Hiring & Onboarding Done Right - NKY Chamber/NKYSHRM 7 24 2012
 

Hiring & Onboarding Done Right - NKY Chamber/NKYSHRM 7 24 2012

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Presentation given by Jennifer McClure - Unbridled Talent LLC - at the July 24, 2012 NKY Chamber/NKYSHRM "Hire to Fire" event

Presentation given by Jennifer McClure - Unbridled Talent LLC - at the July 24, 2012 NKY Chamber/NKYSHRM "Hire to Fire" event

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Hiring & Onboarding Done Right - NKY Chamber/NKYSHRM 7 24 2012 Hiring & Onboarding Done Right - NKY Chamber/NKYSHRM 7 24 2012 Presentation Transcript

  • Hiring & Onboarding  Done Right!  
  • WHO am i? 2 years - president of unbridled talent 5 years – executive recruiter 7 years – social media anthropologist18 years – human resources leader
  • WHO are you? View slide
  • what we’ll TALK about1 ATTRACTING & RECRUITING2 THE HIRING PROCESS3 ONBOARDING4 THE PAPERWORK View slide
  • the CHALLENGE SOURCE: Global firms in 2020: The next decade of change for organisations and workers (The Economist Intelligence Unit, sponsored by SHRM; 2011
  • ATTRACT & RECRUIT1
  • the WAR for talent...
  • TALENT shortage SOURCE: Manpower 2012 Talent Shortage Survey (May 2011)
  • influencing FACTORS lack of experience 28%   lack of available applicants 24%   lack of "hard" job skills or technical skills 22%   lack of knowledge of business/academic 15%   disciplines/industry or formal qualifications looking for more pay than is offered 11%   dont possess right values or mindset 10%   lack of "soft" skills or interpersonal/ 8%   communications skills dont possess the right personality & 6%   intelligence 0%   5%   10%   15%   20%   25%   30%   organiza(onal   candidate  specific   environmental/market  SOURCE: Manpower 2011 Talent Shortage Survey (May 2011)
  • strengthen REFERRALS referrals impact nearly every source of hire ove al l other rals ab ployee refer hires s rate em of new ployer quality 88% 011 of em rated november 2 or gene ded.com – urces f talentmin so SOURCE: http://www.slideshare.net/gerrycrispin/2012-referralscareer-xroads-minisurvey
  • who are NET PROMOTERS? net promoter score: “how likely are you to recommend ___ as a good place to work?’
  • REHIRES are a source
  • recruiting EVOLUTION 1997 sources of hire 2011 sources of hirenewspaper ads 28.7% referrals 28.0%employee referrals 19.7% job boards 20.1%agency (contingent) 10.4% career site 9.8%contract recruiters 8.7% recruiter initiated 9.1%job fairs 8.3% college 6.6%other advertising 5.0% re-hires 4.3%image advertising 4.6% social media 3.5%trade journals 4.2% 3rd party 2.8%college 2.9% print 2.2%resume services 2.9% temp/contract-to-hire 2.1%agency (retained) 2.1% career fairs 1.9%internet 2.1% walk-ins 0.8%radio 1.5% other 8.8% SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence
  • ‘SOCIAL’ recruiting“social media allows recruiters to network, build and maintainrelationships with candidates in new ways and provides a forumto engage a much broader audience. it doesn’t replacetraditional relational recruiting - it enhances it - by allowingrecruiters to extend their reach in a cost effective way.” lars schmidt – director of talent acquisition - npr
  • WHO uses WHAT? which social media do you use for recruiting? linkedin 86.6%   facebook 55.3%   twitter 46.6%   64% youtube 11.6%   blog 16.0%   use 2 or more none 9.4%   social networks for recruiting 40% use 3 or more social networks for recruiting SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf
  • share your ’BRAND’ ask employees:“describe what you enjoy about working here in 3 words” www.wordle.net
  • CAREERS SITE the ‘hub’•  30% of google searches are job related ~300m/month•  less than 3 clicks to apply for jobs•  share your culture, information about employment•  showcase actual employees (not stock photos)
  • HIRING PROCESS2
  • think DIFFERENTCritical Traits for An Employee’s Future Success SOURCE: IBM CEO Study - 2012
  • hiring FUNNEL Resumes Received (100 – 500) Phone Screens (10 – 20) Interviews (3 – 4) Hire (1)
  • average ’TIME TO FILL’
  • COMPENSATION counts
  • BENEFITS matter Satisfied Very dissatisfied with Benefits with Benefits I am very satisfied with my job 70% 23% I have no plans to leave my current employer in 2012 59% 38% SOURCE: Employer Benefit Trends – Met Life April 2012
  • ONBOARDING3
  • not a one-time EVENT
  • multi-level APPROACH Strategic Onboarding Onboarding Integrated with Hiring New Employee Separate from Hiring Socialization Training Process Mentoring Orientation Culture Setting Use of TechnologyForms, Checklists Formal Introductions Business FunctionTransactionalPaper-Based Training Function An ExperienceDay or Less With HR A Process HR Function A Checklist SOURCE: Bersin & Associates, 2009
  • make it COUNTSOURCE: Bersin & Associates, 2008
  • THE PAPERWORK4
  • I9’s are FUN (not)1.  Complete  Sec5on  1  no  later  than  first  day  of  work.  2.  Sec5on  1  can  be  completed  prior  to  the  first  day  of  work   -­‐  as  long  as  the  job  offer  has  been  accepted.  3.  Employer  must  fully  complete  Sec5on  2  within  three   business  days  of  the  first  day  of  work  for  pay.  (1st  day   doesn’t  count.)      4.  Sec5ons  1  and  2  must  be  fully  completed  by  the   employee’s  first  day  of  work  for  pay  -­‐  even  for  those   hired  <  3  days.    5.  Legal  counsel  is  your  friend.  Ask  ques5ons  where   needed.  
  • wrapping UP
  • is bright!
  • “the reality is that the HR professionals must evolveinto being the best thinkers in the company aboutthe human and organization side of the business.the human side of the business is a key source ofcompetitive advantage.” ulrich & brockbank – entrepreneur magazine 2005 HR
  • what’s your PLAN?
  • thank you!http://unbridledtalent.comjennifer@unbridledtalent.comhttp://www.facebook.com/UnbridledTalenthttp://www.linkedin.com/in/jennifermcclurehttp://twitter.com/JenniferMcClure