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Recruiting workshop 2013
This document discusses how to hire employees that fit an organization's culture. It emphasizes understanding needs, sourcing candidates, selecting the right fit, and hiring effectively. The understand phase involves assessing needs before openings exist. Sourcing uses various methods like internal networks, job boards, and agencies to cast a wide net. Selection involves screening candidates as a team using consistent criteria. Hiring finalizes paperwork quickly and provides new employees support through mentors. The overall process aims to improve quality of hire by thoroughly understanding requirements at each stage.
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Recruiting workshop 2013
- 1. Recruiting Workshop HIRE TO FITTHE CULTURE
- 2. Mirjam IJtsma Owner, President www.culturalchemistry.com
- 3. “Hiring the best is your most important task”
- 4. Who are YOUhiring?
- 5. Who are YOUhiring? • The only one we could find? • The first acceptable candidate? • Best we’ve seen • Best on the market • Best in the market?
- 6. How are YOUhiring? Source Select Hire
- 7. What Drives Qualityof Hire 1. Understanding the need of your organization 2. Understanding the strength and weaknesses of the organization & hiring manager 3. Having options 4. Making the right choice
- 8. What Drives Qualityof Hire Understand Source Select Hire
- 9.
- 10. Understand phase HOW WEGOT 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. 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. 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. Understand phase TANGIBLEOUTCOMES – WHAT DO WE HAVE ON PAPER • Managing - coaching style • Core values of the company & Team • Needs Assessment • Market Analysis • Development Program
- 14. Understand phase TANGIBLEOUTCOMES – 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. Understand Phase Strong aspectsof our Understand Phase 1. 2. Two aspects that I will start to improve 1. 2.
- 16.
- 17. Healthy Candidate Inflow 1. Choice drives quality of hire 2. Volume, numbers game 3. Critical timing of 2 weeks 4. Source of best candidates is unknown
- 18. Source THE JOBAD The Job ad is NOT a Job Description
- 19. Clean Job Ad Informative Company,position, qualifications, process Short 500 words or less Clear Jargon free, easy to understand A good Job add sells your company and your role! Reflect your company style and culture
- 20. Jobs on yourown Website Easy to navigate Show off your culture Basic Information http://dyn.com/about/careers/
- 21. Source Direct • Searchyour 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. And the restof the world Let everyone know you are in the search!
- 23. Jobs on theweb • 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.
- 25. Ask Friends • Referrals are more successful • Low – No cost • Ask Employees to share positions • Use Twitter, Facebook & LinkedIn • Make it personal
- 26. Use Agencies • Setclear goals & time frame • Provide with job description and soft factors • Go for niche/specialized firms • Go local first
- 27. Source - aDeep Wide Net 1. Clean Job Ad 2. Jobs on Your Website 3. Source Directly 4. Let the Whole World Know 5. Ask Your Friends 6. Advertise on Job Boards 7. Use Agencies
- 28. Source Phase Strong aspectsof our Source Phase 1. 2. Two aspects that I will start to improve 1. 2.
- 29.
- 30. Select • Use systems to improve success • The Application Form • Hire as a Team • Speed is everything • Check!
- 31. The Application Form 1. Great forms hold a lot of information: 1. Pay history 2. Detailed past work history 3. Relevant selection information 4. Motivation for applying 2. Choose when you introduce your data collection form 1. Beginning will reduce applicants 2. During the process will slow you down 3. Have it reviewed by legal counsel
- 32. Hire as ateam 1. Two know more then one 2. Be clear on each persons role 3. Implement a standard way of interviewing 4. Have common selection criteria
- 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. Speed • Recruitingprocess quick and well organized, is the first impression the candidate often gets of the company. • Candidates stay engaged for 2 weeks.
- 35. Select Phase Strong aspectsof our Select Phase 1. 2. Two aspects that I will start to improve 1. 2.
- 36.
- 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. Hire Phase Strong aspectsof our Hire Phase 1. 2. Two aspects that I will start to improve 1. 2.
- 39. What Drives Qualityof Hire Understand Source Select Hire
- 40.
- 41. Thank you foryour 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. Stay connected! YOU CAN FINDUS HERE!