• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business
 

PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business

on

  • 899 views

Raymond will be sharing his knowledge on recruiting the right people, managing your finances, online marketing and more - everything you need to know if you plan on getting your hands dirty and ...

Raymond will be sharing his knowledge on recruiting the right people, managing your finances, online marketing and more - everything you need to know if you plan on getting your hands dirty and getting things done for your business. Our first session is set for May 4th (Tuesday) and will be hosted by Raymond To, Founder and Managing Partner at Go Recruitment. Raymond has specialized in IT recruitment for the past 18 years and was one of Business in Vancouver's Top 40 Under 40. His company has sustained a high retention rate for all of their clients and Raymond is looking to share some key points on how you can attract, engage, manage and motivate your employees.

Statistics

Views

Total Views
899
Views on SlideShare
882
Embed Views
17

Actions

Likes
0
Downloads
7
Comments
0

2 Embeds 17

http://www.linkedin.com 13
http://www.slideshare.net 4

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • Small businesses tend to shrink the on-boarding processes from 90 day to 30 days – no luxury of waiting that long Performance measures – what things are measured for small biz employees? Sales growth instead of profit because small business may not be profitable of the bat. Progress is what is measured. Rewards would be different and more personal for small businesses – need some specific examples here from your client firms? There’s also shares and equity vesting? Lounge area in office; bean bag chairs and snacks Small businesses letting go of employees; outplacement – higher turnover in comparison to large corporate? Thoughts?
  • What is the process of filling the org chart Is it really needed in a small business? Hire as we go? Expand very cautiously What does it really take a new employee to take on the company’s values? Such as what lululemon does
  • Some perks don’t matter but some do – what perks have your clients tried that have worked? Paying 50 percentile what does that do for retention? We get some applicants that go for below market rates because they are desperate for a job – recession. How do we set it? How is it measured? Who will be responsible for reaching it? Long or short term goal?
  • For the example companies that you use such as nurse next door you should not only describe the 5 min scrum meetings, also how effective it’s been and how they measured effectiveness? Concrete/measurable improvements For small biz should they only measure a few? What’s relevant and important to your own biz may not be relevant to other industries. Cost and revenue drivers. Transparency – to the public or to internal parties (employees/managers). What if you didn’t hit your BHAG? Balance between setting ambitious or unattainable goals?

PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business PeerFX Webinar - Attracting, Engaging, Managing and Retaining Talent in Your Business Presentation Transcript

  • Topic today… Recruitment and Retention Managing vs. Engaging Q&A
  • R E C R U I T M E N T Recruiters focused on Retention
  • My Background…
    • 18 th year of recruitment
    • Start-up board advisors
    • BC Social Venture Partner
    Raymond To, Senior Partner BSc, MBA, CMA
    • How to offer “high touch” and still have margin?
    • Answer: Leverage online and IT
    The mobile office  better value Eureka! Eureka!
  • Our Retention Model
    • Mission & values
    • Policies & procedures
    • Organizational structure
    • Branding
    • Job Descriptions
    • Offer letters
    • Recruitment Tools
    • Selection Tools
    • Interview skills training
    • Employee referral program
    • Co-op
    • Performance Management System
    • Performance Management Training
    • Education
    • RRSP, Options
    • Salary & Bonus
    • Rewards & recognition
    • Health & wellness benefits
    • Career development
    • Training your “Mgrs”
    • Employee Engagement surveys
    • External Competitions
    • Succession planning
    • Focus groups/Committees
    The Employee Life-Cycle
    • 90 day On-Boarding
    • Training
    • Hire for Tomorrow
    • Sketch out ideal ORG chart
    • Roles and NOT Job descriptions
    • What are your values
    • Employer Brand
    Recruitment: Takeaways Prescription for your Pains
    • Old Fashion Suggestion Box
    • Perks don’t matter really
    • Paying 50 th percentile is ok
    • Do you have a BHAG?
    Retention: Takeaways Keeping your people
    • Do you know your KPIs?
    • Do your people know?
    • Stand-up Scrum meetings
    • Transparency
    • Renew your BHAG on annual basis
    Managing & Engagement:Takeaways Are they engaged?
  • Thank you! Raymond To, BSc,MBA,CMA Partner [email_address] 604-871-4166 Questions? . . .
  • “ In side by side comparisons, we outperform traditional recruitment firms and solo practitioners” The GO Difference Criteria GO Recruitment Others Reach Unrestricted Restricted Retention Rates 5X; 96% retention! n/a Resources 3 to 4X Less Process Transparent Hidden Experience 75+ years 5 to 25 years Attention Exclusive to Company X Compete with you People Part of your company Transactional HR Capability Interim HR No
  • Some of our clients: Recruitment and HR Canadian Securities Registration Systems