Finders Keepers Recruitment and Retention Strategies for Success Barbara J. Bowes, FCHRP, CMC, CCP, M.Ed. June 26, 2014.

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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