MM SHRM 2017 Spring Conference 4/27/2017
THANK YOU FOR HAVING ME TODAY!
 President & CEO of the Novo Group since 2015
 CHRO and CAO leadership roles over a 24 year career in the Human
Capital profession for organizations ranging from 50 to 400,000+
employees
 Started my career in Talent Acquisition and it’s still my heart and soul
professionally. Without talent, there is no HR!
My Personal “Noble Purpose”
“Grow for a lifetime by leaning into my discomfort.
Create an environment around me where others
can realize and reach their potential.”
WWW.THENOVOGROUP.COM
2
3
THE END OF
‘ONE SIZE FITS ALL’
RECRUITING
 The Dynamic
Recruiting Landscape
 One Size Fits All – A
Dying Style
 EVP and the Candidate
Experience
 Building an Inspired,
Flexible Model
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 1
MM SHRM 2017 Spring Conference 4/27/2017
THE DYNAMIC RECRUITING LANDSCAPE
WHAT TRENDS DO WE NEED TO ADJUST TO?
What do the top executives
of companies with the most
recognizable and respected
talent programs say about the
importance of engaging
the workforce?
WWW.THENOVOGROUP.COM
5
Greg Harris, Quantum Workplace: Engaging the Laszlo Bock, Google: We want to understand
what works here rather than what worked at any other
hearts, minds, and hands of talent is the most
organization.
sustainable source of competitive advantage.
Doug Conant, Campbell Soup: To win in the
marketplace, you must first win in the workplace.
Howard Schultz, Starbucks: We will never—and
I mean never—turn our backs on our employees.
Tony Hsieh, Zappos: To make customers happy, we
have to make sure our employees are happy first.
Rick Fererico, P.F. Chang’s: You have to be a
place that’s more than a paycheck for people.
Jason Lauritsen,Talent Anarchy: Engagement is a John Mackey, Whole Foods Market: If you are
lucky enough to be someone’s employer, then you have
renewable decision daily that is voluntarily given when
a moral obligation to make sure people do look
the company has proven worthy of it.
forward to coming to work in the morning.
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 6
2
MM SHRM 2017 Spring Conference 4/27/2017
THE LOOMING
TALENT CLIFF
 Every day 10,000 Baby
Boomers turn 65
 Companies need to set the
stage now for the next 12
years of impact of retirees and
lost workers
 Workers that put retirement
on hold during the Great
Recession are now gaining
back their portfolios and will
begin retiring at a rapid pace
WWW.THENOVOGROUP.COM
7
WORKFORCE
DEMOGRAPHICS
REALLY ARE
CHANGING FAST
DO YOU REALLY
UNDERSTAND HOW
TO ENGAGE THE NEW
WORKFORCE?
Source: US Census Bureau
WWW.THENOVOGROUP.COM
8
THE DYNAMIC RECRUITING LANDSCAPE
The Great Recession changed everything we did and knew about recruiting:
 Though we are 7+ years past the recession, the resulting cookie-cutter talent acquisition
approach endures
 Human Resources does more with less now more than ever
 Recruiting efficiency and cost reduction has dehumanized our human programs at a time when
candidate expectations have evolved greatly
 Don’t walk blindly toward the looming talent cliff
 We will always have multiple generations in the
workforce
 Candidates expect engagement!
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 9
3
MM SHRM 2017 Spring Conference RECRUITING’S NEW REALITY
4/27/2017
Source: LinkedIn Global Recruiting Trends 2017
In 2017, Recruiting Teams will:
Top Challenges Recruiting Teams face in 2017:
WWW.THENOVOGROUP.COM
10
WHAT DO TALENT ACQUISITION LEADERS SAY ABOUT
RECRUITMENT SPEND AHEAD?
WWW.THENOVOGROUP.COM
Source - LinkedIn
11
ONE SIZE FITS ALL RECRUITING – AN EXTINCT MODEL
WHAT DOES TODAY’S CANDIDATE EXPECT? AND WHAT CAN YOUR ORGANIZATION DO ABOUT IT NOW?
Kelly Renz, President & CEO‐Novo Group, Inc. 4
MM SHRM 2017 Spring Conference Your People Are Your Only True Differentiator
4/27/2017
Everyone Is A Brand Ambassador,
Everyone Is A Recruiter
"You need to have a collaborative
hiring process.“ Steve Jobs
Top Priority Positions With A Large
Talent Pool Are Where You Want
To Get Social
“The competition to hire the best will
increase in the years ahead. Companies
that give extra flexibility to their employees
will have the edge in this area.” Bill Gates
Candidates Just Want To Be Loved
An Employee In The Actual Job
Communicating Via Social Media With
Candidates For A Like Role Proves Most
Effective
"A company should limit its growth
based on its ability to attract enough of
the right people." Jim Collins
"First-rate people hire first-rate people;
second-rate people hire third-rate people."
