0
1
Recruitment for
Organizational
Success
April 24, 2013
The VUA Team
Tracey Johnson
 26 years in the non-
profit and private
sectors:
 Business Services
 Facility Management
...
Learning Objectives
By the end of the session you will:
 Be aware of the recruitment and selection and
process
 Gain an ...
Survey Says…
4
Does your organization have a
recruitment strategy in place?
Using the polling function to respond…
5
 It’s in the planni...
6
Much Ado About A
Recruitment Strategy
Why Have a Recruitment
Strategy?
• Attraction road map
• Aligns to organizational goals and objectives
• Facilitates ongoi...
8
What Does Recruitment Success
Look Like?
• The process aligns with the organization’s values
• You achieve the desired R...
Checklist of Strategy
Considerations
Organization Values
Philosophy on People
Desired Position in the Sector
9
Recruitment
Managing Your Brand
10
Your brand is one of the most
important business elements…it
is a key contributor to a
company’s ov...
Managing Your Brand - Case
Example
11
UNICEF
The
Mission
The
Vision
The
Values
Retention
Strategies
12
Overview of the Recruitment &
Selection Process
13
Recruitment
Key Outcomes
 To generate a pool of qualified
applicants
 To achieve management goals and
objectives, whi...
14
Selection
Key Outcomes
 To identify key job criteria for
successful performance in the job
 To identify qualified can...
• Budget
• Job Description
• Work Space
•Define Job Criteria
•Assess Resumes
•Telescreen for fit
• Link with Strategic Pla...
• Link with Strategic Plan
• Link with Operational Plan
• Managerial Coaching/Training
16
Plan
Talent Pool Considerations
Organization Values
Philosophy on People
Desired Position in the Sector
17
Recruitment
1. Women...
•Budget
•Job Description
•Work Space
18
Approvals
19
Attracting Your Talent Pool
Source
20
Source
•Branding
•Posting
•Networks
Posting @
21
Source
Survey Says…
22
Have you tried using social media
as an attraction method?
Using the polling function to respond…
23
 Yes
 No, still exp...
24
Maximizing Social Media
Definition
 Social media refers to the means of interactions among
people in which they create, share, and exchange
infor...
Social Media Impact to Hiring
Manager?
• Sourcing - 92%
• Screening – 86%
• Selection – 89%
Job Seekers are hooked on Social
Media…
• Job Search Activity – 73%
27
• Define Job Criteria
• Assess Resumes
• Telescreen for Fit
28
Screen
Sample screening tool
29
Screen
30
Select
•Selection Tools
•Structured Interviews
•Assessments & Background Checks
•Offer and Closeouts
Selection Tools
31
Application
Interview
Guide
Assessment
Select
Interview Methodologies
32
Interview Type
(one-to-one, panel, group)
Interview Style
(behavioural, scenario, etc.)
Select
Closing The Process
References - BackCheck
(top 3)
Offer (negotiations,
employment contract)
Candidate
Communications
33
S...
34
Onboard
• Offer Acceptance
• Orientation
• Process Feedback
• Reporting Analytics
You Never get a Second Chance
to Crea...
Your next steps…
 Translate the process of recruitment and
selection as it relates to your organization
 Apply the recru...
Any Questions?
Thank You!
• We value your opinion and welcome any feedback you
have on today’s session.
• Please take a couple of minutes...
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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 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.

Published in: Recruiting & HR
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Transcript of "Nonprofit Recruitment for Organizational Success"

  1. 1. 1 Recruitment for Organizational Success April 24, 2013
  2. 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. 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. 4. Survey Says… 4
  5. 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. 6 Much Ado About A Recruitment Strategy
  7. 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. 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. 9. Checklist of Strategy Considerations Organization Values Philosophy on People Desired Position in the Sector 9 Recruitment
  10. 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. 11. Managing Your Brand - Case Example 11 UNICEF The Mission The Vision The Values Retention Strategies
  12. 12. 12 Overview of the Recruitment & Selection Process
  13. 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. 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. 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. 16. • Link with Strategic Plan • Link with Operational Plan • Managerial Coaching/Training 16 Plan
  17. 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. 18. •Budget •Job Description •Work Space 18 Approvals
  19. 19. 19 Attracting Your Talent Pool Source
  20. 20. 20 Source •Branding •Posting •Networks
  21. 21. Posting @ 21 Source
  22. 22. Survey Says… 22
  23. 23. Have you tried using social media as an attraction method? Using the polling function to respond… 23  Yes  No, still exploring
  24. 24. 24 Maximizing Social Media
  25. 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. 26. Social Media Impact to Hiring Manager? • Sourcing - 92% • Screening – 86% • Selection – 89%
  27. 27. Job Seekers are hooked on Social Media… • Job Search Activity – 73% 27
  28. 28. • Define Job Criteria • Assess Resumes • Telescreen for Fit 28 Screen
  29. 29. Sample screening tool 29 Screen
  30. 30. 30 Select •Selection Tools •Structured Interviews •Assessments & Background Checks •Offer and Closeouts
  31. 31. Selection Tools 31 Application Interview Guide Assessment Select
  32. 32. Interview Methodologies 32 Interview Type (one-to-one, panel, group) Interview Style (behavioural, scenario, etc.) Select
  33. 33. Closing The Process References - BackCheck (top 3) Offer (negotiations, employment contract) Candidate Communications 33 Select
  34. 34. 34 Onboard • Offer Acceptance • Orientation • Process Feedback • Reporting Analytics You Never get a Second Chance to Create a Great First Impression
  35. 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. 36. Any Questions?
  37. 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
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