Recruiting, Retaining and the Business Relationship: How to be a Personable HR Professional  in an Impersonal World a de V...
Today’s World <ul><li>Technology affords HR professionals valuable resources while saving time and money in screening and ...
Today’s Realty <ul><li>High Rate of Unemployment: Still @ 9.1% in August  </li></ul>July  August  Sept.  Oct. Courtesy of:...
Today’s Job Market <ul><li>Competition is Fierce  </li></ul><ul><li>Among Employers:  </li></ul><ul><li>Fewer job vacancie...
Today’s Job Market Strategy To attract the ‘best of the latest’ (human resources)…
Today’s Job Market Strategy … use the ‘latest of the best.’  (marketing and networking resources)
Today’s Social Network Websites <ul><li>Most Popular SNW’s: </li></ul><ul><li>Facebook- More than 800 million users   </li...
Today’s Social World <ul><li>Social Network Websites provide: </li></ul><ul><li>  •  screening and informal background che...
Today’s Other Recruiting Methods <ul><li>Other online recruitment processes: </li></ul><ul><li>Blogs, forums </li></ul><ul...
Today’s Personable HR Professional <ul><li>Initial contact with applicant must go beyond ‘social’ to face-to-face and be e...
Today’s Personable Interviewing Rules: <ul><li>Establish rapport </li></ul><ul><li>Be a good listener </li></ul><ul><li>Av...
Today’s Personable Workplace <ul><li>Once the employee is in your care, be sure to monitor job satisfaction to increase jo...
Today’s Personable Workplace <ul><li>Establish clear and appropriate roles </li></ul><ul><li>Define work methods </li></ul...
Today’s Personable Workplace <ul><li>Design complex and meaningful jobs and </li></ul><ul><li>help employees pursue goals....
Today’s Personable Workplace Set satisfactory pay levels and communicate pay structure and policies. -Equal pay for equal ...
Today’s Personable Community While today’s technology provides HRM  and business networking advantages, job applicants, em...
Today’s Personable HR Community Social Capital Applicant Community Employer Job Vacancy SNW’S
Today’s Personable HR Community <ul><li>Social Capital  is ‘the web of relationships among employees and groups (both insi...
Today’s Personable HR Community <ul><li>… Utilizes today’s technology to screen and recruit </li></ul><ul><li>… Incorporat...
References: <ul><ul><li>Kleiman, L. S., & Benek-Rivera, J. (2010). A four-step model for teaching  </li></ul></ul><ul><ul>...
de Vine Works 2011 Regina Walker-Tekulve
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Recruit, Retain &amp; Relationships R.Tekulve

  1. 1. Recruiting, Retaining and the Business Relationship: How to be a Personable HR Professional in an Impersonal World a de Vine Works Presentation
  2. 2. Today’s World <ul><li>Technology affords HR professionals valuable resources while saving time and money in screening and hiring, employee development and networking. </li></ul><ul><li>Using technology can be impersonal, but Human Resource professionals can incorporate personable practices to enhance today’s recruitment methods, and to further employee satisfaction and grow relationship-building within the company and community. </li></ul>
  3. 3. Today’s Realty <ul><li>High Rate of Unemployment: Still @ 9.1% in August </li></ul>July August Sept. Oct. Courtesy of: www.bls.gov
  4. 4. Today’s Job Market <ul><li>Competition is Fierce </li></ul><ul><li>Among Employers: </li></ul><ul><li>Fewer job vacancies with more people to screen </li></ul><ul><li>Must hire and retain the best! </li></ul><ul><li>Among Applicants: </li></ul><ul><li>Fewer job vacancies with more people applying for the same job </li></ul><ul><li>Must perform and be the best! </li></ul>
  5. 5. Today’s Job Market Strategy To attract the ‘best of the latest’ (human resources)…
  6. 6. Today’s Job Market Strategy … use the ‘latest of the best.’ (marketing and networking resources)
  7. 7. Today’s Social Network Websites <ul><li>Most Popular SNW’s: </li></ul><ul><li>Facebook- More than 800 million users </li></ul><ul><li>Twitter- 175 million active accounts </li></ul><ul><li>LinkedIn- 101 million profiles </li></ul>
  8. 8. Today’s Social World <ul><li>Social Network Websites provide: </li></ul><ul><li> • screening and informal background checks </li></ul><ul><li>• job listings on company and group pages </li></ul><ul><li>• networking, referrals and leads </li></ul><ul><li>• industry advice, community connections </li></ul><ul><li>45% of companies in 2009 used SNW’s </li></ul><ul><li>as a screening tool for applicants </li></ul><ul><li> </li></ul>
