Internship Program: Guidelines for Hiring OJTs as

a Recruitment StrategyKeynote Speaker: Cally S. Tiosejo

HR Leadership Conference 2016: Building Awesome Employee Programs For Your Company

March 2-3, 2016 Grand Auditorium Philippine Stock Exchange

Ortigas Center, Pasig City, Philippines.

SPEAKER PROFILECALLY S. TIOSEJO

Senior Financial Consultant

Pru Life U K

Consultant HR & Admin Management

Consultant, Sales & Marketing

Consultant , Business Operations

Consultant , Project Management

Consultant, Customer Service

Resource Speaker for Financial Wellness

Resource Speaker for Sales & Marketing

Resource Speaker, Motivation

SPEAKER PROFILECALLY S. TIOSEJO

A single mother with 2 daughters and 1 grandson

Formerly a regular employee working 9-5 with never ending thank you OT’s doing routine work and working without any purpose nor passion.

Throughout my work experience I was able to find my passion in recruitment and eventually becoming a Trainer

One of the most sought after motivational speaker in the corporate and business community .

Famous for her advocacy in educating Filipinos of the value financial awareness and preparing for the future

Famous for think out of the box solutions to any challenges given

Stands for loyalty and honesty in the workplace

Stands against depression, sadness, failure and aims to give hope, options and solutions to the work force of the business community.

Keynote Objectives

To be able to address the challenges in recruitment in the new millennium.

To improve current recruitment process and explore different techniques and strategies.

To create out of the box solutions in recruitment

To further develop innovative styles in recruitment with the Gen Y in mind.

Keynote Brief

Recruitment

Definition Importance in an

Organization Traditional Styles Challenges in the

Millennium Personal Journey Personal Challenges Innovative Styles

Internship

Best Practices for Internship

Current Recruitment Project: COP / Internship Program

Internship Process

Recruitment Strategies with the Gen Y in mind

What is Recruitment?

The process of finding and hiring the best-qualified candidate from within or

outside of an organization for a job opening, in a timely

and cost effective manner.

businessdictionary.com/definition/recruitment

Importance of Recruitment in an Organization

Provides organization with a pool of qualified candidates

The more qualified the pool the better the success rate in selection

Can help the organization meet affirmative action goals

Can increase organizational effectiveness

Recruitment Process

Traditional Styles in Recruitment

Internal Sources and Methods

Sources

– Promotion from within

– Transfer

– Job rotation

– Rehires and recall

Methods

– Job posting

– Skills inventory

Traditional Styles in Recruitment

External Sources

- Employee referrals- Walk-ins- Employment agencies- Other companies- Temporary help- Trade associations & unions- Schools- Hiring fairs

Traditional Styles in Recruitment

External methods

Radio & TV

Newspapers

Computerized services

JobStreet,

LinkedIn,

Facebook etc.

Challenges in Recruitmentin the new Millennium

The Skill Shortage

Challenges in Recruitmentin the new Millennium

Talent Retention

Challenges in Recruitmentin the new Millennium

Necessary Changes to Current Approach

Challenges in Recruitmentin the new Millennium

Compelling Offers Needed/ Counter Offers

Challenges in Recruitmentin the new Millennium

Compliance and Legislation

Challenges in Recruitmentin the new Millennium

Mobile Platforms

Challenges in Recruitmentin the new Millennium

Boomerang Hires

Challenges in Recruitmentin the new Millennium

Retire the Resume?

Stats Sourced from: http://www.ridagroup.co.uk/two-concerns-for-recruiters-in-2015/

Journey in Recruitment

Journey in Recruitment

Journey in Recruitment

Challenges in Recruitment

Challenges in Recruitment

Skill Set

Challenges in Recruitment

Salary Range

Challenges in Recruitment

Age

Challenges in Recruitment

No Basic Salary

Challenges in Recruitment

Work Experience

Challenges in Recruitment

Educational Background

Challenges in Recruitment

Engagement availability

Innovative Styles in Recruitment

Innovative Styles in Recruitment

Thinking Out of the Box Projects

No Basic Salary – Hiring thru Schools & Group Manager’s Pool

Innovative Styles in Recruitment

Thinking Out of the Box Projects

Skill Set- Hiring thru Schools Internship &

Working on projects with Organizations

Innovative Styles in Recruitment

Thinking Out of the Box Projects

Salary Range/ Work Experience- New Graduates thru Internship Program

Internship Programs

Best Practices for Internship Programs

Provide interns with real work assignments.

Hold orientations for all involved.Provide interns with a handbook and/or

website.Offer flex-time and/or other unusual

work arrangements.Have an intern manager.Encourage team involvement.

