Recruiting, Retaining and the Business Relationship:

How to be a Personable HR Professional in an Impersonal World

a de Vine Works Presentation

Today’s World

Technology affords HR professionals valuable resources while saving time and money in screening and hiring, employee development and networking.

Using technology can be impersonal, but Human Resource professionals can incorporate personable practices to enhance today’s recruitment methods, and to further employee satisfaction and grow relationship-building within the company and community.

Today’s Realty

High Rate of Unemployment: Still @ 9.1% in August

0

2

4

6

8

10 2008

2009

2010

2011 July August Sept. Oct. Courtesy of: www.bls.gov

Today’s Job Market

Competition is Fierce

Among Employers: Fewer job vacancies with more people to screen

Must hire and retain the best!

Among Applicants: Fewer job vacancies with more people applying for the same job

Must perform and be the best!

Today’s Job Market Strategy

To attract the ‘best of the latest’ (human resources)…

Today’s Job Market Strategy

…use the ‘latest of the best.’ (marketing and networking resources)

Today’s Social Network Websites

Most Popular SNW’s:

Facebook- More than 800 million users

Twitter- 175 million active accounts

LinkedIn- 101 million profiles

Today’s Social World

Social Network Websites provide:

• screening and informal background checks• job listings on company and group pages• networking, referrals and leads• industry advice, community connections

45% of companies in 2009 used SNW’sas a screening tool for applicants

Today’s Other Recruiting Methods

Other online recruitment processes:

Blogs, forums Job posting sites, i.e., CareerBuilder.com, Monster.com Utilize own company website- VERY IMPORTANT

Traditional recruitment processes:

Print- industry, trade niche magazine or newspaper Radio, TV (partner with local stations’ job boards) In-house recruitment

Today’s Personable HR Professional

Initial contact with applicant must go beyond ‘social’ to face-to-face and be engaging by:

Meeting in a private room, no interruptions Addressing candidate by name Offering a firm handshake Smiling Setting at ease with small talk Sharing the agenda & process

Today’s Personable Interviewing Rules:

Establish rapport Be a good listener Avoid redundant questions Don’t rush the candidates response Gather, rather than give information Watch your body language

Today’s Personable Workplace

Once the employee is in your care, be sure to monitor job satisfaction to increase job

retention:

Establish clear, appropriate roles Design complex and meaningful jobs Help employees pursue goals Reinforce shared values Set satisfactory pay levels Communicate pay structure and policies

Today’s Personable Workplace

Establish clear and appropriate roles

- Define work methods- Defined, yet flexible schedules- Regular performance evaluations- Family-friendly

Today’s Personable Workplace

Design complex and meaningful jobs and help employees pursue goals.

Employees relate to core values.

Develop creative talentsListen to big and small ideas

Open door policy

Today’s Personable Workplace

Set satisfactory pay levels and communicate pay structure and policies.

-Equal pay for equal work-Recognize and award team and individual achievement-Industry and role competitive compensation and benefits

Today’s Personable Community

While today’s technology provides HRM and business networking advantages, job applicants, employees and our communities benefit from “Social Capital” that is developed from informal, rather than formal, relationships.

Today’s Personable HR Community

Applicant

Community

EmployerJob Vacancy

SNW’S

Social Capital

Today’s Personable HR Community

Social Capital is ‘the web of relationships among employees and groups (both inside and outside of the organization) that provides information, helps solve problems, expands customer bases, and does other things that add value and enhance strategic capability’ (Lengnick-Hall & Lengnick-Hall, 2003).

Today’s Personable HR Community

…Utilizes today’s technology to screen and recruit…Incorporates traditional, formal HRM methods for

structure and function …Personalizes the hiring and employee development process to ensure job retention…Brings business and community together by

developing relationships from technical and formal (impersonal), and informal (personable) methods, resulting in Social Capital benefits.

References: Kleiman, L. S., & Benek-Rivera, J. (2010). A four-step model for teaching selection interviewing skills. Business Communication Quarterly, 73(3), 291- 305. doi:DOI: 10.1177/1080569910376536

Labor force statistics from the current population survey. (2011, October 06). Retrieved from http://data.bls.gov/timeseries/LNS14000000

Lengnick-Hall, M., & Lengnick-Hall, C. (2003). Hr's role in building relationship networks. Academy of Management Executive, 17(4), 53-63.

Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2011). Fundamentals of human resource management. (4th ed.). New York, NY: McGraw-Hill Irwin.

Vicknair, J., Elkersh, D., Yancey, K., & Budden, M. (2010). The use of social networking websites as a recruiting tool for employers. American Journal of Business Education, 3(11), 7-11.

de Vine Works 2011 Regina Walker-Tekulve