Roy Barker from Moore Diversified Services gave a presentation on how to recruit top talent. He discussed how reactive recruiting can lead to high turnover and lower satisfaction, while proactive recruiting through social media, events, and referrals can help communities attract better candidates. Barker suggested focusing on identifying candidates' attitudes, passions, and cultural fit rather than just skills. Communities should define job requirements carefully, spend time getting to know candidates, and develop strong onboarding programs to retain top talent.
The why, what and how of Personas.
This 90 minutes session is part of a series of short and focused masterclasses.
The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
The why, what and how of Prototyping.
This 90 minutes session is part of a series of short and focused masterclasses.
The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
This is the slide-deck used during the introduction to Customer Journey Mapping.
This 90 minutes session is part of a series of short and focused masterclasses. The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
Small Business Guide To Hiring In 2016
This document can be viewed in 51 languages on our website
www.caribbeanheadhunters.com - This is a New Recruitment Site being Released on Monday Feb-15-2016 at 4:00 p.m.
The why, what and how of Personas.
This 90 minutes session is part of a series of short and focused masterclasses.
The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
The why, what and how of Prototyping.
This 90 minutes session is part of a series of short and focused masterclasses.
The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
This is the slide-deck used during the introduction to Customer Journey Mapping.
This 90 minutes session is part of a series of short and focused masterclasses. The series is meant for people who have little or no experience applying design thinking methods, tools and frameworks.
This is a Masterclass by Arne van Oosterom
Small Business Guide To Hiring In 2016
This document can be viewed in 51 languages on our website
www.caribbeanheadhunters.com - This is a New Recruitment Site being Released on Monday Feb-15-2016 at 4:00 p.m.
Step by Step details of how I recruited 5,000 loan originators and builders, Realtors to refer over 67,000 closed customers in 8 Years for over $27,000,000 Revenue
About Scoreinc.com
Scoreinc.com, Inc., headquarter in Mayaguez Puerto Rico USA, with offices in Mobile Alabama, is a leading provider of services to the derogatory credit sector of the financial service industry through its Scoreway® Software Solution and credit report accuracy dispute services. The Scoreway® platform provides an end-to-end management solution that helps the companies that we serve manage the credit review and dispute process and to improve controls and profitability. Scoreinc.com services an ever growing list of mortgage company’s, banks, credit unions, Realtors®, builders and credit service organizations through its innovative technology and credit report accuracy service. Contact Score for more information at 877-876-5921 or by visiting the following pages:
www.scoreinc.com
Credit Repair Merchant Services: http://www.scoreinc.com/getting-paid.php
Fair Debt Collection Practices
http://www.scoreinc.com/fdcpa.php
Credit Repair Business Training http://www.scoreinc.com/members.php
Credit Repair Software:
http://www.scoreinc.com/software.php
Credit Repair Solutions:
http://www.scoreinc.com/score-way.php
PA Seminar - Hays and APA London March 2011paprofessional
This presentation was delivered to a group of around 100 PAs who attended a Roadshow staged by Hays (PA & Secretarial) and APA (The Association of Personal Assistants) in London on 2nd March 2011.
Speakers included: Geoff Sims, Managing Director, Hays PA & Secretarial, Laura Richardson FAPA DipPA, the current Hays and The Times UK PA of the Year and Dr. Gareth Osborne. Director General, APA.
Attract Top Candidates with Employer BrandingLeah Burdick
Discover how employer branding can help your company attract top candidates. This presentation was delivered through ERE.net by Rebecca Valladares, Senior Vice President of Relationship Management for Hudson Americas (http://us.hudson.com). Learn what employer branding is and the various employer brand attributes that appeal to quality candidates. Explore how top companies are using employer branding to their benefit based on a study of 328 HR executives. For the complete report, visit http://employerbrandguide.com for a complimentary download.
Startups, the grad scheme myth, and how to hustle your way into a job (UCLEFS...Zealify
This is a slide deck created for a talk delivered on the evening of 15th October 2015 at UCL Econonomics and Finance Society by Zealify co-founder, Andy Parker (@ParkerACS).
