Best Practices in Hiring & Inspiring the Right Workforce
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Transcript of Best Practices in Hiring & Inspiring the Right Workforce
Best Practices for Hiring and
Inspiring the Right WorkforceTom Morley, President, Snowflake Llc
www.highroadsolution.com
Today’s Content Leader
Tom MorleyPresident, Snowflake LLC
• Strategy, organization, and people subject matter expert
• 17 years consulting to leaders in all sectors, US and abroad
• Twitter: @snowflakellc
www.highroadsolution.com
The “right” people
A Simple Workforce Challenge
InspireHireIdentify
• A changing world calls for different resources
• People are a limiting factor for strategy
• It’s hard to hire the people you need
• Today’s challenges require inspired solutions
www.highroadsolution.com
How to Hire and Inspire “Right”
Key takeaways from last week’s webinar
• It starts with a strategy
• Know your requirements
• “Right” is “realistic”
• Flexibility expands opportunities
• You can hire for inspiration
• Recognition is critical
• Inspiring is a process
www.highroadsolution.com
Best Practices: Identifying
Use role “personas” or profiles to define the types of people you want (and don’t want) for your key roles
• Personality
• Aptitude
• Knowledge
• Experience
• Motivations
• Compensation
Profiling
www.highroadsolution.com
Profiles can help you determine whether those people are accessible in the labor market
• Who they are
• Starting level of interest
• How to recognize them
• How to reach them
• What they need to hear
• How to identify pretenders
Best Practices: Identifying Profiling
www.highroadsolution.com
If they don’t exist in the labor market, profiles can help you find out why, so you can adjust your approach
• Want more compensation
• Incompatible styles
• Used to different norms
• Divergent interests
• Don’t match skill needs
• Not the right experience
Best Practices: Identifying Profiling
www.highroadsolution.com
Why take the time to build profiles and “test” them in your target labor pool?
• Save time and money searching
• Increase recognition
• Focus recruiting resources
• Enhance ability to attract
• Reduce the risk of bad hires
• Optimize workforce cost-effectiveness
Best Practices: Identifying Profiling
www.highroadsolution.com
Spend time building up your employer brand to attract interest, even when you’re not actively hiring
• Association mission
• Industry recognition
• Innovations
• Participation
• Work environment
• Other profile interests
Best Practices: Hiring Branding
www.highroadsolution.com
Effective branding builds an image that makes people want to work for you, even if not immediately
• Coordinated efforts
• Continuous presence
• Clarity of identity
• Consistency
• Honest representations
• “Blanket” + targeted
Best Practices: Hiring Branding
www.highroadsolution.com
Now is a good time to focus on your employer brand, especially if you can get ahead of the “digital curve”
• Candidate pool has changed
• New entrants into the labor market
• Competition is increasing but not saturated
• Key demographic wants to make an impact
• You have something others don’t
• “Cutting edge” sells
Best Practices: Hiring Branding
www.highroadsolution.com
Why is it worth taking the time to invest in building up your employer brand and image?
• It’s been shown to be effective
• The “right” talent is limited
• People will come to you
• You don’t have to “buy” to hire “right”
• You’re more likely to “hire inspired”
• It has a cascading effect
Best Practices: Hiring Branding
www.highroadsolution.com
Use detailed, accurate job descriptions when posting (or linking to) job announcements
• What you want people to do
• How they’ll do it (methods, tools)
• What they need to know, and why
• Performance expectations
• Work environment and culture
• Other descriptive factors
Best Practices: Hiring Describing
www.highroadsolution.com
A good, thorough job description helps to attract the “right” candidates, and weed out the “wrong” ones
• Envision performing tasks
• Willing to take on expectations?
• Fit within the culture
• Acceptability of employment conditions
• Ability to grow in job
• Confirmation of employer brand
Best Practices: Hiring Describing
www.highroadsolution.com
If not done effectively (e.g., incomplete, inaccurate, or overstated), job descriptions create major challenges
• May get flooded with applications
• May attract the “wrong” people
• The “right” candidates may self-select out
• Can set false expectations for new hires
• “Inspired” can quickly become demoralized
• Reputation sticks
Best Practices: Hiring Describing
www.highroadsolution.com
Why spend the time developing detailed descriptions and ensuring that they’re accurate?
