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Building a World-Class Workforce: Attraction, Engagement, Candidate Experience, Selection, Retention

Learn best practices for building a world-class workforce in areas such as attraction, engagement, candidate experience, selection, and retention. Discover strategies for attracting top talent, utilizing social media and employee referrals, and maintaining a strong candidate pipeline. Enhance the candidate experience with a simple and fast hiring process.

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Building a World-Class Workforce: Attraction, Engagement, Candidate Experience, Selection, Retention

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  1. Building A World-Class Workforce Presented By:

  2. Best Practices Today we will focus on 4 primary areas critical to Building Your World–Class Workforce: • Attraction & Engagement • Candidate Experience • Selection • Retention www.liniumrecruiting.com

  3. 1. Attraction & Engagement • Talent needs to be able to find you and more importantly want to work for you. • Being able to continuously attract talent to your organization is a key to success. Let’s discuss a few simple strategies: www.liniumrecruiting.com

  4. Facts! • Most job seekers will read at least 6reviews before forming an opinion of a company • 92% of candidates will consider leaving their job if it is with a company with an excellent reputation • 45% of 35-44 year olds will leave their job for a less than 10% pay increase to join an excellent company www.liniumrecruiting.com

  5. AwardsSeek out recognition and pursue awards to showcase company culture, values and business accolades Modern employees desire a company that not only provides them a job with fair compensation but also aligns with their beliefs and values providing a well rounded and meaningful experience. • Best Places to Work Designation-local or national • Albany Business Review, Albany Times Union • NYS SHRM • Glassdoor • Forbes, Fortune, Inc Magazine • Other Awards/Recognition • Technology • Women • Diversity • Community Service www.liniumrecruiting.com

  6. Social MediaUtilizing cost effective and more importantly productive means of branding is priceless • Facebook/Twitter/LinkedIn/Glassdoor/Pinterest – the list never ends! • Develop a strategy and goals that you want to accomplish – consistency is key • Branding • Recruiting • Name Recognition • Continuous • Develop a following but be patient – it takes time www.liniumrecruiting.com

  7. Social Media • Showcase your company inside and out • Share your company values • Company History/Founders, Growth & Work Environment • Share newsworthy items • Awards • Community events/support • A picture (and video) are truly worth a thousand words • “a day in the life” • Parties/events • Monitor reviews/reputation- be prepared to respond to positive and negative items • Engage in active dialogue- answers questions timely, thank for feedback respond to criticism • Remember that technology, lingo and other buzzwords change, so stay up to date www.liniumrecruiting.com

  8. Utilize Current EmployeesYour best recruiting tool! • Showcase your employees • Are they engaged in company social media? • Career path • Day in the life • Team spirit • Employee Referrals- can you get them for free? • Onboarding and Exit Interviews • What attracted them to your company? • How did they find your company? • Why are they leaving- can you make improvements? www.liniumrecruiting.com

  9. Maintaining Your PipelineThey already want to work for you- keep that interest alive! • What do you do with past job applicants? • Use your database first, often, and develop an interactive strategy • Regularly engage with them • Invite candidates to update resume and application at least annually, ideally more frequently • Keep up to date on their interest level and status • Create a forum for active communication and engagement (first refusal on future openings) • Referrals • Invite them to follow you on social media outlets • Don’t let your database be a black hole • Provide a timely, transparent process with closure • Can you avoid- auto generated responses? www.liniumrecruiting.com

  10. 2. The Candidate Experience • This is a critical piece of the puzzle that is often overlooked. Employers should continuously evaluate the entire hiring life cycle to ensure it is simple, FAST and produces results. • Fact! Almost 90% of job seekers/talent say a positive or negative interview experience can change their mind about a role or company Addressing these key elements can help you achieve success: www.liniumrecruiting.com

  11. Evaluate your Opening • Do your market research before you jump into recruiting mode • Why is the role open? • What is the significance of this vacancy remaining unfilled? • Evaluate your current workforce- can you develop/promote from within? • Always evaluate the job or the person you may be replacing/recruiting for • How has the job or the employee evolved or changed over time? • Did the employee have the skills you need now or did their time with the company grow and develop this skill set? www.liniumrecruiting.com

  12. Evaluate your Opening • Marketplace availability? • Does this skill set exist in the market? • Are your salaries in line? • Many times hiring managers want to replace that employee with a clone that really does not exist www.liniumrecruiting.com