Step by Step details of how I recruited 5,000 loan originators and builders, Realtors to refer over 67,000 closed customers in 8 Years for over $27,000,000 Revenue
About Scoreinc.com
Scoreinc.com, Inc., headquarter in Mayaguez Puerto Rico USA, with offices in Mobile Alabama, is a leading provider of services to the derogatory credit sector of the financial service industry through its Scoreway® Software Solution and credit report accuracy dispute services. The Scoreway® platform provides an end-to-end management solution that helps the companies that we serve manage the credit review and dispute process and to improve controls and profitability. Scoreinc.com services an ever growing list of mortgage company’s, banks, credit unions, Realtors®, builders and credit service organizations through its innovative technology and credit report accuracy service. Contact Score for more information at 877-876-5921 or by visiting the following pages:
www.scoreinc.com
Credit Repair Merchant Services: http://www.scoreinc.com/getting-paid.php
Fair Debt Collection Practices
http://www.scoreinc.com/fdcpa.php
Credit Repair Business Training http://www.scoreinc.com/members.php
Credit Repair Software:
http://www.scoreinc.com/software.php
Credit Repair Solutions:
http://www.scoreinc.com/score-way.php
PA Seminar - Hays and APA London March 2011paprofessional
This presentation was delivered to a group of around 100 PAs who attended a Roadshow staged by Hays (PA & Secretarial) and APA (The Association of Personal Assistants) in London on 2nd March 2011.
Speakers included: Geoff Sims, Managing Director, Hays PA & Secretarial, Laura Richardson FAPA DipPA, the current Hays and The Times UK PA of the Year and Dr. Gareth Osborne. Director General, APA.
Attract Top Candidates with Employer BrandingLeah Burdick
Discover how employer branding can help your company attract top candidates. This presentation was delivered through ERE.net by Rebecca Valladares, Senior Vice President of Relationship Management for Hudson Americas (http://us.hudson.com). Learn what employer branding is and the various employer brand attributes that appeal to quality candidates. Explore how top companies are using employer branding to their benefit based on a study of 328 HR executives. For the complete report, visit http://employerbrandguide.com for a complimentary download.
Startups, the grad scheme myth, and how to hustle your way into a job (UCLEFS...Zealify
This is a slide deck created for a talk delivered on the evening of 15th October 2015 at UCL Econonomics and Finance Society by Zealify co-founder, Andy Parker (@ParkerACS).
Workshop on how to improve your employment skills, pitched at finance professionals in the ICAEW. Focuses on 3 key areas to increase your career prospects:
How to enhance your CV to get a competitive edge in the job market
How to build a network of contacts to support your career goals
Using social media to improve your job search
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
SME recruitment webinar - Develop the ideal recruitment process for your SMEMichael Page Australia
Watch the full webinar here: http://bit.ly/2eDyQgK
Michael Page is Australia’s SME recruitment specialist. We understand the unique needs of your business and tailor our service offering to suit you. Find out how we can help you here: http://bit.ly/2f2h1un
In our expert webinar you will learn:
- How to write a job ad that will actually get noticed and more importantly, entice high performers to apply
- Our 4 step approach you can use to promote your job ad on the right channels so you start receiving quality applications quickly
- Insider tips to process a high volume of CVs efficiently and what to look for in a CV
- How much hiring is actually costing you and your business
Headhunter secrets how much do you know about themAdrian Tan
This is my slide for a 3-hours workshop with mostly graduating students from PSB Academy + a few alumni. The slides were adjusted to cater for a larger student crowd
LHH HR Network 040411 - Social Media in RecruitingSteve Lewis
Presentation given to Lee Hecht Harrison HR Network on April 4, 2011. It shares information on how social media can be used by job seekers based on how corporate recruiters are using the tools.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
High Alpha July Speaker Series with Scott BurnsHigh Alpha
High Alpha welcomed Scott Burns, CEO of Structural, as our featured guest at our July Speaker Series. Scott shared key learnings from his experience founding and scaling GovDelivery and the vision behind his new venture, Structural.
