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Recruiting workshop 2013

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Recruiting workshop 2013

  1. 1. RecruitingWorkshopHIRE TO FIT THE CULTURE
  2. 2. Mirjam IJtsmaOwner, Presidentwww.culturalchemistry.com
  3. 3. “Hiring the bestis 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 theorganization & hiring manager3. Having options4. Making the right choice
  8. 8. What Drives Quality of HireUnderstandSourceSelectHire
  9. 9. Understand
  10. 10. Understand phase• Manager comes to HR with a job opening• HR makes sure filling position is approved• HR checks job description (or writes it)• HR post jobHOW WE GOT INTO A PROCESS WITH WASTE
  11. 11. Understand phase• Business relationship• HR connects• HR recommends and advices• Discuss future needs• Recruiting is part of the HR Strategy• Relationships with targeted professionalsIT STARTS BEFORE THERE IS AN OPENING
  12. 12. Understand phase• HR has a business relationship with each hiring manager• HR connects with hiring manager at set intervals to discuss thebusiness• 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 openingexist.IT STARTS BEFORE THERE IS AN OPENINGBook
  13. 13. Understand phase• Managing - coaching style• Core values of the company & Team• Needs Assessment• Market Analysis• Development ProgramTANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER
  14. 14. Understand phase• Managing - coaching style• We understand how the manager managed his/her team and what heor 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 existin each team/department.• Needs Assessment• We know what roles need to be filled now and in the future. We useanalytics 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 inthe direction of our future needs.TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPERBook
  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 candidatesis unknown
  18. 18. SourceTHE JOB ADThe Job ad is NOT a Job Description
  19. 19. ClearJargon free, easy to understandInformativeCompany, position, qualifications, processShort500 words or lessClean Job AdA good Job add sells yourcompany and your role!Reflect your companystyle and culture
  20. 20. Jobs on your own WebsiteShow off your cultureBasic InformationEasy to navigatehttp://dyn.com/about/careers/
  21. 21. Source Direct• Search your existing Talent Pool to find peoplealready engaged– Let them know they are special and ask them toapply a.s.a.p.• Reach out to known talent but not yet engagedfor this and future openings (LinkedIn, Indeedetc.)• Don’t Spam. Personal message yield betterresults 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 searchedby 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 andsoft 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 history2. Detailed past work history3. Relevant selection information4. Motivation for applying2. Choose when you introduce your data collectionform1. Beginning will reduce applicants2. 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 minimumrequirements 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 (NewHampshire law)
  34. 34. Speed• Recruiting process quick and wellorganized, is the first impression thecandidate 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 reflectcompany culture• New employee has a mentor and a buddy• Non Compete before Job Offer!• Do final background check with allinformation 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 HireUnderstandSourceSelectHire
  40. 40. Questions?
  41. 41. We depend on your feedback toimprove our programsGrow our companyPlease fill out the forms andSpread the word on Social Media and in yournetwork.Thank you for your participations
  42. 42. Stayconnected!YOU CAN FIND US HERE!

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