Finders Keepers Recruitment and Retention Strategies for Success Barbara J. Bowes, FCHRP, CMC, CCP,...
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Transcript of Finders Keepers Recruitment and Retention Strategies for Success Barbara J. Bowes, FCHRP, CMC, CCP,...
Finders KeepersRecruitment and Retention
Strategies for Success
Barbara J. Bowes, FCHRP, CMC, CCP, M.Ed.
June 26, 2014
Challenges
Program Objectives
• Examine current strategies • Share effective recruitment strategies• Share retention strategies • Respond to questions
Importance of Psychological Contract
• Psychological contract is the personal beliefs, perceptions, and informal obligations between EE/ER
• Sets the dynamics for the relationship and forms part of the organization culture
• Recruitment and retention follow an organization’s strategy and its philosophy towards the management of people
Organization Culture
What is Your Culture?
How do you describe your workplace?
What are you known for?• Creative, innovative and fluid environment• Leading edge of magazine trends• Most recent technology resources• Small versus large team• Coaching/mentoring philosophy• Pay model/market rate salaries• Great place to learn
•What do your employees say?
•Website first Impression? •What do you offer that others don’t?
• opportunities for growth?•What are you known for? •Individual, team, specialized, general•What are your expectations for commitment? •What sets you apart?
What is your Employment Brand?
What does Success Look like?
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Job Tasks and Skills
How do you Assess?
What are YourHiring Practices?
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Common High Performance Common High Performance Character TraitsCharacter Traits
Ideal Candidate Specifications Position Profile Microsite Progress Reports
Target List Strategy Review Meeting Progress Reports
PHASE 2CANDIDATE IDENTIFICATION
Define Candidate PoolInternal/External Candidates of InterestData Base Search
PHASE 1CRITERIA DEVELOPMENT
Stakeholder MeetingsKey Selection CriteriaPosition Profile DevelopmentMicrosite DevelopmentAdvertising Strategy
PHASE DELIVERABLE
LBG Methodology
PHASE 3CANDIDATE EVALUATION
Experience & Skills SetLeadership SkillsCultural FitTop-Grading & AssessmentsPreliminary Reference Checks
Candidate Short List Candidate Review Meeting Client Interviews Progress Reports
PHASE 4SELECTION
Finalist Candidate SelectionCompleted Background & Reference ChecksEmployment Offer
Acceptance of Offer Notification of Unsuccessful
Candidates Announcement
• 360° Review & Report at the end of the first year of employment
On-Going Evaluations
•We follow-up periodically to ensure the satisfactory integration of the Successful Candidate
Psychometric Assessment
AssessmentPersonality & Community Style
• Introvert – extrovert• Sensing – intuition• Perception - judgment• Thinking – feeling
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19
Sense of Service
to a Cause
Tec
hn
ical
/
Fu
nct
ion
al
Co
mp
eten
ce
Entrepreneurial Creativity
Autonomy /
Independence
Security, StabilityOrganizational Identity
Man
ager
ial
Compet
enceP
ure
Ch
alleng
e
Life-S
tyle
Inte
gratio
n
MOTIVATION
PIT STOP
Adapted from Career Anchors, Edgar Schein Sloan School of Management at MIT
Life Attitude Challenges
Interview Strategy
• Resume review – telephone screening
• Standard vs behavioural interview questions
• Case study/assignment
Final Decision
Onboarding
Company Organization &
Operations
Employee Orientation
Safety Measures & Regulations
Facilities TourDaily Routine
Personnel Policies
Employee Benefit Information
Retention
Summary
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