Successfully reported this slideshow.
Secrets to Successful Recruiting How to Identify, Elevate and Retain Talented Continuity Professionals
Introduction - Successful Recruiting <ul><li>Why take the time? </li></ul><ul><li>What to consider? </li></ul><ul><li>Be s...
Your Input… <ul><li>Success stories </li></ul><ul><li>Obstacles to overcome </li></ul><ul><li>What do you want to walk awa...
Today’s Outline <ul><li>Identifying, Recruiting & Hiring Top Talent </li></ul><ul><ul><li>Develop a Hiring Strategy to Rec...
The Hiring Strategy Staffing Needs Credentials & Competencies Job Description Recruiting Interviewing Selection
Determine Staffing Needs <ul><li>Company Needs </li></ul><ul><li>Team Needs </li></ul><ul><li>BC Program Needs </li></ul><...
Increase Personnel Headcount <ul><li>Assess, Plan, & Build a Business Case Scenario </li></ul><ul><li>Staffing Matrix </li...
Credentials & Competencies <ul><li>Definition: A standardized requirement for an individual to properly perform a specific...
Identify Needed Competencies <ul><li>Company Culture </li></ul><ul><li>Team Gap Assessment </li></ul><ul><li>Individual  <...
Credentials in Demand <ul><li>Certification </li></ul><ul><li>Advanced Education </li></ul><ul><li>Expertise in both Busin...
Soft Skills <ul><li>Polished Presentation Skills </li></ul><ul><li>Proven Program Management </li></ul><ul><li>Training Ex...
Value of Professional Certifications <ul><li>Most Recognized </li></ul><ul><li>Benefits </li></ul><ul><li>Dual Certificati...
Job Descriptions <ul><li>Attract the Right Candidates! </li></ul><ul><ul><li>Well Written & Complete </li></ul></ul><ul><u...
Job Descriptions – What to Include Working Conditions &  Conditions of Service Reporting Line &  Relationships Key Perform...
Job Description Blunders <ul><li>Limited Flexibility </li></ul><ul><li>Wrong use of Words </li></ul><ul><li>Locked into Re...
BC Job Titles Use:  Continuity, Assurance,  Enterprise & Readiness Avoid: Recovery & Disaster Chief Officer Global Manager...
Developing Job Descriptions <ul><li>Review samples in handout </li></ul>
Creative Recruiting <ul><li>Think Outside of the Box </li></ul><ul><li>Reach out to Current Employees </li></ul><ul><li>Ne...
Intelligent Interviewing   Type of  Interviews Interviewing Team Documented &  Systematic  Develop  Questions Comparing Be...
Types of Interviews   <ul><li>Screening  </li></ul><ul><ul><li>Telephone, Computer & Video </li></ul></ul><ul><li>Selectio...
Selecting the Panel of Interviewers <ul><li>Management Team </li></ul><ul><li>Co-Workers </li></ul><ul><li>Human Resources...
Develop a Documented, Systematic Process <ul><li>Determine the number of interviews, structure and proposed timeline. </li...
Interview Questions <ul><li>Assess Culture Fit </li></ul><ul><li>Determine Credentials & Competency Match </li></ul><ul><l...
Benchmarking Candidates <ul><li>Develop an Evaluation Form </li></ul><ul><li>Create an Interviewing Team Understanding </l...
Maintain Flexibility <ul><li>Culture Fit  - Versus – Skill Set Fit </li></ul><ul><li>Pleasing Everyone? </li></ul><ul><li>...
Benefits to Successful Interviewing <ul><li>Taking Time Up Front -> Saves Time </li></ul><ul><li>Creates Focus  </li></ul>...
Bad Interviews – What to Avoid <ul><li>Failure to Pre-Screen Candidates </li></ul><ul><li>Evaluate Personality Not Skills ...
Today’s Outline <ul><li>Identifying, Recruiting & Hiring Top Talent </li></ul><ul><ul><li>Develop a Hiring Strategy to Rec...
Elevate & Motivate    Retention <ul><li>Crucial to Developing a Skilled, Efficient BC team </li></ul><ul><li>Represents y...
Steps to Elevate Your BC Team SWOT Gap Analysis Training Program Follow-up Meetings
SWOT <ul><li>Strengths </li></ul><ul><li>Weaknesses </li></ul><ul><li>Opportunities </li></ul><ul><li>Threats </li></ul><u...
Training Program & Follow-up <ul><li>Training </li></ul><ul><li>BC/DR Certifying Bodies </li></ul><ul><li>On-line Courses ...
Points to Consider – Elevating Team <ul><li>Identify and Develop Cross Functional Skills </li></ul><ul><li>Promote Certifi...
Motivating Your BC Team <ul><li>Be Motivated Yourself! </li></ul><ul><li>Key to Motivating Individuals – Each Person is Un...
Motivational Exercise <ul><li>List 3 Things that Motivate You. </li></ul><ul><li>List 3-5 Things that Motivate each Employ...
Why Employees Change Jobs? <ul><li>No clear expectations  </li></ul><ul><li>Lacking the proper tools, time and training  <...
Secrets to Retention <ul><li>Employees Want to Control Their Work. </li></ul><ul><li>People Want to Feel a Sense of Belong...
Strategic Recruiting & Retention <ul><li>Network to Maintain a Candidate Pool. </li></ul><ul><li>Think Outside of the Box ...
Questions <ul><li>? </li></ul><ul><li>Cheyene Haase – BC Management, Inc  </li></ul><ul><li>(949) 250-8172 X 204 ~ chaase@...
Upcoming SlideShare
Loading in …5
×

