Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening...
Transcript of Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening...
Creating a Talent Acquisition Strategy: Practices in Recruiting,
Hiring & Retaining BCBA’sBarbara Voss, HRIC
www.hricolorado.com
Topics for
today
• Recruiting and Advertising
• What does “this position is a good fit” really mean?
• Retention
• Interviewing Ideas
• Hiring policies and On Boarding
Things to
know
about
Recruiting
• It’s not easy!
• There is a little black and white and a lot gray in recruiting. Recruiting is an art and a science.
• Candidates need to have reason to make a change. You can’t talk them into anything they don’t already want to do.
• There are lots of options for BCBAs so you can expect refusals.
• Recruiting and retention are tied together.
• Know your job description and what you can offer as a company.
Where to find candidates
Indeed Linked In BACB emails Facebook and other social media
Job fairs Conferences Outside Recruiters
Working with Outside Recruiters
Contingency vs. Retained Search
The cost needs to be overhead and not part of the posted salary
Communication is the key to success
Ask questions about how things work
Clarify the gray areas
Outside contingency recruiters support and assist you in your own efforts. They may not be able to fill your positions.
***
Recruiting vs. Advertising
or Job Posting
• Posting a job opening on your website
and advertising on-line is good.
Applicants will find you and apply. Recruited candidates will look at your
website for confirmation you are hiring.
• Recruiting is actively reaching out to
potential candidates and asking them if they would like to consider a new
position.
• Applicants have one mind set and
Recruits have another.
Why would someone respond to a recruiting
email or apply for a job?
First, they won’t if
there is no reason to
make a change.
Second, they will if
there is a reason.
And that change could
be an event or just be
a realization within
themselves.
You will find out how
your company can
meet this new need as
the process proceeds.
Create a database and
track potential
candidates
To recruit BCBAs you
first need to know
how to retain BCBAs.
Communicating with Recruited Candidates
• It takes more time and finesse
• Email, Text, or Call?
• Assess why local recruits respond and what are you willing to share
• How the interviewing procedure might be different
Differences in
Interviewing
Recruits want to have meetings with managers
• Recruits don’t want to fill in applications or go through HR
• Soften and discuss topics with a recruit and ask a few questions
Applicants will come for interviews
• They will do what you tell them to do to apply
• Ask questions and discuss a few topics.
Presenting the position and your company
Of course ..
• Be honest about your expectations about the position.
• Have a Job Description1
• Talk about your culture.
• Discuss salary ranges and benefits
But definitely ..
• Know what sets your company apart from others.
1 4.05 Organization accurately represents the services they provide.2 A.09 Organization has job descriptions and expectations for all current positions.
Why work for your
company?
• Competitive Salary
• Generous Signing Bonus
• 15 days PTO plus 7 national
holidays
• Medical, Dental, Vision, Disability
Insurance, and 401K
• Monthly team meetings
• Opportunities for Advancement
What else do BCBAs want?
• Job security
• Quality co-workers
• Openness of Communication
• Supportive management
• A work/life balance
• The opportunity to gain new skills
• Have an impact
• To practice ABA
Some examples of what to add and set your
company apart
• We are a privately owned company in business for 5 years.
• Our Clinical Director is a BCBA-D and Licensed Psychologist
• Many of our RBTs have been with the company since inception
• Scheduled meetings and in-house training events offer on-going support
• CEUs are provided including attendance at State ABA conference
• Opportunity to work with a multidisciplinary team
• Best Practices are our standard procedures and we are BHCOE Accredited
• We are closed the week between Christmas and New Years so you can be with your family.
Recruiting and Retention are different sides to
the same coin so here’s that list
again!
• Job security
• Quality co-workers
• Openness of Communication
• Supportive management
• A work/life balance
• The opportunity to gain new skills
• Have an impact and just practice ABA
***
Sample Interview
Questions for an ApplicantSample Topics
for Discussion during a Meeting with a Recruit
• AQ: Why do you want to leave your current employer
• CQ: What’s going on with your current company that makes you want to consider something new?
• AQ: Here are some sample emails you might receive from parents. How would you respond?
• CQ: We really believe in parent training. How do you work with a parent who might not be as involved as they should and how you work with a parent who is too involved?
Give a little
information to get a little
information
• Q: We are doing some research on how often we should meet as a team. We think
once a month is good but since this is a home-based program, we want all of our
staff to feel included and part of our team and to have opportunities to collaborate in
person. How often to you think we should meet?
• Q: Our BCBAs manage between 10-15 cases
and provide 100 billable hours per month including both supervision and direct
service. How does this compare to what you are currently providing?
Final thoughts on
Interviewing
A few more sample questions:
• Q: Tell me about a time when you made a mistake and learned from it. How did you learn that?
• Q: How do you balance your professional and personal life?
• Q: How do you handle mistakes?
• Q: How will people see you as you represent our company in the community?
***
Hiring Policies and
On-Boarding
• Offer letters or contracts
• Non-compete or Non-solicitation
• Background and reference checks.
• Credentialing and Licensing
• Orientation
BHCOE Position Paper Regarding
the Use of Non-Competes
BHCOE.org > Resources
Types of Intellectual Property
Protections
• Non-Competes
• Non-Solicitation
• Non-Disclosure
• Intellectual Property
The Ethics of Non-Competes
Code: “BHCOE2020” for 20% off CE Unit
Collecting Meaningful Data
• Recruiting Funnel
• How many staff can you hire?
• How long does it take you to hire them?
Conversions
Time
Volume
Recruiting Funnel: Volume
# of Applications
Received*# Phone Screens
# In-Person
Interviews (or
Video)
# Offers # Accepted # Declined
Recruiting Funnel: Time Conversion
Days from application received to phone screen
01
Days from phone screen to interview
02
Days from application received to offer accepted
03
Days from offer accepted to match/orientation
04
Days from match/orientation to 90-day retention
05
Thank You!
BARBARA VOSS, HRIC 719-485-4900 WEBSITE:
HRICOLORADO.COM
FACEBOOK: HRIC
RECRUITER
LINKED IN: BARBARA
VOSS HEALTH CARE
RECRUITER