On October 23rd, 2014, we updated our
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Recruitment Methods Traditional & Non-traditional
Traditional Recruitment Methods
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
Trick is to drive audience to website
Too many applicants to weed through
Limited quality time to talk with applicants
Referrals/Word of mouth
Non-traditional Recruiting Methods
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
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!
A look at social networking sites
Commitment to Service What is it? How is it measured?
Mock Commitment to Service Interview As a hiring AmeriCorps Director, explain to the interviewee your understanding of a commitment to service.
What is Work Ethic and How is it measured?
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.
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
How is Work Ethic measured?
Based on office norms
Established by leaders within organizations
Driven by mission, vision & values
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
Situational Interview A series of questions that require the candidate to place her or himself in the position of actual job performance.
Mock Situational Interview Observe then practice with a partner
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.
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
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.
Mutual Selection Mock Interview Observe then practice with a partner
Round Robin Within your small group, share best practices, successes, and lessons learned about recruiting.
Transfer of Learning What new information did you learn as a result of this workshop? How will you use this knowledge in your work?
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
Q. Consulting Group Antonio Q. Meeks Founder & Senior Consultant 615.473.2494 [email_address] www.qconsultgroup.com Providing Training & Technical Assistance