Secrets to Successful Recruiting How to Identify, Elevate and Retain Talented Continuity...
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Transcript of Secrets to Successful Recruiting How to Identify, Elevate and Retain Talented Continuity...
Secrets to Successful Secrets to Successful RecruitingRecruiting
How to Identify, Elevate and Retain Talented Continuity Professionals
Introduction - Successful Introduction - Successful RecruitingRecruiting
• Why take the time?
• What to consider?
• Be strategic
• Empower a skilled efficient BC team
• Inefficient hiring costs
Your Input…Your Input…
• Success stories
• Obstacles to overcome
• What do you want to walk away with?
Today’s OutlineToday’s Outline
• Identifying, Recruiting & Hiring Top Talent– Develop a Hiring Strategy to Recruit and Select
the Right Candidate.
• Elevate, Motivate & Retain– Focus on Building and Retaining a Skilled,
Efficient BC Team.
The Hiring StrategyThe Hiring Strategy
Staffing Needs
Credentials &Competencies
Job DescriptionRecruiting
Interviewing
Selection
Determine Staffing NeedsDetermine Staffing Needs
• Company Needs
• Team Needs
• BC Program Needs
• Future Needs
Increase Personnel Headcount
• Assess, Plan, & Build a Business Case Scenario
• Staffing Matrix
• Benchmark your BC Program
Credentials & CompetenciesCredentials & Competencies
Definition: A standardized requirement for an individual to properly perform a specific job.
Identify Needed Identify Needed CompetenciesCompetencies
• Company Culture
• Team Gap Assessment
• Individual
Credentials in DemandCredentials in Demand
• Certification• Advanced Education• Expertise in both Business & Technology• Global BC Exposure• Crisis Management/ Actual Disaster Response• Wide Array of Tangent Skills• Strong Soft Skills
Soft SkillsSoft Skills
• Polished Presentation Skills• Proven Program Management• Training Expertise• Engage All Levels• Develop Business Case Scenarios• Understand the Program Culture Fit• True Passion
Value of Professional Value of Professional CertificationsCertifications
• Most Recognized
• Benefits
• Dual Certifications
Job DescriptionsJob Descriptions
• Attract the Right Candidates!– Well Written & Complete– Up to Date– Communicate a Clear Message
Job Descriptions – What to Job Descriptions – What to IncludeInclude
Working Conditions & Conditions of Service
Reporting Line & Relationships
Key Performance Indicators
Detailed Tasks & Responsibilities
Summary Statement
Job Title & Identifications
Well Written Job Description
Job Description BlundersJob Description Blunders
• Limited Flexibility
• Wrong use of Words
• Locked into Requirements
• Job Title Classification
• Lacking an Organizational Structure
BC Job TitlesBC Job Titles
Chief Officer
Global Manager
Vice President/ Director
Manager/ AVP/ Program Manager
Specialist/ Strategist/ Analyst
Entry-level
Use: Continuity, Assurance, Enterprise & Readiness
Avoid:Recovery & Disaster
Developing Job DescriptionsDeveloping Job Descriptions
• Review samples in handout
Creative RecruitingCreative Recruiting
• Think Outside of the Box• Reach out to Current Employees• Network within Your Profession• Websites• Utilize Your HR• Colleges & Universities• Specialized Personnel Search Firms
Intelligent InterviewingIntelligent Interviewing
Type of Interviews
Interviewing Team
Documented & Systematic
Develop Questions
Comparing Benchmarks
Flexibility
Types of InterviewsTypes of Interviews
• Screening – Telephone, Computer & Video
• Selection (One-on-One, Group & Panel)– Situation, Stress & Audition
• Behavioral– Structured, Informal & Reverse Role
• Testing?
Selecting the Panel of Selecting the Panel of InterviewersInterviewers
• Management Team
• Co-Workers
• Human Resources
Develop a Documented, Develop a Documented, Systematic ProcessSystematic Process
• Determine the number of interviews, structure and proposed timeline.
• Develop a scoring method - benchmarks.
• Brief all members of the interviewing team.
