Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening...

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Creating a Talent Acquisition Strategy: Practices in Recruiting, Hiring & Retaining BCBA’s Barbara Voss, HRIC www.hricolorado.com

Transcript of Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening...

Page 1: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

Creating a Talent Acquisition Strategy: Practices in Recruiting,

Hiring & Retaining BCBA’sBarbara Voss, HRIC

www.hricolorado.com

Page 2: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

Topics for

today

• Recruiting and Advertising

• What does “this position is a good fit” really mean?

• Retention

• Interviewing Ideas

• Hiring policies and On Boarding

Page 3: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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.

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Where to find candidates

Indeed Linked In BACB emails Facebook and other social media

Job fairs Conferences Outside Recruiters

Page 5: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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.

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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.

Page 7: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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.

Page 8: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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

Page 9: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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.

Page 10: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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.

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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

Page 12: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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

Page 13: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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.

Page 14: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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

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Page 15: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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?

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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?

Page 17: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

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?

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Hiring Policies and

On-Boarding

• Offer letters or contracts

• Non-compete or Non-solicitation

• Background and reference checks.

• Credentialing and Licensing

• Orientation

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BHCOE Position Paper Regarding

the Use of Non-Competes

BHCOE.org > Resources

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Types of Intellectual Property

Protections

• Non-Competes

• Non-Solicitation

• Non-Disclosure

• Intellectual Property

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The Ethics of Non-Competes

Code: “BHCOE2020” for 20% off CE Unit

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Collecting Meaningful Data

• Recruiting Funnel

• How many staff can you hire?

• How long does it take you to hire them?

Conversions

Time

Volume

Page 23: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

Recruiting Funnel: Volume

# of Applications

Received*# Phone Screens

# In-Person

Interviews (or

Video)

# Offers # Accepted # Declined

Page 24: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.
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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

Page 26: Creating a Talent Acquisition Strategy: Practices in …...or Job Posting • Posting a job opening on your website and advertising on-line is good. Applicants will find you and apply.

Thank You!

BARBARA VOSS, HRIC 719-485-4900 WEBSITE:

HRICOLORADO.COM

FACEBOOK: HRIC

RECRUITER

LINKED IN: BARBARA

VOSS HEALTH CARE

RECRUITER