Recruiting and Retaining Quality Employees. Competency-based Hiring.
Post on 17-Jan-2016
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Recruiting and Retaining
Quality Employees
Competency-based Competency-based HiringHiring
Concentrating on Concentrating on Purpose…Purpose… What your organization does?What your organization does?
Identify what you want to be famous Identify what you want to be famous for.for.
How it does it?How it does it? Identify your core Identify your core contribution to customers.contribution to customers.
For whom it does it?For whom it does it? Identify Identify your key customers (i.e., for the your key customers (i.e., for the specific service targeted)specific service targeted)
Our organization is engaged in Our organization is engaged in
the commercial delivery of the commercial delivery of
rehabilitation services, we do rehabilitation services, we do
this by providing both living and this by providing both living and
employment support services in employment support services in
our community to individuals our community to individuals
with disabilities.with disabilities.
Service-Component Service-Component purpose:purpose:
The employment service is The employment service is
engaged in the providing engaged in the providing
resources and consultation to resources and consultation to
people with disabilities and people with disabilities and
their employerstheir employers
Individual Contributions to Individual Contributions to purpose:purpose:
timely placements, timely placements,
quality on-going job supports, quality on-going job supports,
meaningful employment choices meaningful employment choices available to our primary customers, available to our primary customers,
good relationship between supervisor, good relationship between supervisor, co-workers and supported employee, co-workers and supported employee, andand
facilitating non-work supportsfacilitating non-work supports
Treating Employees Treating Employees as as CustomersCustomers
You can’t export what You can’t export what
you don’t growyou don’t grow
Manager’s Manager’s must...must...
Give the people who spend the most time Give the people who spend the most time with customers the information, training, with customers the information, training, responsibility and authority to satisfy them.responsibility and authority to satisfy them.
Create an environment that encourages Create an environment that encourages open communication and that allows the open communication and that allows the people closest to the customers to people closest to the customers to continuously pursue their input.continuously pursue their input.
Make your customers aware that their Make your customers aware that their input is valued and used to better serve input is valued and used to better serve them. them.
Getting to Know the Getting to Know the Job…Job…
This structure will ultimately This structure will ultimately lead us to the ideal employee.lead us to the ideal employee.
Preparing the Job Preparing the Job Profile…Profile…
The The HowHow of Getting To Know of Getting To Know The Job…The Job…
Job Profile Format…Job Profile Format…18 factors18 factors
LogisticsLogistics
FinancialFinancial
PerformancePerformance
CultureCulture
LogisticsLogistics
ScheduleSchedule
TravelTravel
FinancialFinancial
IncentivesIncentives
SalarySalary
BenefitsBenefits
PromotionPromotion
PerformancePerformance
AcademicsAcademics
MobilityMobility
Physical AspectsPhysical Aspects
Production/QualityProduction/Quality
Change in RoutineChange in Routine
CultureCulture
Supervisor InteractionSupervisor Interaction
SupportSupport
ReinforcementReinforcement
Orientation/TrainingOrientation/Training
Communication/InteractionCommunication/Interaction
AppearanceAppearance
BehaviorBehavior
Job Job Competencies…Competencies…
the behaviors that have the most the behaviors that have the most effect on producing outcomes that effect on producing outcomes that contribute to the delivery of servicecontribute to the delivery of service
the underlying characteristics of a the underlying characteristics of a person that enables them to person that enables them to perform in a given job such as perform in a given job such as knowledge, skills, traits, and knowledge, skills, traits, and potential to do jobpotential to do job..
Recruiting...Recruiting...
is the process used to is the process used to communicate with potential communicate with potential employees that a position is employees that a position is available and describe it in a available and describe it in a way that the potential employee way that the potential employee will accept the jobwill accept the job
Recruiting....Recruiting....
If you wait until you have an If you wait until you have an opening, you've waited too opening, you've waited too long!long!
The Marketing The Marketing Connection…Connection…
Market SegmentationMarket Segmentation
Market TargetingMarket Targeting
Prospecting Prospecting Strategies…Strategies…
NetworkingNetworking
NestsNests
Endless Chain Referral Endless Chain Referral System System
Cold Canvass or Cold CallCold Canvass or Cold Call
Getting to Know the Getting to Know the Prospects…Prospects…
Document ReviewDocument Review: : Resumes, Resumes, ApplicationsApplications
InterviewInterview: : Reference Checks, Face-to-FaceReference Checks, Face-to-Face
Direct ObservationDirect Observation: : Sampling Sampling Performance, Job Tryouts, Internships, Work Performance, Job Tryouts, Internships, Work Sampling, Performance TestsSampling, Performance Tests
Evaluate the Evaluate the Information…Information…
Careful note-takingCareful note-taking
Compare applicants to job profileCompare applicants to job profile
Compare applicants to each otherCompare applicants to each other
Treat all applicants fairlyTreat all applicants fairly
Costs of Hiring…Costs of Hiring…
It is estimated that hiring a new It is estimated that hiring a new staff costsstaff costs1.5 times1.5 times the salary the salary of the position!of the position!
What are the costs?What are the costs?
Supporting Employees for Retention
What Do they Want?
1. Open Communication
2. Security
3. Commitment
4. Fairness
5. Respect
6. Development Opportunities
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