High Alpha Partner Eric Tobias and Scott also sat down in a fireside chat to dive deeper into Scott’s entrepreneurial journey, Structural's focus on employee success, lessons from selling into the government, and more.
You can also view all our previous Speaker Series recordings at http://highalpha.com/speaker-series
How Compensation Discussions Make Or Kill CultureBambooHR
Payroll is by far your biggest expense and the cost of getting it wrong is tremendous. It is also something that your employees are very interested in but is rarely communicated well. These slides look at how we tend to look at compensation, how we can make it more approachable, and a look at how the way you communicate compensation affects your culture.
Key learnings include:
• How to use compensation as a recruiting and retention strategy
• How to find the value in compensation beyond money
• How to communicate compensation so it boosts productivity
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
1. Brought to you by:
Moore Diversified Services
Presented by:
Roy Barker
Presentation Date and Time:
September 24th, 2015
1:00pm – 1:30pm CST
Contact Information:
Roy Barker
roybarker@m-d-s.com
(817) 925-8374
How to Recruit Top Talent
Into Your Community
2. Thanks For Joining Us
Slightly Different Format
▪ 30 Minutes
▪ If no time for questions you may email me directly at roybarker@m-d-s.com
▪ Please take a moment to complete the two-question survey at end of
presentation
Today’s Outline
▪ What is Moore Diversified Services
▪ Who is Roy Barker
▪ Shift in Focus
▪ Top Talent Recruitments Tips
Generating PR for your Community– October 22th, 2015 1:00pm – 1:30pm CDT
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
3. Moore Diversified Services
▪ National Full Service Boutique Consulting Firm
▪ Specializing In Senior Living and Healthcare both For Profit and Not-For-Profit
▪ 40+ Years of Experience
▪ Services Offered:
▪ SWOT Analysis and Strategic Planning
▪ Operational Analysis/Benchmarking
▪ Marketing Analysis, Mystery Shopping, and Tactical Planning
▪ Employee Turnover Analysis and Retention Strategies
▪ Investment/Financing Advisory Services
▪ Lender Due Diligence
▪ Market/Financial Feasible Studies and Proformas
▪ Key Metric Monitoring
▪ “Shared Executive” Retainer Agreements
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
4. Roy Barker, Director-Special Projects
Over 15 years in the industry with MDS
Education
▪ BBA – Finance
▪ MS Gerontology – Long Term Care, Housing, and Services for the Aging
▪ Pursuing MS – Marketing and MS – Industrial and Organizational Psychology
Service
▪ Dallas Area Agency on Aging Advisory Board
▪ Former Volunteer Long Term Care Ombudsman State of Texas
▪ Member Senior Living Round Table – Dallas and Boston
Specialties
▪ Operations
▪ Marketing
▪ Employee Retention
▪ Training/Coaching
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
5. MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Good Recruiting
=
Marketing for Talent
6. Why Proactive Recruiting Is Important
Reducing high cost employee turnover
Create awesome company culture
Increased resident satisfaction
Maintain/Increase occupancy
Attracting new residents
Reducing resident turnover
Having many applicants for a given position, doesn’t mean
you’ve seen the best of the talent market
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
7. Reactive Recruiting
Will Result In:
Positions in company can be filled by job hoppers
Increased employee turnover
Decreased resident satisfaction
Drain on company culture
Decreased occupancy
Competition for talent will only get worse
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
8. Make sure job requirements are up to date
Talk to frontline managers to make sure job duties have changed
Seek input from workers at the department
Develop a feedback system to improve future hiring
Narrow down candidate pool
Hire those that will add value
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Define Criteria Upfront
9. Avoid the Internet Trap
Relate to your resident marketing department
Can they just post a room available and get the right person
to walk in?
