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AmeriCorps Recruitment Workshop Presentation Transcript

  • 1. Q. Consulting Group AmeriCorps Program Directors Meeting “ Whosoever Will, Let Them Come?” Antonio Q. Meeks, Facilitator Copyright © 2010 Q. Consulting Group
  • 2. AmeriCorps Recruitment Workshop
    • “ Learning to attract and recruit AmeriCorps members who have both a commitment to service and a strong work ethic”
  • 3. Course Objectives
    • Participants will review information on traditional and non-traditional recruiting methods
    • Participants will gain insight into the use of social networking sites as a recruiting tool
    • Participants will practice Situational Interviewing as a means to weed out inappropriate applicants
    • Participants will observe the Mutual Selection Interviewing Process
    • Participants will learn how to select applicants who have both a commitment to service and a strong work ethic
    • Participants will engage in peer-to-peer learning with more experienced directors
  • 4. Ice Breaker “Head Hunter”
  • 5. Recruitment Methods Traditional & Non-traditional
  • 6. Traditional Recruitment Methods
    • Newspapers
      • Expensive, Readership is down, Target audience doesn’t read the paper
    • Online Career Posting Sites i.e. Monster, Career Builders, local
      • People often mass apply for jobs without really looking at description
      • Competition with regular ads for conventional full-time jobs
    • Company Website
      • Trick is to drive audience to website
    • Job Fairs
      • Too many applicants to weed through
      • Limited quality time to talk with applicants
    • Referrals/Word of mouth
      • Still works!
  • 7. Non-traditional Recruiting Methods
    • Newsletters
      • Challenging to reach your target audience
      • Should be employment/recruitment specific
    • Email Marketing i.e. Constantcontact.com, Emma
      • Great recruitment resource
      • Database management is key
      • Gives great statistical data on who opens/forwards email, clicks, etc.
    • Social Networking Sites i.e. LinkedIn, Facebook, Twitter, Blogs
  • 8. Benefits of using social networking sites
    • Everyone is online!
    • Puts you in instant contact with potential and existing customer base
    • Excellent way of increasing professional profile
    • Wonderful form of advertisement
    • It helps you build relationships
    • It’s totally free!
  • 9. A look at social networking sites
    • LinkedIn www.linkedin.com
    • Twitter www.twitter.com
    • Facebook www.facebook.com
      • General Profile
      • Fan page
      • Events
    • Blogs
      • www.blogger.com
      • www.flatpress.com
      • www.wordpress.com
      • www.lifetype.com
    • Podcasts
      • www.podcastalley.com
      • www.blogtalkradio.com/
      • www.itunes.com
    • Youtube www.youtube.com
  • 10. Commitment to Service What is it? How is it measured?
  • 11. Mock Commitment to Service Interview As a hiring AmeriCorps Director, explain to the interviewee your understanding of a commitment to service.
  • 12. What is Work Ethic and How is it measured?
  • 13. Work Ethic A set of values based on hard work and diligence. It is also the belief in the moral benefit of work and its ability to enhance character.
  • 14. Origins of the word, Work Ethic
    • Term coined by Max Weber in “The Protestant Ethic and the Spirit of Capitalism”
    • Attached a morale aspect to hard work
    • We receive grace to work hard
    • Work is associated with doing good deeds
    • Work must have meaning
  • 15. How is Work Ethic measured?
    • Based on office norms
    • Established by leaders within organizations
    • Driven by mission, vision & values
  • 16. 80/20 Recruitment Rule
    • 80% of your Corps should meet 100% criteria
    • 20% of your Corps should meet 80% of your criteria
    • Directors must set the criteria
    • Criteria must include a metrics or rubric
    • 80% of outcome comes from 20% of inputs/activities
    • Based on statistical analysis
  • 17. Situational Interview A series of questions that require the candidate to place her or himself in the position of actual job performance.
  • 18. Mock Situational Interview Observe then practice with a partner
  • 19. Mutual Selection A process whereby both parties have a clear understanding of each party’s ability and responsibility to opt in or opt out of the relationship at the time in which either party feels a continuations of the relationship is futile.
  • 20. Mutual Selection
    • Used by fraternities and sororities
    • Puts equal responsibility on both parties
    • Potential employees/members must prove their strong desire to participate and belong within this organization
  • 21. Statement of Mutual Selection At any time in the selection process that you feel you cannot meet the requirements of this program you have the right and responsibility to withdraw from the selection process. Likewise, we also have that same right and responsibility.
  • 22. Mutual Selection Mock Interview Observe then practice with a partner
  • 23. Round Robin Within your small group, share best practices, successes, and lessons learned about recruiting.
  • 24. Transfer of Learning What new information did you learn as a result of this workshop? How will you use this knowledge in your work?
  • 25. Questions?
  • 26. Resources
    • Breaugh, James Dr (2009). Recruiting and Attracting Talent, A Guide for Understanding and Managing the Recruitment Process
    • Leary, Brent and Bullock, David (2008). Social Media Lessons for Business
    • Levit, A. (2009). Success for Hire: Simple Strategies to Find and Keep Outstanding Employees
    • Safko, Lon and Brake, David (2009). The Social Media Bible: Tactics, Tools and Strategies for Business Success
  • 27. Q. Consulting Group Antonio Q. Meeks Founder & Senior Consultant 615.473.2494 [email_address] www.qconsultgroup.com Providing Training & Technical Assistance