Finders Keepers

2. Finders Keepers Recruitment and Retention Strategies for Success Barbara J. Bowes, FCHRP, CMC, CCP, M.Ed. June 26, 2014

3. Challenges

4. Program Objectives • Examine current strategies • Share effective recruitment strategies • Share retention strategies • Respond to questions

5. Importance of Psychological Contract • Psychological contract is the personal beliefs, perceptions, and informal obligations between EE/ER • Sets the dynamics for the relationship and forms part of the organization culture • Recruitment and retention follow an organization’s strategy and its philosophy towards the management of people

6. Organization Culture

7. What is Your Culture? How do you describe your workplace? What are you known for? • Creative, innovative and fluid environment • Leading edge of magazine trends • Most recent technology resources • Small versus large team • Coaching/mentoring philosophy • Pay model/market rate salaries • Great place to learn

8. What is your Employment Brand? • What do your employees say? • Website first Impression? • What do you offer that others don’t? • opportunities for growth? • What are you known for? • Individual, team, specialized, general • What are your expectations for commitment? • What sets you apart?

9. What does Success Look like?

10. Job Tasks and Skills

12. How do you Assess?

13. What are YourHiring Practices?

14. Common High Performance Character Traits

15. PHASE DELIVERABLE • PHASE 1 • CRITERIA DEVELOPMENT • Stakeholder Meetings • Key Selection Criteria • Position Profile Development • Microsite Development • Advertising Strategy • Ideal Candidate Specifications • Position Profile • Microsite • Progress Reports • PHASE 2 • CANDIDATE IDENTIFICATION • Define Candidate Pool • Internal/External • Candidates of Interest • Data Base Search • Target List • Strategy Review Meeting • Progress Reports

16. LBG Methodology • PHASE 3 • CANDIDATE EVALUATION • Experience & Skills Set • Leadership Skills • Cultural Fit • Top-Grading & Assessments • Preliminary Reference Checks • Candidate Short List • Candidate Review Meeting • Client Interviews • Progress Reports • PHASE 4 • SELECTION • Finalist Candidate Selection • Completed Background & Reference Checks • Employment Offer • Acceptance of Offer • Notification of Unsuccessful Candidates • Announcement • On-Going Evaluations • We follow-up periodically to ensure the satisfactory integration of the Successful Candidate • 360° Review & Report at the end of the first year of employment

17. Psychometric Assessment

18. AssessmentPersonality & Community Style • Introvert – extrovert • Sensing – intuition • Perception - judgment • Thinking – feeling

19. Security, Stability Organizational Identity Life-Style Integration Autonomy / Independence MOTIVATION PIT STOP Technical / Functional Competence Pure Challenge Managerial Competence Sense of Service to a Cause Entrepreneurial Creativity Adapted from Career Anchors, Edgar Schein Sloan School of Management at MIT

20. Life Attitude Challenges

21. Interview Strategy • Resume review – telephone screening • Standard vs behavioural interview questions • Case study/assignment

22. Final Decision

23. Onboarding Employee Benefit Information Company Organization & Operations Employee Orientation Personnel Policies Safety Measures & Regulations Daily Routine Facilities Tour

24. Retention

25. Summary