Best Practices for Internship Programs

Invite career center staff and faculty to visit interns on site.

Hold new-hire panels.Bring in speakers from your company’s

executive ranks.Offer training/encourage outside classes.Conduct focus groups/surveys.Showcase intern work through

presentations/expo.Conduct exit interviews.Excerpted from Building a Premier Internship Program: A Practical Guide for Employers (NACE university relations and relations members receive a complimentary copy of this resource as part of their welcome kit.)

Current Recruitment Project: COP / Internship Program

DEVELOPMENTAL PLAN

INTERVIEW & PRE SELECTION PROCESS FOR OJT

ENROLMENT

DETERMINATION OF TIME TABLE OF PROGRAM

COURSES:

INTERVIEW PROCESS

CODING REQUIREMENTS

TRAINING PROGRAM ROAD MAP

PRODUCTIVITY & ACTIVATION

GREEN ACTIVITIES

COMPLETION OF PROGRAM

Internship ProcessDEVELOPMENTAL PLAN

INTERVIEW & PRE SELECTION PROCESS FOR OJT ENROLMENT

10 STUDENTS (Same School)

A. MIRIAM COLLEGE

B. ST. PAUL UNIVERSITY

C. UAP

D. UST

DETERMINATION OF TIME TABLE OF PROGRAM

CALENDAR AND MONTHS COVERAGE: 2-3 MONTHS

DURATION

OJT REQUIRED HOURS: 300-600 HOURS

COURSES:

A. BANKING & FINANCE

B. BUSINESS MANAGEMENT

C. COMMUNICATION ARTS

D. MARKETING

E. ENTERPRENEURSHIP

Internship ProcessINTERVIEW PROCESS

CAREER ORIENTATION PROGRAM PRESENTATION

COMMITMENT SETTING PROGRAM

BUSINESS ATTIRE REQUIREMENT

WAIVER: SAFETY & PARENTAL CONSENT

TRAINING PROGRAM ROAD MAP

CODING REQUIREMENTS

BTC 101 TRAINING

NOTARY

SIGNED CAMA

O.R. LICENSE PAYMENT

4 PCS. 1 X 1 RED BACKGROUND

SSS #

TIN #

I C EXAM RESULT

GOVERNMENT ID 2 COPIES

SINGLE LICENSE 3 YEARS + EXAM FEE PHP 2,850.00

Internship ProcessTRAINING PROGRAM ROAD MAP

BYB

BTC 101

LFSP ASSESSMENT

IC EXAMS

BTC 102

DE BRIEFING WITH TCR

BRANCH INTEGRATION & ORIENTATION

BOSS 2 (12 halfday sessions)

PRODUCT RECHARGE

UNIT LINKED ACADEMY

COMPANY TOUR

AGAPE / GOAL SETTING

DREAM BOOK

EQUOTES / AIS MODULE

PRU POWER PLANNER

NAP MODULE 1: UL ACADEMY & GOAL SETTING

NAP MODULE 2: FACT FINDING, LFSP, & BODY

LANGUAGE

CORPORATE SELLING

FWP

APPOINTMENT SETTING 3H/D; 15H/WK;60H/MO

Internship Process

PRODUCTIVITY & ACTIVATION

INCOME SIMULATOR

MIND SETTING ON CLOSING 1/30- 36 APE

1/30 ; 2/30

4/60:

GREEN ACTIVITIES

CREATION OF VIBER GROUP FOR COMMUNICATION

LSFP ROLE PLAYING SESSION WITH THE AUM/UM

PROSPECTING

POWER PLANNER: APPOINTMENT SETTING 3H/D; 15H/WK;60H/MO

RECRUITMENT ACTIVITY: BYB INVITES (PARENTS, RELATIVES, FRIENDS,

TEACHERS)

