Hiring 101 final v

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A high level overview of the complete talent management process for the small business owner. Practical steps for the small business to build a talent management framework to attract, develop and retain the people they want

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Hiring 101 final v

  1. 1. Hiring 101
  2. 2. Strategic Human Insights <ul><li>Organizational Business Consulting firm </li></ul><ul><ul><li>Align people to support the business strategy </li></ul></ul><ul><li>Founded in 2001 </li></ul><ul><li>Over 20 years experience in delivering talent management solutions </li></ul><ul><li>Industry experience includes professional services, healthcare, financial services, franchise organizations, information technology firms and sales organizations </li></ul>
  3. 3. Hiring and Talent <ul><li>Talent Management is a Process not an Event </li></ul><ul><ul><li>“Talent management is the integrated process of ensuring that an organization has a continuous supply of highly productive individuals in the right job, at the right time.” John Sullivan </li></ul></ul>
  4. 4. Hiring and Talent
  5. 5. Before You Start – <ul><li>Design your hiring process to enable your organization to meet its business plan </li></ul><ul><li>Establish and document a consistent hiring process </li></ul><ul><ul><li>Recruiting/assessments/evaluation/job offer </li></ul></ul><ul><li>Define the ideal employee for the role you are filling </li></ul><ul><li>Determine where you plan to find resources </li></ul><ul><ul><li>Referrals </li></ul></ul><ul><ul><li>Job boards </li></ul></ul><ul><ul><li>3rd party recruiter help </li></ul></ul><ul><li>Implement your consistent hiring process </li></ul><ul><ul><li>Train the people that will be involved </li></ul></ul><ul><ul><li>Stick to the process </li></ul></ul>
  6. 6. Selection - The Hiring Process <ul><li>Retention starts with recruitment – make a good impression with the applicant from the beginning </li></ul><ul><li>Apply behavioral based interviews </li></ul><ul><li>Assess your applicants </li></ul><ul><li>Make the offer </li></ul><ul><li>OnBoard your person within their first week </li></ul><ul><ul><li>Make sure your hiring managers have been trained to onboard their new hire </li></ul></ul><ul><ul><li>Provide the new hire with a performance plan during the onboarding process. What goals will you measure them against during their first year? </li></ul></ul>
  7. 7. Organization Development <ul><li>Grow your people - focus on individual’s strengths and developing them </li></ul><ul><li>Determine other competencies they will need to advance within your organization </li></ul><ul><ul><li>Knowledge (what they know) </li></ul></ul><ul><ul><li>Skills (what they know how to do) </li></ul></ul><ul><ul><li>Behavior (what they do) </li></ul></ul><ul><ul><li>Attitude (what they are willing to do) </li></ul></ul><ul><li>Create opportunities for your people to grow within the organization </li></ul><ul><ul><li>Job shadowing </li></ul></ul><ul><ul><li>Job rotations </li></ul></ul><ul><ul><li>Cross functional exposure </li></ul></ul><ul><ul><li>Involvement in projects </li></ul></ul><ul><ul><li>Teamwork </li></ul></ul><ul><ul><li>Other training such as webinars, attending conferences, etc. </li></ul></ul>
  8. 8. Employee Retention <ul><li>Succession planning </li></ul><ul><ul><li>Not necessarily up but around </li></ul></ul><ul><ul><li>Internal recruit for key roles </li></ul></ul><ul><ul><li>Projects that will benefit your company </li></ul></ul><ul><ul><ul><li>New line of business, etc. </li></ul></ul></ul><ul><ul><ul><li>Keep them by using what motivates them to benefit your business (Values) </li></ul></ul></ul>
  9. 9. Questions & Answers
  10. 10. For more information please contact: Vicki Z. Lauter [email_address] 404-978-2616 866-258-2998

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