TPP Talent Acquisition & Retention System

The Talent Pipeline Program has developed a set of tools to support achieving the desired goal of helping every new teammate become Productive and Engaged within their first year. Each tool has its own set of inputs and outputs, and when working together, they help us get closer to perfection: 1 recruit, 1 job, 1 Lifelong Productive and Engaged Teammate.

Value Stream Mapping and Analysis

The first step to improving any process is to determine the current state. A value stream map will be completed on the AS IS process to identify potential areas of improvement.

Goals:

  • Generate a visual reference for the current state Talent Acquisition and Retention process.
  • Ascertain value, non-value and non-value mandatory steps in the process as determined by the customer.
  • Identify process steps deemed non-value added that can be improved on.
  • Generate a Process Improvement Plan with order of priority.
  • Identify a target of opportunity and appropriate tools to improve.

Realistic Job Preview & Candidate Tracking System

The RJP is a professionally developed, simple but highly effective stand- alone web-based tool to enhance recruiting and marketing efforts. 
More than a digital advertisement, the RJP is the sole point of entry into the recruiting process, allowing the employer to capture information about potential candidates, enabling informed discussion throughout the recruiting and hiring decision process.

RJP Consists of:

  • Welcome Video from Senior Leader explaining Who they are, What they do, and Why they do it
  • Pre-Qualifying Questions to passively eliminate candidates who are not the right “fit”.  
  • Employee testimonials
  • Benefits Overview
  • Interest Form

Best Athlete Profile / Internal Recruiter Training

Utilized to develop a team of recruiters internal to your organization focused on a common “best athlete profile” to identify and recruit for “Fit” vs “Skill”. It could be called an "Employee Referral Program on Steroids".

Goals

  • Equip recruiters with tools to engage interested candidates, provide on the spot filtering of ‘best athlete profile’, clearly ‘no fit’ and steer the candidates into the process
  • Ensure Recruiters have an aligned understanding of the recruiting process to ensure candidates are well equipped as they consider joining the organization.

Recruiting & Offer Day/ New Hire Orientation

The day is focused on developing an excitement to join the team through an understanding of the company mission, history and values. It is designed to facilitate an assessment of the non-tangible aspects a candidate could bring to the organization and allows employers to observe interactions between candidates and members of the organization to include teammates, supervisors and senior leadership

During the day's events the candidates will be observed for:

  • Communication skills, 
  • Interest in the organization
  • Teamwork
  • Ability to adapt to challenges 
  • Red flags to a values fit with the team.

Behavioral Based “Fit” Interviews

Behavioral Based “Fit” Interviews allow hiring managers to assess a candidate’s interaction with the team, safety awareness, and soft skills.

  • Aids in evaluating the whole picture of each candidate 
  • Focuses on finding value aligned candidates and confirming that they are a good fit for the organization

Navigator Training

New Hire “Navigators” provide a 3rd party / safe place for the new hire to ask questions and guidance he or she would not normally have the confidence to ask of a leader or teammate.Navigators should be willing and trained on their role in the onboarding process and use a tool to ensure all key areas are covered.

Effective Navigators:

  • Set a welcoming tone, working alongside the leader
  • Share knowledge based on experience
  • Provide introductions and tours
  • Makes recommendations on opportunities for improvement

World Class First Day

Designed to alleviate “First Day” apprehensions by providing an event focused on welcoming the team member, assuring them accepting the offer was the right choice and to provide the resources and knowledge needed to succeed their role. 
Process to ensure work center leadership receives a teammate who is ready to provide value to the organization, their first day on the ‘floor’.

Goals

  • Establish a repeatable, regardless of number of participants, process for welcoming new team members, confirming their decision to join the team
  • Obtain stakeholder expectations for a ‘work ready’ team member
  • Identify mandatory items (PPE, security items, IT assets and SWAG) to be issued by the company, what is expected for employees to provide and method for reimbursement when applicable. Establish a process for issuing items efficiently.

Common Skills Training

The objective is to provide new teammates with the knowledge, skills and abilities of all common tasks a teammate needs to know in order to be successful on the first day. This can be integrated into the WCFD, completed within the first week, or a combination of both.

Output of tool implementation is a phased-delivery training plan for new teammates addressing critical elements for early success.

Leader New Hire Retention Training

This training a customized 4-5 Hours of Training based on TMG’s Heartbeat Leader Training, focusing on the empowerment of leaders through the utilization of tools, reporting procedures and support from senior leaders. 

Leaders will be provided tools to identify Engaged, Disengaged and Actively Disengaged teammates, what to do with this information and how to assist teammates who want to improve. 

The training enhances the culture of an organization by providing a framework for data driven decisions to develop the workforce, increasing morale and productivity while reducing inefficiencies and waste across the organization.


30/60/90 Day & 1 Year Fit/Skills Assessment

The 30, 60, 90 day & 1 Year Fit/Skills Assessment is a paradigm shift from the traditional assessment model. The assessment is for all team members and their immediate leader. Focused on assisting with development of the Skills needed to execute the job, establishing and developing engagement with their immediate supervisor; ultimately resulting in employees who want to continue being productive members of the team.

Goals

  • Develop a repeatable process for the organization to evaluate the continued development of team members
  • Empower leaders with the tools needed to develop engaged relationships with teammates
  • Develop expectations and provide an overview of the first 90 days.
  • Develop an employee quickly by integrating them to become a valuable team member.

5th Metric “People” Scorecard Data Driven Management System

The 5th Metric Scorecard is a simple tool used at every level of the organization to track and monitor the people-side of the company.

Provides monthly updates on current state of a team at each level during 5th Metric Discussions

  • Team Stability
  • Team Engagement
  • New Hire Progress
  • Engagement Improvement Plans

Uses that information to drive meaningful leader-to-led and leader-to-leader conversations to:

  • Support the development of teammates
  • Identify opportunities for improvement
  • Highlight areas where senior leader support is needed.


Want to Learn More

For more information on how your company can join the NFFS Talent Pipeline Program cohort, reach out to Bill Padnos, NFFS Director of Workforce Development, at bill@nffs.org.

Yes, I am Interested