Nonprofit Recruitment for Organizational Success

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This webinar, presented by HR specialist Veronica Utton, outlines how to create a recruitment strategy; what traditional and non-traditional recruitment tools are available; the best way to create …

This webinar, presented by HR specialist Veronica Utton, outlines how to create a recruitment strategy; what traditional and non-traditional recruitment tools are available; the best way to create candidate short-lists; and planning for future stages of the recruitment process including interviewing, hiring and orientation. The information presented is specific to the nonprofit sector.

To view the full one-hour webinar, including audio, visit: https://charityvillage.com/elearning/webinars/past-webinars/nonprofit-recruitment-for-organizational-success.aspx.

More in: Recruiting & HR
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  • 1. 1 Recruitment for Organizational Success April 24, 2013
  • 2. The VUA Team Tracey Johnson  26 years in the non- profit and private sectors:  Business Services  Facility Management  Insurance  Professional Services  Publication  Utilities Veronica Utton  29 years in the non- profit, private and public sectors:  Charitable  Construction  Education  Finance  Government  Retail  Professional Services 2
  • 3. Learning Objectives By the end of the session you will:  Be aware of the recruitment and selection and process  Gain an awareness to commonly practiced recruitment approaches  Be oriented to the key components of applicant assessment methodologies 3
  • 4. Survey Says… 4
  • 5. Does your organization have a recruitment strategy in place? Using the polling function to respond… 5  It’s in the planning stage.  Yes, we have one in place, too bad no one knows about it!  Yes, we have one in place and our managers know about it.  Strategy? Don’t we just get people when we need them?
  • 6. 6 Much Ado About A Recruitment Strategy
  • 7. Why Have a Recruitment Strategy? • Attraction road map • Aligns to organizational goals and objectives • Facilitates ongoing success (fundraising, community service, member service)
  • 8. 8 What Does Recruitment Success Look Like? • The process aligns with the organization’s values • You achieve the desired ROI • Anticipated goals and objectives are realized
  • 9. Checklist of Strategy Considerations Organization Values Philosophy on People Desired Position in the Sector 9 Recruitment
  • 10. Managing Your Brand 10 Your brand is one of the most important business elements…it is a key contributor to a company’s overall success COMPANY NAME Unique selling proposition Barometer for customer/ supporter expectations Key indicators of job seekers hiring experience Key indicators for employees working experience Source: YWCA Toronto
  • 11. Managing Your Brand - Case Example 11 UNICEF The Mission The Vision The Values Retention Strategies
  • 12. 12 Overview of the Recruitment & Selection Process
  • 13. 13 Recruitment Key Outcomes  To generate a pool of qualified applicants  To achieve management goals and objectives, while meeting current legal requirements  To be broad in reach and transparency (inclusive of internal postings, employee referrals, job boards etc.) Source: Adapted from Nelson Canada
  • 14. 14 Selection Key Outcomes  To identify key job criteria for successful performance in the job  To identify qualified candidates relative to job criteria  To validate the job criteria through the process of interviews, assessments and relevant background checks
  • 15. • Budget • Job Description • Work Space •Define Job Criteria •Assess Resumes •Telescreen for fit • Link with Strategic Plan • Link with Operational Plan • Managerial Coaching/Training Screen PlanOnboard Select Approvals Source • Branding • Posting • Networks •Selection Tools •Structured Interviews •Assessments & Background Checks •Offer and Closeouts Recruitment & Selection Process Organization Values Philosophy on People Desired Position in the Sector • Offer Acceptance • Orientation • Process Feedback • Reporting Analytics
  • 16. • Link with Strategic Plan • Link with Operational Plan • Managerial Coaching/Training 16 Plan
  • 17. Talent Pool Considerations Organization Values Philosophy on People Desired Position in the Sector 17 Recruitment 1. Women 2. Visible Minorities 3. Aboriginals 4. Disabled Plan
  • 18. •Budget •Job Description •Work Space 18 Approvals
  • 19. 19 Attracting Your Talent Pool Source
  • 20. 20 Source •Branding •Posting •Networks
  • 21. Posting @ 21 Source
  • 22. Survey Says… 22
  • 23. Have you tried using social media as an attraction method? Using the polling function to respond… 23  Yes  No, still exploring
  • 24. 24 Maximizing Social Media
  • 25. Definition  Social media refers to the means of interactions among people in which they create, share, and exchange information and ideas in virtual communities and network. 25
  • 26. Social Media Impact to Hiring Manager? • Sourcing - 92% • Screening – 86% • Selection – 89%
  • 27. Job Seekers are hooked on Social Media… • Job Search Activity – 73% 27
  • 28. • Define Job Criteria • Assess Resumes • Telescreen for Fit 28 Screen
  • 29. Sample screening tool 29 Screen
  • 30. 30 Select •Selection Tools •Structured Interviews •Assessments & Background Checks •Offer and Closeouts
  • 31. Selection Tools 31 Application Interview Guide Assessment Select
  • 32. Interview Methodologies 32 Interview Type (one-to-one, panel, group) Interview Style (behavioural, scenario, etc.) Select
  • 33. Closing The Process References - BackCheck (top 3) Offer (negotiations, employment contract) Candidate Communications 33 Select
  • 34. 34 Onboard • Offer Acceptance • Orientation • Process Feedback • Reporting Analytics You Never get a Second Chance to Create a Great First Impression
  • 35. Your next steps…  Translate the process of recruitment and selection as it relates to your organization  Apply the recruitment approaches that make best sense for your organization  Consider how you might enhance your current applicant assessment methodologies 35
  • 36. Any Questions?
  • 37. Thank You! • We value your opinion and welcome any feedback you have on today’s session. • Please take a couple of minutes and complete the online survey, enjoy the rest of your day! 37