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RecruitingWorkshopHIRE TO FIT THE CULTURE
Mirjam IJtsma     Owner, Presidentwww.culturalchemistry.com
“Hiring the best   is your mostimportant task”
Who are YOU hiring?
Who are YOU hiring?• The only one we could find?• The first acceptable candidate?• Best we’ve seen• Best on the market• Be...
How are YOU hiring?Source      Select    Hire
What Drives Quality of Hire1. Understanding the need of your organization2. Understanding the strength and weaknesses of t...
What Drives Quality of Hire  Understand   Source    Select     Hire
Understand
Understand phaseHOW WE GOT INTO A PROCESS WITH WASTE • Manager comes to HR with a job opening • HR makes sure filling posi...
Understand phase    IT STARTS BEFORE THERE IS AN OPENING•   Business relationship•   HR connects•   HR recommends and advi...
Understand phase  IT STARTS BEFORE THERE IS AN OPENING• HR has a business relationship with each hiring manager• HR connec...
Understand phase TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER• Managing - coaching style• Core values of the company & Tea...
Understand phase TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER• Managing - coaching style      •   We understand how the ma...
Understand PhaseStrong aspects of our Understand Phase1.2.Two aspects that I will start to improve1.2.
Source
Healthy Candidate Inflow1.   Choice drives quality of hire2.   Volume, numbers game3.   Critical timing of 2 weeks4.   Sou...
Source THE JOB ADThe Job ad is NOT a Job Description
Clean Job AdInformativeCompany, position, qualifications, processShort500 words or lessClearJargon free, easy to understan...
Jobs on your own Website Easy to navigateShow off your cultureBasic Information                        http://dyn.com/abou...
Source Direct• Search your existing Talent Pool to find people  already engaged   – Let them know they are special and ask...
And the rest of the worldLet everyone know you are in the search!
Jobs on the web • 50% of the searches start at Google   – Make sure your job ads can be searched     by search engines • U...
Source
Ask Friends •   Referrals are more successful •   Low – No cost •   Ask Employees to share positions •   Use Twitter, Face...
Use Agencies• Set clear goals & time frame• Provide with job description and  soft factors• Go for niche/specialized firms...
Source - a Deep Wide Net1.   Clean Job Ad2.   Jobs on Your Website3.   Source Directly4.   Let the Whole World Know5.   As...
Source PhaseStrong aspects of our Source Phase1.2.Two aspects that I will start to improve1.2.
Select
Select •   Use systems to improve success •   The Application Form •   Hire as a Team •   Speed is everything •   Check!
The Application Form1.   Great forms hold a lot of information:       1.   Pay history       2.   Detailed past work histo...
Hire as a team1.   Two know more then one2.   Be clear on each persons role3.   Implement a standard way of interviewing4....
Check•   Ensure that the applicant meets the minimum    requirements for the job and company culture    (interview trainin...
Speed • Recruiting process quick and well   organized, is the first impression the   candidate often gets of the company. ...
Select PhaseStrong aspects of our Select Phase1.2.Two aspects that I will start to improve1.2.
Hire
Hire Check List• Draft development Plan on day 1 ready.• Final development plan ready on day 30.• Paperwork done within 48...
Hire PhaseStrong aspects of our Hire Phase1.2.Two aspects that I will start to improve1.2.
What Drives Quality of Hire  Understand   Source    Select     Hire
Questions?
Thank you for your participations We depend on your feedback to improve our programs Grow our company Please fill out the ...
Stayconnected!YOU CAN FIND US HERE!
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Recruiting workshop 2013

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This workshop focuses on finding the employees that fit your organizational culture and values.We discuss four major steps in the recruiting process and how you can improve each of those steps in your own recruiting process to increase the quality of the candidates. By delivering skills and experience you are able to manage a recruiting process yourself and will find an employee that fit your organization and will stay for the company as long as possible.