Leo Rosten
WWW.THENOVOGROUP.COM
13
CAREERBUILDER'S 2016 CANDIDATE EXPERIENCE TOOLKIT SAYS ITS
RESEARCH SHOWS:
“The recruitment process has become
increasingly impersonal - for both
candidates and recruiters - and it’s
obvious both sides aren’t satisfied with
the experience.
The challenge? Each side has very
different ideas about what makes the
other side tick - and what needs to be
done to improve the experience.”
WWW.THENOVOGROUP.COM
14
 Candidates have options – we are seeing the trend of
competing offers again for high-demand skills
 In an effort for streamlining and efficiency, automated
processes and technology have pushed the human
connection point between a potential employer and
candidate even further apart
o An over-engineered recruiting process feels
uninspired and impersonal: it doesn’t
acknowledge individual career goals, talents and
paths
 The rote and disengaged candidate experience is the
resulting outcome
 A bad candidate experience is certainly shared –
social media is a friend and foe in recruiting
 Job board aggregators (Indeed) are slowly the death
of traditional job boards and databases
CANDIDATE
EXPERIENCE
MATTERS NOW
MORE THAN
EVER
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 15
5
MM SHRM 2017 Spring Conference 4/27/2017
HOW YOU CAN IMMEDIATELY AND POSITIVELY IMPACT
CANDIDATE EXPERIENCE
 We are a society of social connections and a culture craving the ability
to embrace, recognize and express unique differences. No two
candidates are the same and they want to feel that way
 Defining, disseminating, living and communicating your Employer Value
Proposition (EVP) is a must do. The EVP needs be articulated from the
first exposure the candidate has to your organization
 Generations engage differently and have different expectations in the
hiring experience
 Differentiate your sourcing strategy to be where candidates “hang out” –
it’s different for groups, for example:
o IT/Technology vs. manufacturing
o Operations vs. sales vs. product experts
WWW.THENOVOGROUP.COM
16
CANDIDATE EXPERIENCE BEGINS WITH EMPLOYER VALUE
PROPOSITION (EVP)
Employer Brand =
An important part of the employee value proposition and is
essentially what the organization communicates, and is recognizable
external to the company, as its identity to both potential and current
employees.
Employer Value Proposition (EVP) =
The unique employment deal that is derived from the employee experience:
everyday experiences, rewards, growth opportunities and culture, and in our
world of talent, it’s the foundation of an organization’s reputation as an employer
and connecting to its brand.
An organization MUST live its EVP every day for credibility.
WWW.THENOVOGROUP.COM
17
EMPLOYER BRAND VS. EMPLOYER VALUE PROPOSITION
Employer Brand =
An important part of the employee value proposition
and is essentially what the organization communicates,
Don’tand
think
you have an
is recognizable
external to the company, as its
EVP?identity
You to
doboth
– but
it
potential
and current employees.
might
be by accident
and =
Employer Value
Proposition
(EVP)
not deal
one that
you isdesigned…
The unique employment
derived from the
employee experience: everyday experiences, rewards, growth
opportunities and culture, and in our world of talent, it’s the
foundation of an organization’s reputation as an employer and
connecting to its brand.
An organization MUST live its EVP every day for credibility.
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 18
6
MM SHRM 2017 Spring Conference A persuasive EVP can give your
organization the edge needed to
secure talent; it feeds reputation;
beyond brand recognition, but one
that candidates associate with a
good employer
4/27/2017
Companies with an established,
credible EVP outperform their peers.
Higher engagement from employees
fuels growth and customer
satisfaction
Your company
here!!
Top talent candidates seek more
than an attractive salary – it’s the
“What else are you?” that matters.
Especially for Millennials.
The most compelling EVP’s offer
unique deals, tangible and intangible,
that make them distinctive to
employees and top candidates.
