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“STRATEGIC RECRUITMENT meets STRATEGIC RETENTION”
1. "Getting your Own People. Building your Own Empire"
- giving the existing BPA employees a chance to choose their own group which they will be held
accountable of as they strive to perform as one. The group with the most outstanding
performance shall be given rewards/benefits to encourage retention even when they are not
regular employees yet.
2. "Strategic Campus Recruitment: Leaving No Stones Unturned! (Encouraging the
Discouraged)
- Virtual Open-House highlighting the foundation, achievement and future of ADEC Innovations
during Campus Recruitment to easily market the company to target job candidates/potential
employees from faraway places, helping to diversify the applicant pool.
- All INTERESTED graduating students who are MORE THAN WILLING to learn, grow and
achieve their fullest potentials should be given the opportunity to prove themselves even if they
are not amongst the cream of the crop or top students. In this way, ADEC Innovations shall be
known as a company that seeks to BELIEVE in humanity. After all, ATTITUDE is everything!
3. Referral Rewards Program for Sure Hires in BPA (Business Process associates)
* Gift certificates worth of 500 pesos
* Premier SPA package
* Restaurant of choice date reservation for couples
* Premier parking spot for 3 months
* Gym membership
* 3 extra vacation days
4. Making each and every applicants feel VALUED, first time and every time.
- KPI/Survey Sheet to be answered by each applicants based on the way they were handled by
HR Recruitment from point of first contact to encourage quality service delivery regardless of
the situation.
5. Destroying Barriers; Building Bridges
-aiming retention through building a strong professional relationship between recruiters and
applicants from the employees’ date of hire throughout their journey to regularization.
6. Defining a “CENTURION HR” (Special title given for HR Recruiters who produced a 100 %
deliverables per demand)
7. ADEC Change Champion: Name your own Position Title program.
-ladderized positioning system in the first 3 months from date of hire based on the employee’s
creative output contributions that brings about a remarkable change in the system, process or
people reflecting the GOADEC standard.
“Businesses are investing millions daily on recruitment, when in fact, they should be focusing on
employee retention even before an employee’s regularization. Hence, we must put our best
efforts in attracting, retaining and developing world-class talents, first time and every time.
However, only CEO’s and executives have the POWER to create the type of workplace where
employees would love coming to work and never want to leave. Through this Strategic
Recruitment Programs –we can do that”
–Mary Joy Salonga dela Rosa, HR Specialist, ADEC Group of Companies

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STRATEGIC RECRUITMENT meets STRATEGIC RETENTION

  • 1. “STRATEGIC RECRUITMENT meets STRATEGIC RETENTION” 1. "Getting your Own People. Building your Own Empire" - giving the existing BPA employees a chance to choose their own group which they will be held accountable of as they strive to perform as one. The group with the most outstanding performance shall be given rewards/benefits to encourage retention even when they are not regular employees yet. 2. "Strategic Campus Recruitment: Leaving No Stones Unturned! (Encouraging the Discouraged) - Virtual Open-House highlighting the foundation, achievement and future of ADEC Innovations during Campus Recruitment to easily market the company to target job candidates/potential employees from faraway places, helping to diversify the applicant pool. - All INTERESTED graduating students who are MORE THAN WILLING to learn, grow and achieve their fullest potentials should be given the opportunity to prove themselves even if they are not amongst the cream of the crop or top students. In this way, ADEC Innovations shall be known as a company that seeks to BELIEVE in humanity. After all, ATTITUDE is everything! 3. Referral Rewards Program for Sure Hires in BPA (Business Process associates) * Gift certificates worth of 500 pesos * Premier SPA package * Restaurant of choice date reservation for couples * Premier parking spot for 3 months * Gym membership * 3 extra vacation days 4. Making each and every applicants feel VALUED, first time and every time. - KPI/Survey Sheet to be answered by each applicants based on the way they were handled by HR Recruitment from point of first contact to encourage quality service delivery regardless of the situation. 5. Destroying Barriers; Building Bridges -aiming retention through building a strong professional relationship between recruiters and applicants from the employees’ date of hire throughout their journey to regularization. 6. Defining a “CENTURION HR” (Special title given for HR Recruiters who produced a 100 % deliverables per demand) 7. ADEC Change Champion: Name your own Position Title program. -ladderized positioning system in the first 3 months from date of hire based on the employee’s creative output contributions that brings about a remarkable change in the system, process or people reflecting the GOADEC standard. “Businesses are investing millions daily on recruitment, when in fact, they should be focusing on employee retention even before an employee’s regularization. Hence, we must put our best efforts in attracting, retaining and developing world-class talents, first time and every time. However, only CEO’s and executives have the POWER to create the type of workplace where employees would love coming to work and never want to leave. Through this Strategic Recruitment Programs –we can do that” –Mary Joy Salonga dela Rosa, HR Specialist, ADEC Group of Companies