint pain points
• Find warning signs
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