19
WWW.THENOVOGROUP.COM
WWW.THENOVOGROUP.COM
20
EVP BEST PRACTICES IN RECRUITING TOP TALENT
EVP needs to serve
your employees and
candidates, not your
clients (that is
marketing Brand)
Consider the
competition for
talent. Differentiate
yourself
Put a premium on
talent attraction in
organizational goals
and programs
Always pipeline for
good people –
whether if you are
hiring or not
Maintain
communication with
pipeline candidates –
keep them warm;
move fast when you
can
Hire athletes into the
organization
Reward and
recognize top talent
with creative and
simple programs
Leverage creative
research and sourcing
tools to find talent
where it hangs out
Establish an employee
referral program –
good people know
other good people
Assign EVP
responsibilities across
the organization for
buy in and
connection
Budget for EVP like
another program
Regularly reevaluate
your EVP
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 21
7
MM SHRM 2017 Spring Conference 4/27/2017
PUT YOUR EVP TO THE TEST
Solicit
employee
feedback about
your EVP
during the
development
and launch
Get feedback
from candidates
about the EVP
and what it
means to them
Does your EVP
differentiate
you enough?
Did you
integrate your
Brand? Are they
connected
logically and
emotionally?
Is your Talent
Acquisition
team and hiring
managers able
to talk to the
EVP effectively?
Are you
leveraging all
tools to
promote your
EVP? Is it
current?
WWW.THENOVOGROUP.COM
22
POSITIVE IMPACTS OF
TECHNOLOGY ON
CANDIDATE EXPERIENCE
•
•
•
•
•
AUTOMATION IS NOT ALL BAD!
TOOLS AND SYSTEMS THAT SPEED THE INTERVIEW
PROCESS
REMOTE INTERVIEW CAPABILITIES ARE GOOD FOR
TIME AND COST MANAGEMENT
CANDIDATE ENGAGEMENT PROGRAMS KEEP
POSSIBLE HIRES WARM DURING PIPELINING
AUTOMATED ENGAGEMENT PORTALS VIA ATS CAN
KEEP CANDIDATES UPDATED ON COMPANY NEWS
AND NEW OPPORTUNITIES WITH PUSH MESSAGES
AND JOB MATCHING
WWW.THENOVOGROUP.COM
19
Starts with workforce planning
Define your EVP to be clear about your differentiators; create organizational evangelists about it!
Review your recruiting process – is it too cookie-cutter and clunky? Are you using technology effectively?
Evaluate active openings strategy – recruitment marketing plans. Are you where your candidates hang out?
Develop an ongoing or specialized needs pipelining strategy (hiring athletes and just-in-time – different
strategy for each)
Social Media – the good and the bad
Mobile technology that is flexible and easy to use
Do you know your candidate data trends and measure the right things?
oCollecting and evaluating candidate feedback (not just new hires)
Post-hire surveys
Be prepared for your candidates: Hiring team training and alignment – emphasize the EVP and calibrate interview
team expectations for a positive experience
BUILD AN INSPIRED, FLEXIBLE RECRUITING MODEL
BEGIN MIGRATING AWAY FROM YOUR STANDARDIZED RECRUITING MACHINE A BIT AT A
TIME WHERE IT COUNTS MOST:
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 24
8
MM SHRM 2017 Spring Conference 4/27/2017
WHERE TO SPEND YOUR VALUABLE RESOURCES
Evaluate what you have in house – tools, capabilities.
resources
 Spend money on the things that count; get rid of what doesn’t
 Make sure you are investing in your visibility in the right places
 Engage the organization in the EVP – after all, every employee is a
recruiter!
 Ask your candidates for feedback – not just hires
Outsource what makes sense
 You don’t have to be an expert at it all – engage quality
outsourced partners to help with targeted needs
 Don’t work with partners that are rigid, after all they are
representing your strategy and EVP and what makes you
different should matter to them
WWW.THENOVOGROUP.COM
25
DON’T BE AFRAID OF BEING DIFFERENT!
BE AFRAID OF BEING THE SAME AS
EVERYONE ELSE.
WWW.THENOVOGROUP.COM
26
PRACTICE OFFERINGS AT NOVO GROUP, INC
Research &
Sourcing
Solutions
Executive &
Professional
Search
ProjectBased
Recruiting
Recruitment
Program
Outsourcing
Talent
Effectiveness
Solutions
Talent Lifecycle Partner
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 27
9
MM SHRM 2017 Spring Conference 4/27/2017
THANK YOU!
SHRM ACTIVITY ID: ####
Thank you!
SHRM Activity ID: 17-WKTKW
WWW.THENOVOGROUP.COM
Kelly Renz, President & CEO‐Novo Group, Inc. 28
10