  13. Job Descriptions/Job Postings • Are they accurate and realistic? • Do you have a clearly defined Benefits Proposition (what’s in it for them)? • Job seekers are very picky- they want the whole package- corporate citizenship, good working culture, career growth, decent benefits, well paying etc.- you need to advertise this! • Are you using the correct channels to broadcast your role? • ? Metrics on past hires- where, how and why? Fact! 72% of hiring managers say they provide clear job descriptions while only 36% of candidates agree www.liniumrecruiting.com

  14. Application • Is it simple? • Is it mobile friendly- can you link with LinkedIn? • Is it relevant, short, concise application questions? • Set expectations upfront & honor them • Avoid resume/application “black hole” • Respond to candidates quickly- a week may be too long Facts! • 60% of job seekers have quit an application that was too long/complicated • Average Time to Hire = 43-52 days nationwide! WAY TOO LONG! www.liniumrecruiting.com

  15. The Interview Experience • Set agenda & expectations when scheduling the interview • How much time • What will be covered • How many “rounds” of interviews • Decision making time frame www.liniumrecruiting.com

  16. The Interview Experience • Remember this process goes both ways- the candidate is interviewing you too • Be prepared, read the resume in advance, take the time to highlight items on the resume to investigate during the interview • Environment- first impressions are key for both • Avoid excessive rounds of meetings/interviews • Closure- clearly define next steps, timeframes and follow up as promised • Make your job the one they want! www.liniumrecruiting.com

  17. 3. Selection • You have successfully attracted and screened candidates, so how do you choose? • There are many factors to consider and steps you can take to ensure the best hire for the role and your company…… www.liniumrecruiting.com

  18. Conduct your Due Diligence!Once the interviews are done, now comes all the “other stuff” • References • Do you only request verification of employment? • Can you get more? • Education Verification • Student Clearing House- cost effective, user friendly • Skills Testing • Criminal Investigations • Select the right firm- “you get what you pay for” • MOVE FAST- keep your candidate of choice engaged! www.liniumrecruiting.com

  19. Quick Sidebar……… back to attraction and engagement……. Once you have made your selection provide closure to applicants and candidates: • For Candidates (those you interviewed) • contact personally to tell candidates they did not get the role • provide feedback and constructive criticism • invite them to stay connected via methods discussed earlier • For Applicants (those who applied, not selected to interview) • at a minimum, send a letter thanking for interest and to let them know the role is filled • invite them to stay connected and apply for future roles • keep on file/database www.liniumrecruiting.com

  20. 4. Retention Starts at Offer • While creating an enriching experience for all employees is critical to long term success, making and keeping that good impression from the offer stage can help strengthen that bond even more. Let’s discuss some strategies to start the relationship strong! www.liniumrecruiting.com

  21. Retention Tips/Strategies • Making the Job Offer • Personalize it • Show emotion and excitement • Verbal first, then formal written • Be mindful of counter offers or competing offers • Anticipating the start date • Follow up frequently during the time from offer to start date • Continuous communication with your new hire is key • Encourage managers to be in touch and make the new hire feel welcome www.liniumrecruiting.com

  22. Retention Tips/Strategies • Onboarding • Computer/equipment ready on first day? • Desk configured? • Business Cards? • Company email address and phone set up? • Employee buddy/mentor • Lunch on the first day • Formal meetings with HR and Manager • Friday jeans day? www.liniumrecruiting.com

  23. Thank You! Questions? Miriam Dushane, PHR, SHRM-CP Managing Director, Linium (518) 689-3138 | miriam.dushane@Linium.com www.liniumrecruiting.com | LiniumRecruiting.com/blog https://www.linkedin.com/in/miriamdushane facebook.com/liniumrecruiting twitter.com/LiniumRecruit Data Sources: American Staffing Association; ERE media; Forrester Wave: Talent Acquisition Vendors Q3 2015 (Forrester.com); IBM Thought Leadership White Paper: “Recruitment is Marketing-Future of Talent Acquisition”; Linium Index of High-Tech Hiring Survey Results Q4 2015 & Q1 2016; Society for Human Resource Management; Recruiting Stats to Know 2017-Lever, Recruiting KPIs: Time to Fill-https://resources.workable.com/blog; 17 Crucial Recruiting Statistics for 2016-https://blog.beamery.com

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