Secrets to Successful Recruiting How to Identify, Elevate and ...

1,090 views

Published on

  • Be the first to comment

Secrets to Successful Recruiting How to Identify, Elevate and ...

  1. 1. Secrets to Successful Recruiting How to Identify, Elevate and Retain Talented Continuity Professionals
  2. 2. Introduction - Successful Recruiting <ul><li>Why take the time? </li></ul><ul><li>What to consider? </li></ul><ul><li>Be strategic </li></ul><ul><li>Empower a skilled efficient BC team </li></ul><ul><li>Inefficient hiring costs </li></ul>
  3. 3. Your Input… <ul><li>Success stories </li></ul><ul><li>Obstacles to overcome </li></ul><ul><li>What do you want to walk away with? </li></ul>
  4. 4. Today’s Outline <ul><li>Identifying, Recruiting & Hiring Top Talent </li></ul><ul><ul><li>Develop a Hiring Strategy to Recruit and Select the Right Candidate. </li></ul></ul><ul><li>Elevate, Motivate & Retain </li></ul><ul><ul><li>Focus on Building and Retaining a Skilled, Efficient BC Team. </li></ul></ul>
  5. 5. The Hiring Strategy Staffing Needs Credentials & Competencies Job Description Recruiting Interviewing Selection
  6. 6. Determine Staffing Needs <ul><li>Company Needs </li></ul><ul><li>Team Needs </li></ul><ul><li>BC Program Needs </li></ul><ul><li>Future Needs </li></ul>
  7. 7. Increase Personnel Headcount <ul><li>Assess, Plan, & Build a Business Case Scenario </li></ul><ul><li>Staffing Matrix </li></ul><ul><li>Benchmark your BC Program </li></ul>
  8. 8. Credentials & Competencies <ul><li>Definition: A standardized requirement for an individual to properly perform a specific job. </li></ul>
  9. 9. Identify Needed Competencies <ul><li>Company Culture </li></ul><ul><li>Team Gap Assessment </li></ul><ul><li>Individual </li></ul>
  10. 10. Credentials in Demand <ul><li>Certification </li></ul><ul><li>Advanced Education </li></ul><ul><li>Expertise in both Business & Technology </li></ul><ul><li>Global BC Exposure </li></ul><ul><li>Crisis Management/ Actual Disaster Response </li></ul><ul><li>Wide Array of Tangent Skills </li></ul><ul><li>Strong Soft Skills </li></ul>
  11. 11. Soft Skills <ul><li>Polished Presentation Skills </li></ul><ul><li>Proven Program Management </li></ul><ul><li>Training Expertise </li></ul><ul><li>Engage All Levels </li></ul><ul><li>Develop Business Case Scenarios </li></ul><ul><li>Understand the Program Culture Fit </li></ul><ul><li>True Passion </li></ul>
  12. 12. Value of Professional Certifications <ul><li>Most Recognized </li></ul><ul><li>Benefits </li></ul><ul><li>Dual Certifications </li></ul>
  13. 13. Job Descriptions <ul><li>Attract the Right Candidates! </li></ul><ul><ul><li>Well Written & Complete </li></ul></ul><ul><ul><li>Up to Date </li></ul></ul><ul><ul><li>Communicate a Clear Message </li></ul></ul>
  14. 14. Job Descriptions – What to Include Working Conditions & Conditions of Service Reporting Line & Relationships Key Performance Indicators Detailed Tasks & Responsibilities Summary Statement Job Title & Identifications Well Written Job Description
  15. 15. Job Description Blunders <ul><li>Limited Flexibility </li></ul><ul><li>Wrong use of Words </li></ul><ul><li>Locked into Requirements </li></ul><ul><li>Job Title Classification </li></ul><ul><li>Lacking an Organizational Structure </li></ul>
  16. 16. BC Job Titles Use: Continuity, Assurance, Enterprise & Readiness Avoid: Recovery & Disaster Chief Officer Global Manager Vice President/ Director Manager/ AVP/ Program Manager Specialist/ Strategist/ Analyst Entry-level
