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Recruiting Co-operative People

Recruiting Co-operative People. Deborah Co- oper Director Warren Partners. Recruiting Co-operative People. What we’ll come away with... An understanding of how co-operatives can compete to attract the best talent

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Recruiting Co-operative People

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  1. Recruiting Co-operative People Deborah Co-oper Director Warren Partners

  2. Recruiting Co-operative People • What we’ll come away with... • An understanding of how co-operatives can compete to attract the best talent • Ideas as to how co-operatives can integrate their distinct ways of doing business, values and culture within their approaches to recruitment

  3. Our Company • Executive Search • A talent led, values driven approach to enhancing business performance • Cross-sector and functional expertise • Offices in NW, London and Edinburgh

  4. Relevant Experience • Executive and NED Recruitment • The Co-operative Group • Fifth of Building Societies • NFU Mutual • First Milk • Talent Mapping, Benchmarking & Integration

  5. Recruiting Co-operative People • Recruiting ‘Co-operatively’ • Best Practice Approaches • Overview • Attracting and Assessing Talent • Retaining and Developing Talent

  6. Recruiting Co-operatively • Significant Stakeholder Management: ‘Think’ Team • Importance of both the Client and the Candidate experience • Adding Value: we’re at our most effective when treated as a partner

  7. Overview

  8. Candidate Experience Interaction on a speculative basis when actively looking Interview (format, venue, professionalism of consultant) Psychometric Assessment if budgeted (currently not undertaken for Coop) Quality of assignment brief and appropriateness to their background Admin: quality, speed and frequency of communication Ease of application when replying to advertisement Opportunity to speak with consultant (pre applying/interview or as to why they’ve not been progressed) Initial approach and follow up dialogue with researcher/consultant As a previous candidate or ‘source’ Offer made: attractiveness, negotiation and timeliness of documentation Clients knowledge of the candidateShortlist notes include career history, high level competency based assessment, remuneration, career motivation and areas to probe If multiple meetings, important to avoid duplicating questions/areas/assessment covered. Timeliness of meeting schedule & subsequent feedback Timely management and Communication of Logistics for meeting with the client Consultant briefing prior to meeting the client Consultant feedback post interview (positive as all areas for development) Pre-Assignment Candidate Accepted/PostAssignment Pre-Shortlist Post Shortlist-Candidate Offered How can this be a positive experience? Make or break moment. What can we do to maximise the opportunity and experience?

  9. Overview • Understanding Your People Requirements • Recruit strategically and invest resources • Benchmark against market leaders • Consider going outside of sector • Create diversity • Give equal weighting to skills/capabilities as well as values/behaviours

  10. Attracting Talent • Search Led • Advertising: Internally/Externally • ‘Blind’/Branded • Proactively: Be the Employer of Choice

  11. Attracting Talent • Your Brand Values • Clear Vision/Strategy • Culture and People • Remuneration

  12. Assessing Talent • Greater Rigour for all levels • Focus on ‘The What’ and ‘The How’

  13. Assessing Talent • Skills & Experience • Values/Culture Fit • Competencies/Behaviours • Tool Kit

  14. Assessing Talent • Values/Culture Fit • Honesty/Openness/Authenticity • Social Responsibility/Sense of Community • Other Centred/Caring For Others • Customer/Member focus • Stakeholder Management • Ability to deal with ambiguity

  15. Assessing Talent • Differentiating Competencies/Behaviours • Transformational Leadership • Strategic Vision • Commercial/Customer Focus • Performance Driven

  16. Retaining and Developing Talent • Candidate Experience: Internal & External • On-Boarding: First 90 Days • Talent Management and Development

  17. How can Co-operatives best Co-operate? • Ideas • Share and challenge best practice/toolkits • Combined ‘buying’ power for PSLs • Preparedness to jointly undertake Talent Management and Development

  18. How can Co-operatives best Co-operate? • Your comments and questions?! e: dcooper@warrenpartners.co.uk t: 01606 812784

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