2010Atlantic Universities Human Resources

ConferenceSaint Francis Xavier

University

Marathon Human ResourcesOctober 14, 2010

Strategic Recruitment and Retention

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Objectives

To share some ideas about Recruitment and Retention

Challenge HR professionals to be strategic

Discuss issues in the context of your environment

Invite dialogue about how to support the sustainability of organizations through Recruitment and Retention

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Mind-set and Definitions Strategic Recruitment Retention Culture Competency Alignment

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Your Context

Fiscal restraints Two sides of the house Global competition Shrinking workforce Generational opportunities Presenteeism

Other examples?

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The strategic HR challenge Being recognized as a partner

who brings more than process

We want to be a part of delivering the strategy

i.e. Strategic recruitment vs staffing-up

Gaining ‘buy-in’ with decision makers

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Case Study: Emerging Leaders AVH (2009)

Context:

High turnover rates/pending retirements

Efforts put in to Succession Planning and supporting Managers

Initiatives:

Mission Vision Values Leadership Forum Healthy Workplace Initiatives Leadership Model Development Mentoring Leadership Development

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Case Study: Emerging Leaders AVH (2009)

Emerging Leaders defined as leaders who have taken on new formal roles from within AVH

We wondered if the Organizational and Leadership Development initiatives influenced their decision to aspire to a formal leadership role

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Case Study: Emerging Leaders AVH (2009)Q. Prior to taking on your present

role which of the following aspects of leadership development at AVH were you aware of:

The AVDHA Mission, Vision and Values: Yes 94% No 6%

The AVDHA Strategic Objectives: Yes 83% No 17%

Healthy Workplace Initiatives: Yes 88% No 12%

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Case Study: Emerging Leaders AVH (2009)

Q. Did your manager influence your decision to pursue a leadership role:

Yes 61% No 39%

Q. Were you influenced by other leaders or specific leadership activities:

Yes 66% No 33%

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Case Study: Emerging Leaders AVH (2009)Q. As you have developed in your

present leadership role what has helped you?

Engaging in the Leadership Development Assessment Process: Yes 94% No 6%

Understanding the Leadership Model: Yes 100%

Leadership Forum Interaction: Yes 94% No 6%

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Case Study: Emerging Leaders AVH (2009)Q. As you have developed in your

present leadership role what has helped you?

The support of supervisor/managerYes 100%

The AVDHA CultureYes 77% No 23%

The support of other professionals (IT, Finance, HR)Yes 66% No 33%

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Academic Recruitment

The Global Market Place

Opportunities

Larger talent pool Labor mobility Potential to find the best in

the world

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Academic Recruitment

Challenges

Our attitude - they are ‘from away’!

Language Customs: food, religion Family adjustments Spousal opportunities

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Academic Recruitment

Solutions?

Support language development

Provide forums for cultural exchange

Collaborate around community resources

Assist with family integration Recognize the talent of

spouses

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Recruiting IT Professionals

The talent pool

Generation Y (20-30yrs)

Smart, tech savvy Energetic, ambitious High expectations

• Entitlement• Structure• Feedback

Want work-life balance

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Recruiting IT Professionals

Opportunities Challenge the norm – may be

better!

Solutions? Development planning Flexible work Clear direction Appropriate feedback

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The strategic HR challenge Being recognized as a partner

who brings more than process

Gaining ‘buy-in’ with decision makers

Best practices?Your successes?

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As an Organization Who are you? Vision, Mission, Values Operational Objectives Manager Team Culture

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ROI Considerations

Tangible costs:

Recruitment Training Leaving Vacancy Recruitment

Non-tangibles

Brand equity

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ROI

Retention without money

Engaging work Customer focus Relationship with supervisor

Listening and empathy go along way

Connection to Senior Management Performance expectations

Regular intervals Open/transparent process

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ROI

Retention without money

Organizational reputation Opportunity for innovation Diversity Family life

Team recognition Peer to peer recognition Social responsibility

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Development Tactics Focus on the Person –

Organization Fit Delivery is more important

than the cost One size does not fit all Small wins Measure results Acknowledge success Speak truth to power

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Objectives

To share some ideas about Recruitment and Retention

Challenge HR professionals to be strategic

Discuss issues in the context of your environment

Invite dialogue about how to support the sustainability of organizations through recruitment and retention

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Thank you

www.marathonhrcg.com9024214400