  17. 17. Developing Job Descriptions <ul><li>Review samples in handout </li></ul>
  18. 18. Creative Recruiting <ul><li>Think Outside of the Box </li></ul><ul><li>Reach out to Current Employees </li></ul><ul><li>Network within Your Profession </li></ul><ul><li>Websites </li></ul><ul><li>Utilize Your HR </li></ul><ul><li>Colleges & Universities </li></ul><ul><li>Specialized Personnel Search Firms </li></ul>
  19. 19. Intelligent Interviewing Type of Interviews Interviewing Team Documented & Systematic Develop Questions Comparing Benchmarks Flexibility
  20. 20. Types of Interviews <ul><li>Screening </li></ul><ul><ul><li>Telephone, Computer & Video </li></ul></ul><ul><li>Selection (One-on-One, Group & Panel) </li></ul><ul><ul><li>Situation, Stress & Audition </li></ul></ul><ul><li>Behavioral </li></ul><ul><ul><li>Structured, Informal & Reverse Role </li></ul></ul><ul><li>Testing? </li></ul>
  21. 21. Selecting the Panel of Interviewers <ul><li>Management Team </li></ul><ul><li>Co-Workers </li></ul><ul><li>Human Resources </li></ul>
  22. 22. Develop a Documented, Systematic Process <ul><li>Determine the number of interviews, structure and proposed timeline. </li></ul><ul><li>Develop a scoring method - benchmarks. </li></ul><ul><li>Brief all members of the interviewing team. </li></ul>
  23. 23. Interview Questions <ul><li>Assess Culture Fit </li></ul><ul><li>Determine Credentials & Competency Match </li></ul><ul><li>Assess Behavior, Thinking & Decision Making Styles </li></ul><ul><li>Assess Current Top Performers -> Formulate Questions </li></ul><ul><li>Open Ended, Probing Questions </li></ul><ul><li> Avoid: Improper, discriminatory or binding contract statements </li></ul>
  24. 24. Benchmarking Candidates <ul><li>Develop an Evaluation Form </li></ul><ul><li>Create an Interviewing Team Understanding </li></ul><ul><li>See sample Evaluation Form </li></ul>
  25. 25. Maintain Flexibility <ul><li>Culture Fit - Versus – Skill Set Fit </li></ul><ul><li>Pleasing Everyone? </li></ul><ul><li>Keep Enough Candidates in Process </li></ul><ul><li>Consider Back-up Options </li></ul>
  26. 26. Benefits to Successful Interviewing <ul><li>Taking Time Up Front -> Saves Time </li></ul><ul><li>Creates Focus </li></ul><ul><li>Accurately Assess and Benchmark Candidates </li></ul>
  27. 27. Bad Interviews – What to Avoid <ul><li>Failure to Pre-Screen Candidates </li></ul><ul><li>Evaluate Personality Not Skills & Experience </li></ul><ul><li>Failure to Prepare Candidates </li></ul><ul><li>Do Nothing but Talk During Interviews </li></ul>
  28. 28. Today’s Outline <ul><li>Identifying, Recruiting & Hiring Top Talent </li></ul><ul><ul><li>Develop a Hiring Strategy to Recruit and Select the Right Candidate. </li></ul></ul><ul><li>Elevate, Motivate & Retain </li></ul><ul><ul><li>Focus on Building and Retaining a Skilled, Efficient BC Team. </li></ul></ul>
  29. 29. Elevate & Motivate  Retention <ul><li>Crucial to Developing a Skilled, Efficient BC team </li></ul><ul><li>Represents you as a Manager </li></ul><ul><li>Be the Coach </li></ul><ul><li>Keep it Fun </li></ul>
  30. 30. Steps to Elevate Your BC Team SWOT Gap Analysis Training Program Follow-up Meetings
  31. 31. SWOT <ul><li>Strengths </li></ul><ul><li>Weaknesses </li></ul><ul><li>Opportunities </li></ul><ul><li>Threats </li></ul><ul><li> Assess Team and Individual Skills -> Gap Analysis </li></ul>