  9. 9. Today’s Other Recruiting Methods <ul><li>Other online recruitment processes: </li></ul><ul><li>Blogs, forums </li></ul><ul><li>Job posting sites, i.e., CareerBuilder.com, Monster.com </li></ul><ul><li>Utilize own company website- VERY IMPORTANT </li></ul><ul><li>Traditional recruitment processes: </li></ul><ul><li>Print- industry, trade niche magazine or newspaper </li></ul><ul><li>Radio, TV (partner with local stations’ job boards) </li></ul><ul><li>In-house recruitment </li></ul>
  10. 10. Today’s Personable HR Professional <ul><li>Initial contact with applicant must go beyond ‘social’ to face-to-face and be engaging by: </li></ul><ul><li>Meeting in a private room, no interruptions </li></ul><ul><li>Addressing candidate by name </li></ul><ul><li>Offering a firm handshake </li></ul><ul><li>Smiling </li></ul><ul><li>Setting at ease with small talk </li></ul><ul><li>Sharing the agenda & process </li></ul>
  11. 11. Today’s Personable Interviewing Rules: <ul><li>Establish rapport </li></ul><ul><li>Be a good listener </li></ul><ul><li>Avoid redundant questions </li></ul><ul><li>Don’t rush the candidates response </li></ul><ul><li>Gather, rather than give information </li></ul><ul><li>Watch your body language </li></ul>
  12. 12. Today’s Personable Workplace <ul><li>Once the employee is in your care, be sure to monitor job satisfaction to increase job </li></ul><ul><li>retention: </li></ul><ul><li>Establish clear, appropriate roles </li></ul><ul><li>Design complex and meaningful jobs </li></ul><ul><li>Help employees pursue goals </li></ul><ul><li>Reinforce shared values </li></ul><ul><li>Set satisfactory pay levels </li></ul><ul><li>Communicate pay structure and policies </li></ul>
  13. 13. Today’s Personable Workplace <ul><li>Establish clear and appropriate roles </li></ul><ul><li>Define work methods </li></ul><ul><li>Defined, yet flexible schedules </li></ul><ul><li>Regular performance evaluations </li></ul><ul><li>Family-friendly </li></ul>
  14. 14. Today’s Personable Workplace <ul><li>Design complex and meaningful jobs and </li></ul><ul><li>help employees pursue goals. Employees relate to core values. </li></ul><ul><li>Develop creative talents </li></ul><ul><li>Listen to big and small ideas </li></ul><ul><li>Open door policy </li></ul>
  15. 15. Today’s Personable Workplace Set satisfactory pay levels and communicate pay structure and policies. -Equal pay for equal work -Recognize and award team and individual achievement -Industry and role competitive compensation and benefits
  16. 16. Today’s Personable Community While today’s technology provides HRM and business networking advantages, job applicants, employees and our communities benefit from “Social Capital” that is developed from informal, rather than formal, relationships.
  17. 17. Today’s Personable HR Community Social Capital Applicant Community Employer Job Vacancy SNW’S
  18. 18. Today’s Personable HR Community <ul><li>Social Capital is ‘the web of relationships among employees and groups (both inside and outside of the organization) that provides information, helps solve problems, expands customer bases, and does other things that add value and enhance strategic capability’ (Lengnick-Hall & Lengnick-Hall, 2003). </li></ul>
  19. 19. Today’s Personable HR Community <ul><li>… Utilizes today’s technology to screen and recruit </li></ul><ul><li>… Incorporates traditional, formal HRM methods for structure and function </li></ul><ul><li>… Personalizes the hiring and employee </li></ul><ul><li>development process to ensure job retention </li></ul><ul><li>… Brings business and community together by developing relationships from technical and formal (impersonal), and informal (personable) methods, resulting in Social Capital benefits. </li></ul>
  20. 20. References: <ul><ul><li>Kleiman, L. S., & Benek-Rivera, J. (2010). A four-step model for teaching </li></ul></ul><ul><ul><li>selection interviewing skills. Business Communication Quarterly , 73(3), 291- </li></ul></ul><ul><ul><li>305. doi:DOI: 10.1177/1080569910376536 </li></ul></ul><ul><ul><li>Labor force statistics from the current population survey . (2011, October 06). </li></ul></ul><ul><ul><li>Retrieved from http://data.bls.gov/timeseries/LNS14000000 </li></ul></ul><ul><ul><li>Lengnick-Hall, M., & Lengnick-Hall, C. (2003). Hr's role in building relationship </li></ul></ul><ul><ul><li>networks. Academy of Management Executive , 17 (4), 53-63. </li></ul></ul><ul><li>Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2011). Fundamentals of </li></ul><ul><li>human resource management . (4th ed.). New York, NY: McGraw-Hill Irwin. </li></ul><ul><li>Vicknair, J., Elkersh, D., Yancey, K., & Budden, M. (2010). The use of social networking </li></ul><ul><li>websites as a recruiting tool for employers. American Journal of Business Education , </li></ul><ul><li>3 (11), 7-11. </li></ul>
  21. 21. de Vine Works 2011 Regina Walker-Tekulve

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