CORPORATE SELLING /FWP ACTIVITY EXPOSURE WITH AUM /UM

COMPLETION OF PROGRAM

EXIT INTERVIEW WITH TCR

EXIT INTERVIEW WITH AUM/UM

CAREER COMMITMENT DECISION FINAL INTERVIEW WITH TCR

RETENTION /RESIGNATION PROCESS

Internship Process

TRAINING ROAD MAP DAYS HOURS

BYB 2

BTC 101

LFSP ASSESSMENT 3.5 28

IC EXAMS

BTC 102 2 16

DE BRIEFING WITH TCR 0.5 3

BRANCH INTEGRATION & ORIENTATION 1

BOSS 2 (12 halfday sessions) 6 18

PRODUCT RECHARGE 1 8

UNIT LINKED ACADEMY 1 8

COMPANY TOUR 0.5 3

AGAPE / GOAL SETTING 1

DREAM BOOK 1

EQUOTES / AIS MODULE 0.5 1

PRU POWER PLANNER 1

NAP MODULE 1 1 8

NAP MODULE 2 1 8

CORPORATE SELLING 0.5 3

FWP 0.5 3

TOTAL DAYS / HOURS 18 113

GREEN ACTIVITIES

APPOINTMENT SETTING 3H/D; 15H/WK;60H/MO 120

CLIENT CALLS 3H/D; 15H/WK;60H/MO 120

TOTAL HOURS FOR PROGRAM 353

Internship Process

DAILY ACTIVITIES MON TUE WED THU FRI

AM BOSS 2 POWER PLANNER POWER PLANNER POWER PLANNER POWER PLANNER

9:00-10:00 TRAINING PROSPECTING PROSPECTING PROSPECTING PROSPECTING

10:00-11:00 MEETING WITH AUM / UM SETTING APPOINTMENTS SETTING APPOINTMENTS SETTING APPOINTMENTS SETTING APPOINTMENTS

11:00-12:00 QP PROPOSALS QP PROPOSALS QP PROPOSALS QP PROPOSALS

12:00 -1:00

PM CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS

1:00-2:00 LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS

2:00-3:00 JFW /CLOSING THE SALE JFW /CLOSING THE SALE JFW /CLOSING THE SALE JFW /CLOSING THE SALE JFW /CLOSING THE SALE

3:00-4:00 SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS

4:00-5:00 REMITTING THE SALE REMITTING THE SALE REMITTING THE SALE REMITTING THE SALE REMITTING THE SALE

Developing New Recruitment Strategies with the Gen Y in mind

• Baby Boomers, Gen X , Gen Y• What Gen Y Brings to the Table• 6 Things to know about Gen Y• Top Attributes College Students look for in a

career• Sourcing Gen Y• Recruitment Model• Create a Gen Y - Friendly Culture• Recruiting Gen Y• Recruitment thru Phone Blitz

GEN Y

What Gen Y Brings to the Table?

ADAPTABLE

ORGANIZED

CONNECTED

TECH-SAVVY

6 Things to know about Gen Y

1. Advisor Shortage

– There are not enough Gen Y advisors replacing boomer advisors. With a growing number of financial advisors retiring yearly, not enough young talents are stepping up to the plate to replace them.

6 Things to know about Gen Y

2. Reasons for Hope

– There is a big opportunity in the sizeable amount of college graduates who are interested in working in the financial services industry.

6 Things to know about Gen Y

3. Ideal Career for Gen Y– A career as a financial advisor meets a large

percentage of college graduates’ requirements for an ideal career.

– Advisor careers meet several of these top criteria: a job that cannot be outsourced, a career in a growing field, a job where people willing to work hard can earn more money and a career that has a positive impact on others people’s lives.

Financial advising may in fact be most college graduates’ dream job -- even if they may not know it.

6 Things to know about Gen Y

4. Gen Y Advantage

– Gen Y advisors often bring fresh new perspectives, new ideas and up-to-date skills that can help businesses prosper in today’s new environment

– Positive Gen Y traits: adaptability, technological savvy, better organizational skills and better connectedness.

6 Things to know about Gen Y

5. Recruiting Makeover

– Create programs aimed at bringing Gen Y into the field (sourcing

– Get involved with the children of both clients and centers of influence, discussing career options and networking through them.

6 Things to know about Gen Y

6. Cultural Shift

– To recruit and retain younger advisors, you may need to rethink their own professional culture.

– A greater orientation toward teamwork, salary-based compensation to attract risk-averse candidates, workplace diversity, formal mentoring and training programs

Provides mentoring

Sourcing Gen Y

• Participation in campus job fairs

• Summer internships

• Children of clients / referrals

• Fresh graduates

• Employed in first job

RECRUITING MODEL

CREATE A GEN Y-FRIENDLY CULTURETEAMWORK

• Collaborative environment

• Encourage FCs to work together rather than promoting individual survival of the fittest

JOB SECURITY

• Non-traditional – commission basis, BUT is commensurate to the effort that they put in

DIVERSITY

• Unit or branch initiatives to make recruits feel at home

TRAINING

• Encourage them to attend trainings being offered within and outside PruLife UK

MENTORING

• Ensure a smoother transition

• Secure succession plans

Recruiting Gen Ys

Keep it short

Don’t call us, we’ll call

you

Present the big picture

Recruiters as

confidants

RECRUITMENT PHONEBLITZ

Keynote Objectives

To be able to address the challenges in recruitment in the new millennium.

To improve current recruitment process and explore different techniques and strategies.

To create out of the box solutions in recruitment

To further develop innovative styles in recruitment with the Gen Y in mind.

Thank you.