  32. 32. Training Program & Follow-up <ul><li>Training </li></ul><ul><li>BC/DR Certifying Bodies </li></ul><ul><li>On-line Courses </li></ul><ul><li>College Courses </li></ul><ul><li>Seminars/ Associations </li></ul><ul><li>Third Party Firms </li></ul><ul><li>Follow-Up </li></ul><ul><li>Schedule Meetings to Assess Team and Individual progress. </li></ul><ul><li>Develop a Training Matrix to Track Progress. </li></ul>
  33. 33. Points to Consider – Elevating Team <ul><li>Identify and Develop Cross Functional Skills </li></ul><ul><li>Promote Certification or Dual Certification </li></ul><ul><li>Support Advanced Education </li></ul><ul><li>Support Specific BC/DR Educational Seminars </li></ul><ul><li>Sharpen Soft Skills </li></ul><ul><li>Encourage Leadership </li></ul><ul><li>Develop & Foster a Team Brand </li></ul><ul><li>Be Proactive with Career Development – Be the Coach! </li></ul>
  34. 34. Motivating Your BC Team <ul><li>Be Motivated Yourself! </li></ul><ul><li>Key to Motivating Individuals – Each Person is Uniquely Different </li></ul><ul><li>Communicate a Clear Message on Company & Team Goals </li></ul><ul><li>Encourage Team Involvement & Ideas </li></ul><ul><li>Talent & Skill Utilization. </li></ul><ul><li>Reward, Recognize & Appreciate </li></ul><ul><li>Keep it Fun! </li></ul>
  35. 35. Motivational Exercise <ul><li>List 3 Things that Motivate You. </li></ul><ul><li>List 3-5 Things that Motivate each Employee. Have the each Employee Create their own List. </li></ul><ul><li>One-on-One Meetings discussing each other’s list. </li></ul><ul><li>Incorporate into Performance Reviews and Reward Programs. </li></ul><ul><li>Internal or External Customer Comments. </li></ul>
  36. 36. Why Employees Change Jobs? <ul><li>No clear expectations </li></ul><ul><li>Lacking the proper tools, time and training </li></ul><ul><li>Lack of recognition or appreciation </li></ul><ul><li>Not a fun work environment </li></ul><ul><li>Lack of contributing or making a difference </li></ul><ul><li>Lack of work and life balance </li></ul><ul><li>Ethically disagree with company or management </li></ul><ul><li>No connection with team or management </li></ul><ul><li>Lack of fair treatment </li></ul><ul><li>No career opportunity </li></ul><ul><li>Lacking teamwork </li></ul><ul><li>Uncertainty their future within company </li></ul><ul><li>Continuity program is not valued </li></ul><ul><li>Money/ Benefits </li></ul><ul><li>Relocation </li></ul>
  37. 37. Secrets to Retention <ul><li>Employees Want to Control Their Work. </li></ul><ul><li>People Want to Feel a Sense of Belonging. </li></ul><ul><li>Provide a Challenge. </li></ul><ul><li>Recognize and Reward Stellar Work. </li></ul><ul><li>Keep it Fun. </li></ul>
  38. 38. Strategic Recruiting & Retention <ul><li>Network to Maintain a Candidate Pool. </li></ul><ul><li>Think Outside of the Box when Recruiting. </li></ul><ul><li>Focus on Desired Credentials & Competencies. </li></ul><ul><li>Take the Time to Invest in Elevating Your BC Team. </li></ul><ul><li>Uniquely Motivate Your Personnel. </li></ul><ul><li>Be the Coach others Want to Work For – Employer of Choice. </li></ul><ul><li>Keep it Fun! </li></ul>
  39. 39. Questions <ul><li>? </li></ul><ul><li>Cheyene Haase – BC Management, Inc </li></ul><ul><li>(949) 250-8172 X 204 ~ chaase@bcmanagement.com </li></ul>

×