Babel Buster Network Gateways: Big Features. Small Price.
|Hiring Elite Controls Talent
like the “Big Boys” – Part 4
Your Secret to Employee Retention: CLAMPS
| Skip Freeman,
Senior Technical Recruiter,
BASI Solutions, LLC
(Building Automation and Smart Industry)
Three current facts regarding the demand for DDC Controls talent:
Fact 1: The demand for BAS talent
has never been higher. We are working on the most open roles ever!
Fact 2: The BAS market is
growing at 11% annually and is expected to continue to do so through at
least 2022. That means a doubling over the next 5-years!
Fact 3: With the tightest labor
market in decades, workers are extremely confident they can leave one
job for another, and when interviewing, they now decide if they want to
go to work for you or not.
means retention is key. Everyone is struggling to get the talent they
need for growth. Therefore, do not compound the problem by also having
to hire for open positions because someone left!
speaking with BAS professionals every day, there are 6 primary reasons
why a person will decide to leave a firm and find employment elsewhere.
They form an easy to remember acronym - CLAMPS
What we find is this:
are the six elements of CLAMPS that lead to increased retention:
C – Challenge.
BAS professionals want to be challenged. People want to grow, expand,
and evolve. Are you providing your BAS team with opportunities to learn
and be challenged? Frequently I hear the phrase, “I want to work on
sexier projects.” Granted, that is not always possible. If it isn’t
possible, ask yourself, "How can I provide the growth and challenge my people yearn for?"
L – Location.
primary location motivators are, “Where is the spouse originally from?”
and “Family, especially aging parents.” It’s important that you build
relationships with your people, so you know why they live where they
do. This helps you uncover any significant underlying geographical
concerns? And if you do uncover them, while you may not be able to do
anything about them, at least you are aware and will not be blindsided
should they turn in their resignation.
A – Advancement.
everyone looks for formal advancement, i.e., a promotion. But most
people want to be recognized for good work and given higher levels of
responsibility. What do you have in place for providing increasing
levels of opportunity and responsibility?
M – Money.
both “time” and “grade,” i.e., time in the BAS profession and
increasing levels of responsibility, comes increasing pay. All too many
times it takes moving to another job for a person to get a significant
increase in pay. If a person is underpaid, they will move “for a buck
and a truck.” Make sure you don’t find yourself in that situation. And
benefits are part of compensation. (See the “S” below. ) Don’t hesitate
to promote the value of your company benefits (if you have them.)
P – People.
often talk with professionals who say, “I like the company. It’s my
boss that’s the issue.” People leave people, not companies. If you are
“a boss,” look at yourself in the mirror each day and ask yourself if
you are leading or managing? There is a difference.
S – Security.
security is fleeting, i.e., it can change on any given day due to the
economy, losing a major piece of business, or any number of things,
what are you doing to ensure your controls contracting business is
profitable and has an ongoing stream of revenue? That, as much as
anything, will give your people “peace of mind” when they get up and go
to work for you each day. And a demonstration of this is a bonus and/or
profit sharing (see the “M” above.) Do you have any type of program in
place that rewards people for contributing to the financial success of
Firms that focus on “CLAMPS” see a higher retention rate than those
that don’t. I come across firms every day that practice “CLAMPS” in
some way, shape, or form, and those that do not. Those that don’t
become a pool of talent for those that do.
“Your Secret to Employee Retention:
CLAMPS” is part 4 of the 4-part series, “Hiring Elite Controls
Talent like the “big boys.”
Hiring Elite Controls Talent like the "big boys" - Part 1 (Cultural Fit) - Apr 2018
Hiring Elite Controls Talent like the "big boys" - Part 2 (Interviewing) - May 2018
Hiring Elite Controls Talent like the "big boys" - Part 3 (Recruiting) - June 2018
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