1 / 13

Recruitment Resources Workshop

Learn how HR can support your small agency in the recruitment lifecycle, from planning the recruitment process to making the offer. Gain insights on attracting talent, creating creative job announcements, conducting interviews, and more.

stephenmyers
Download Presentation

Recruitment Resources Workshop

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Recruitment Resources Workshop How DES HR can support your small agency

  2. Recruitment Lifecycle

  3. The Importance of Recruitment According to HR Executive Magazine, the top 1% workers return $5,303 in annual cost savings to a company through increased output, but avoiding hiring a “toxic” employee will save an estimated $12,489!

  4. Planning the Recruitment • Consultation starts here • Our goal is to ask the right questions to help you identify what you need from the beginning • e.g. recruitment timeline, is this the “right” position, paid advertisements, etc.

  5. Attracting Talent • Conducting a Performance Profile • Writing a Creative/Compelling Job Announcement • Cold-Calling Potential Candidates • Additional presence at Career Fairs and diversity group outreach

  6. Creative Job Announcements Takes you from a normal job announcement to this: Five for five. The five people who have held this job over the past decade have all moved on to bigger and better things. In fact, that is why we are recruiting for this position; the current incumbent was offered a great management opportunity within one of WSDOT’s regional operations. This happened because people noticed how well she accomplished the tasks and assignments given to her over the past two years. This position is a career launching pad. If you are a passionate HR professional who is willing to work hard, do things right, take calculated risks and consistently work toward win-win solutions, then we want to talk to you. It’s not often that an opportunity like this comes along. So what’s the catch? We only want to speak with the very best. We want candidates who can function in a fast-paced, emotionally charged environment where good decisions are expected in every transaction. We want candidates who treat their customers in the same fashion they wish to be treated. Candidates who never miss deadlines, make excuses or think the day begins precisely at 8AM and ends exactly at 5PM. We want candidates who are productive, supportive and know how to play well with others. In essence, we want a true HR consultant. In the interest of full disclosure, this is not an easy job. There will be days when you will wish you could close your door, pull the blinds and send the phone to the answering machine. By the same token, there will be times when you – and your teammates – will come up with a creative solution that satisfies your client’s every need. Somewhere in-between, you will realize that every day is different, every challenge has a solution and what you are learning makes you both valuable to the organization and marketable for your next career opportunity. You will be working in an ocean where it’s either sink or swim, but will have a surrounding team that will gladly throw you a life jacket when needed, but you still have to swim. So, think you’re ready to dive in?

  7. Social Networking • We’re creating a LinkedIn presence • We can partner with your communications team when applicable • Helping create your social presence online

  8. Application Assessment • The level of detail we can assess can be customized on your business needs • The performance profile and knowing about the job helps us better review your applications for the “right fit” and not just min quals

  9. Interview Consultation • Assistance with creating behavioral based interview questions • Potential profiles assessment for customized interview questions and consultation • Sitting on interview panels when applicable • Guidance on difficult or high risk interview situations

  10. Reference Checks • Creating customized questions based on current knowledge and business needs • Off-list references • Training and guidance for first-time reference checkers

  11. Making the Offer • What information you should have ready to go before you make the call • Negotiating salary when applicable • What other benefits are available in lieu of salary? • Flexible Schedules • Relocation Assistance • Leave balances

  12. Notifying other candidates • Call interviewees to let them know – a debrief is usually ok! • Never call your runner up until the final candidate has accepted your offer • Maintain relationships with high potential candidates for future positions

  13. Your turn!

More Related