Internet postings alone will not produce desired results
Pool is too wide
Take days to sift through applicants
Focus on developing relationships
Promote yourself and your company
Be an employer of choice, not a last resort
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
10. Take Proactive
Measures
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Labor market is tightening, it takes on average 50 days to fill a position
Recruit constantly, have 1 to 2 “ready now” recruits
If you like them, tell them- Don’t leave them hanging even if they’re not right for
the position, it’s better to be honest.
Devote more time to the recruiting process, result will be better candidates
Like being a good runner or weightlifter, in hiring we have to build the muscle in
advance of needing it
11. Attitude should be at top of list
“[…] about 15 percent of one's financial success is due to one's technical knowledge and
about 85 percent is due to skill in human engineering - to personality and the ability to lead
people” -Dale Carnegie backed up by a Harvard Study
Don’t be fooled by what candidates tell you
Get out from behind the desk
Go to a neutral spot and talk
Look up on social media
Call references
Even though they can’t say much, get them talking
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Develop Methods to
Get to the Heart of
Prospects
12. ”We” versus “me” attitude and team player; ask questions about family friends
and peers to elicit this information
Make sure they are culturally compatible and are empathetic, compassionate,
caring, as well as giving of their mind and heart
Ask a few business questions to see how they handle situations and
opportunities
See if they lean toward analysis or instincts
What do they read, watch, listen to, what do they light up talking about? Arts,
kids, family, etc.
Someone who is comfortable digging into getting their hands dirty
Look for passion, vision, drive, integrity, credibility, self-awareness, and
eagerness
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Tips on How to Identify Top Talent
13. Invest more than an hour to build a relationship
Talent, drive, expertise, and passion from the candidate
Independent thinker and strong leader
Position Match - If you’re hiring for marketing, but the candidate is also interested in
sales position, they’re not the right match
Ask direct questions- What do you think of the company? Why hire you? What makes
you different?
If they can’t handle the tough questions, they can’t handle tough situations
Involve others before deciding to hire, a few hours to tag along
Each hire impacts the team greatly, so take time to pick the right one
Go with your gut but be open to suggestions from teammates
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Separating Top Performers From
Those With Great Interview Skills
14. Women
Work/life balance
Prime location
Men
Career progression
Financial stable company
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Needs and Wants of Candidates
15. MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Good Recruiting
=
Marketing for Talent
16. Not on the clock to make a hire
More time to invest in getting to know candidate
Follow on social media to get real message
Treat candidates well, keep them informed responding to calls and
email
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Recruiting Instead
of Posting
17. High schools
College programs
Specialty training program
Nursing
CNA
Chef
Music Programs
Job fair- Either yours or participate in one
Develop referral sources
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Must Get Out of the Office
18. MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Must Be Social
Facebook
LinkedIn
Google+
Don’t just broadcast, interact
Build your brand
Use newsletters to engage
Direct email/mail
Employee referrals
Get out of the office
19. Think Outside the Box
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
In addition to recruiting, you have to develop great programs for employees
Someone who thinks a little different can help a business see problems , opportunities, and
can inspire creativity.
Onboarding
Orientation
Specific job and company training
Training both new and existing
employees
Opportunities to advance
Mentoring programs
Challenge employees
Praise and reward employees
Really get to know your employees
20. Make referral cards to hand out at:
Restaurants
Schools
Friends/Neighbors
Kids/Friends
Church
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Always Be Recruiting
21. Naturally - great employees
Volunteers
Prospective residents
Referral sources
New friends/acquaintances
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Side Effects of
Proactive Recruiting
22. MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM
Join me for our next webinar
Generating PR for Your Community
October 22, 2015 1:00pm to 1:30pm Central Time
23. Questions or Comments?
If you have questions or comments,
feel free to email or call Roy Barker at:
roybarker@m-d-s.com
or
(817) 925-8374
Also, please complete the two-question survey
following presentation. Thank you!
MOORE DIVERSIFIED SERVICES WWW.M-D-S.COM ROY BARKER ROYBARKER@M-D-S.COM