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Recruiting workshop 2013

  1. 1. RecruitingWorkshopHIRE TO FIT THE CULTURE
  2. 2. Mirjam IJtsma Owner, Presidentwww.culturalchemistry.com
  3. 3. “Hiring the best is your mostimportant task”
  4. 4. Who are YOU hiring?
  5. 5. Who are YOU hiring?• The only one we could find?• The first acceptable candidate?• Best we’ve seen• Best on the market• Best in the market?
  6. 6. How are YOU hiring?Source Select Hire
  7. 7. What Drives Quality of Hire1. Understanding the need of your organization2. Understanding the strength and weaknesses of the organization & hiring manager3. Having options4. Making the right choice
  8. 8. What Drives Quality of Hire Understand Source Select Hire
  9. 9. Understand
  10. 10. Understand phaseHOW WE GOT INTO A PROCESS WITH WASTE • Manager comes to HR with a job opening • HR makes sure filling position is approved • HR checks job description (or writes it) • HR post job
  11. 11. Understand phase IT STARTS BEFORE THERE IS AN OPENING• Business relationship• HR connects• HR recommends and advices• Discuss future needs• Recruiting is part of the HR Strategy• Relationships with targeted professionals
  12. 12. Understand phase IT STARTS BEFORE THERE IS AN OPENING• HR has a business relationship with each hiring manager• HR connects with hiring manager at set intervals to discuss the business• HR recommends and advices managers on team structure, development• HR and Business discuss future needs• HR and Business develop an hiring strategy, needs assessment, market analysis and aligned development programs.• HR builds relationships with targeted professionals before opening exist. Book
  13. 13. Understand phase TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER• Managing - coaching style• Core values of the company & Team• Needs Assessment• Market Analysis• Development Program
  14. 14. Understand phase TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER• Managing - coaching style • We understand how the manager managed his/her team and what he or she can provide in training and development (think about virtual / hands-on / micro)• Core values of the company & Team • We under the core values of the company and the nuances that exist in each team/department.• Needs Assessment • We know what roles need to be filled now and in the future. We use analytics to predict openings. And templates for job descriptions.• Market Analysis • We know what is available in the market for which price and where.• Development Program • We have a development program that supports employee growth in the direction of our future needs. Book
  15. 15. Understand PhaseStrong aspects of our Understand Phase1.2.Two aspects that I will start to improve1.2.
  16. 16. Source
  17. 17. Healthy Candidate Inflow1. Choice drives quality of hire2. Volume, numbers game3. Critical timing of 2 weeks4. Source of best candidates is unknown
  18. 18. Source THE JOB ADThe Job ad is NOT a Job Description
  19. 19. Clean Job AdInformativeCompany, position, qualifications, processShort500 words or lessClearJargon free, easy to understand A good Job add sells your company and your role! Reflect your company style and culture
  20. 20. Jobs on your own Website Easy to navigateShow off your cultureBasic Information http://dyn.com/about/careers/
  21. 21. Source Direct• Search your existing Talent Pool to find people already engaged – Let them know they are special and ask them to apply a.s.a.p.• Reach out to known talent but not yet engaged for this and future openings (LinkedIn, Indeed etc.)• Don’t Spam. Personal message yield better results than standard emails
  22. 22. And the rest of the worldLet everyone know you are in the search!
  23. 23. Jobs on the web • 50% of the searches start at Google – Make sure your job ads can be searched by search engines • Use Free Job Boards • Use Paid Job Boards when needed • Try and adjust and repeat
  24. 24. Source
  25. 25. Ask Friends • Referrals are more successful • Low – No cost • Ask Employees to share positions • Use Twitter, Facebook & LinkedIn • Make it personal
  26. 26. Use Agencies• Set clear goals & time frame• Provide with job description and soft factors• Go for niche/specialized firms• Go local first
  27. 27. Source - a Deep Wide Net1. Clean Job Ad2. Jobs on Your Website3. Source Directly4. Let the Whole World Know5. Ask Your Friends6. Advertise on Job Boards7. Use Agencies
  28. 28. Source PhaseStrong aspects of our Source Phase1.2.Two aspects that I will start to improve1.2.
  29. 29. Select
  30. 30. Select • Use systems to improve success • The Application Form • Hire as a Team • Speed is everything • Check!
  31. 31. The Application Form1. Great forms hold a lot of information: 1. Pay history 2. Detailed past work history 3. Relevant selection information 4. Motivation for applying2. Choose when you introduce your data collection form 1. Beginning will reduce applicants 2. During the process will slow you down3. Have it reviewed by legal counsel
  32. 32. Hire as a team1. Two know more then one2. Be clear on each persons role3. Implement a standard way of interviewing4. Have common selection criteria
  33. 33. Check• Ensure that the applicant meets the minimum requirements for the job and company culture (interview training!) – Assessments• Do a background check (pick up the phone).• Call your network.• Let applicant sign off on detailed job description.• Show Non Disclosure Agreement and Non- Compete before presenting a job offer (New Hampshire law)
  34. 34. Speed • Recruiting process quick and well organized, is the first impression the candidate often gets of the company. • Candidates stay engaged for 2 weeks.
  35. 35. Select PhaseStrong aspects of our Select Phase1.2.Two aspects that I will start to improve1.2.
  36. 36. Hire
  37. 37. Hire Check List• Draft development Plan on day 1 ready.• Final development plan ready on day 30.• Paperwork done within 48 hours• Employee handbook and other forms reflect company culture• New employee has a mentor and a buddy• Non Compete before Job Offer!• Do final background check with all information gathered.
  38. 38. Hire PhaseStrong aspects of our Hire Phase1.2.Two aspects that I will start to improve1.2.
  39. 39. What Drives Quality of Hire Understand Source Select Hire
  40. 40. Questions?
  41. 41. Thank you for your participations We depend on your feedback to improve our programs Grow our company Please fill out the forms and Spread the word on Social Media and in your network.
  42. 42. Stayconnected!YOU CAN FIND US HERE!

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