Interview QuestionsInterview Questions• Assess Culture Fit• Determine Credentials & Competency Match• Assess Behavior, Thinking & Decision Making
Styles• Assess Current Top Performers → Formulate
Questions • Open Ended, Probing Questions
Avoid: Improper, discriminatory or binding contract statements
Benchmarking CandidatesBenchmarking Candidates
• Develop an Evaluation Form
• Create an Interviewing Team Understanding
• See sample Evaluation Form
Maintain FlexibilityMaintain Flexibility
• Culture Fit - Versus – Skill Set Fit
• Pleasing Everyone?
• Keep Enough Candidates in Process
• Consider Back-up Options
Benefits to Successful Benefits to Successful InterviewingInterviewing
• Taking Time Up Front → Saves Time
• Creates Focus
• Accurately Assess and Benchmark Candidates
Bad Interviews – What to Bad Interviews – What to AvoidAvoid
• Failure to Pre-Screen Candidates
• Evaluate Personality Not Skills & Experience
• Failure to Prepare Candidates
• Do Nothing but Talk During Interviews
Today’s OutlineToday’s Outline
• Identifying, Recruiting & Hiring Top Talent– Develop a Hiring Strategy to Recruit and Select
the Right Candidate.
• Elevate, Motivate & Retain– Focus on Building and Retaining a Skilled,
Efficient BC Team.
Elevate & Motivate Elevate & Motivate RetentionRetention
• Crucial to Developing a Skilled, Efficient BC team
• Represents you as a Manager
• Be the Coach
• Keep it Fun
Steps to Elevate Your BC Steps to Elevate Your BC TeamTeam
SWOT
Gap AnalysisTraining Program
Follow-upMeetings
SWOTSWOT
• Strengths• Weaknesses• Opportunities• Threats
Assess Team and Individual Skills → Gap Analysis
Training Program & Follow-Training Program & Follow-upup
Training BC/DR Certifying Bodies On-line Courses College Courses Seminars/ Associations Third Party Firms
Follow-Up Schedule Meetings to Assess Team and Individual
progress. Develop a Training Matrix to Track Progress.
Points to Consider – Points to Consider – Elevating TeamElevating Team
• Identify and Develop Cross Functional Skills• Promote Certification or Dual Certification• Support Advanced Education• Support Specific BC/DR Educational Seminars• Sharpen Soft Skills• Encourage Leadership• Develop & Foster a Team Brand• Be Proactive with Career Development – Be the
Coach!
Motivating Your BC TeamMotivating Your BC Team• Be Motivated Yourself!• Key to Motivating Individuals – Each Person is
Uniquely Different• Communicate a Clear Message on Company &
Team Goals• Encourage Team Involvement & Ideas• Talent & Skill Utilization.• Reward, Recognize & Appreciate• Keep it Fun!
Motivational ExerciseMotivational Exercise
• List 3 Things that Motivate You.• List 3-5 Things that Motivate each Employee.
Have the each Employee Create their own List.• One-on-One Meetings discussing each other’s list.• Incorporate into Performance Reviews and
Reward Programs.• Internal or External Customer Comments.
Why Employees Change Why Employees Change Jobs?Jobs?
• No clear expectations • Lacking the proper tools, time
and training • Lack of recognition or
appreciation • Not a fun work environment • Lack of contributing or making
a difference • Lack of work and life balance • Ethically disagree with
company or management
• No connection with team or management
• Lack of fair treatment• No career opportunity • Lacking teamwork • Uncertainty their future within
company• Continuity program is not
valued• Money/ Benefits• Relocation
Secrets to RetentionSecrets to Retention
• Employees Want to Control Their Work.
• People Want to Feel a Sense of Belonging.
• Provide a Challenge.
• Recognize and Reward Stellar Work.
• Keep it Fun.
Strategic Recruiting & Strategic Recruiting & RetentionRetention
• Network to Maintain a Candidate Pool.• Think Outside of the Box when Recruiting.• Focus on Desired Credentials & Competencies.• Take the Time to Invest in Elevating Your BC
Team.• Uniquely Motivate Your Personnel.• Be the Coach others Want to Work For –
Employer of Choice.• Keep it Fun!