• Reinforces brand
• Assists recruiters
• Better candidates
• Easier to evaluate
• No misunderstandings
• Lasting impression
Best Practices: Hiring Describing
www.highroadsolution.com
Evaluate candidates in real-life settings to get a better sense of how they think, and how they fit
• Profile-driven
• Interactive
• Inclusive
• Intensive
• Knowledge
• Attributes
Best Practices: Hiring Evaluating
www.highroadsolution.com
Well-constructed, well-run case studies, simulations, etc. enable you to see candidates “in action”
• Reflective of a real-life challenge
• Sufficient information
• As ambiguous as the environment
• Need for preparation
• Scripted roles, with latitude
• Clarity on what’s being evaluated
Best Practices: Hiring Evaluating
www.highroadsolution.com
Using case studies, simulations, etc. can backfire if not carefully orchestrated and executed
• Can’t show everything important
• Candidates can “read between the lines”
• Word can get out
• Reliant on participants
• Confusion creates an image
• Legal risks in construction, execution
Best Practices: Hiring Evaluating
www.highroadsolution.com
Using case studies, simulations, etc. can backfire if not carefully orchestrated and executed
• Displays “red flags”
• Shows employer and candidate
• Offers multiple perspectives
• Builds camaraderie pre-hire
• Gives meaning to selection
• Can energize those hired
Best Practices: Hiring Evaluating
www.highroadsolution.com
Incorporate a well-designed on-boarding experience to transition from “new hire” to “inspired employee”
• Welcoming
• Preparing
• Equipping
• Integrating
• Immersing
• Supporting
Best Practices: Hiring On-boarding
www.highroadsolution.com
An effective on-boarding process bridges the gap from acceptance through full integration into the workplace
• Engages before “Day One”
• Covers the “essentials”
• Provides everything the employee needs
• Establishes important relationships
• Transfers critical knowledge for full participation
• Doesn’t end after “orientation”
Best Practices: Hiring On-boarding
www.highroadsolution.com
Organizations that do not have, or have inadequate, on-boarding programs miss key opportunities
• Fail to establish a connection
• Inhibit new hires from participating
• Leave employees “out on their own”
• Implicitly communicate apathy
• Pass up a key chance to inspire
Best Practices: Hiring On-boarding
www.highroadsolution.com
Why spend money and take time away from work to engage employees in a rigorous on-boarding process?
• Positively identifies with brand and mission
• Exponential increase in initial productivity
• Efforts align with objectives
• Enhanced teamwork
• Early course correction
• Less likely to leave prematurely
Best Practices: Hiring On-boarding
www.highroadsolution.com
Take performance management seriously, establishing a system that connects, guides, and differentiates
• Aligned goals
• Individual interests
• On-going dialogue
• Set milestones
• Transparency and fairness
• Rewards and remediation
• Trained managers
Best Practices: Inspiring Connecting
www.highroadsolution.com
A sound performance management system enables managers to manage, and employees to connect
• Setting goals that progressively build to outcomes
• Demonstrating how mission cascades to individual
• Committing to supporting aligned interests
• Meeting frequently, regularly plus interim checks
• Reconciling individual, department, enterprise
• Delivering on incentives and consequences
Best Practices: Inspiring Connecting
www.highroadsolution.com
Employees of organizations without good performance management are less engaged, and less productive
• Don’t see how they impact outcomes
• Don’t feel “part of the solution”
• Find it harder to correct course early
• Can’t adapt to changing conditions
• Become demotivated
• May see themselves as “ambushed”
Best Practices: Inspiring Connecting
www.highroadsolution.com
Why should you spend time and energy developing and maintaining a performance management system?
• Key tool for inspiring
• Reduces risk
• Provides flexibility
• Encourages internal cohesion
• Improves outcomes
• Enables correction and detachment
Best Practices: Inspiring Connecting
www.highroadsolution.com
Keep employees engaged by providing meaningful forums for information-sharing
• Vertical and horizontal
• Open and honest
• Frequent
• Well-orchestrated
• Educational
• Entertaining
Best Practices: Inspiring Interacting
www.highroadsolution.com
Effective information-sharing is on-going, informative, and engaging, and can be inspirational
• Regular executive briefings with honest information
• Frequent manager-team meetings
• Peer-to-peer communication opportunities
• Cross-department exchanges
• Team-building activities
• Multiple media, informative content
Best Practices: Inspiring Interacting
www.highroadsolution.com
Organizations that don’t share information effectively, and/or don’t encourage interaction, suffer greatly
• Employees lose connection to strategy, direction
• Best practices and lessons learned aren’t shared
• Innovation is stifled
• Meetings are demotivating burdens
• People can’t adapt their approaches
• More likely to act as individuals, not teams
Best Practices: Inspiring Interacting
www.highroadsolution.com
Why should you make the effort to share information, and provide opportunities for staff to do the same?
• Builds trust
• Continuous improvement
• Encourages teamwork
• Develops connection
• Improves morale and productivity
• Inspires people
Best Practices: Inspiring Interacting
www.highroadsolution.com
Organizations use a variety of methods that have been shown effective in identifying, hiring, and inspiring
• Outsourcing to specialized recruiters• Human Resources upgrades• Job shadowing and mentoring• Off-site organization, department events• Executive panel discussions (open Q and A)• Rotating opportunities to represent organization• “Cookies and content”, “brown bags”, etc.• Communities of practice• Public (internal and external) recognition
Best Practices: Other
www.highroadsolution.com
More Information
Learn more about best practices and how they might apply to your organization
Snowflake [email protected]/contact
Facebook: www.facebook.com/snowflakellcTwitter: @snowflakellc