secrets to successful recruiting how to identify, elevate and retain talented continuity...

Secrets to Successful Secrets to Successful RecruitingRecruiting

How to Identify, Elevate and Retain Talented Continuity Professionals

Introduction - Successful Introduction - Successful RecruitingRecruiting

• Why take the time?

• What to consider?

• Be strategic

• Empower a skilled efficient BC team

• Inefficient hiring costs

Your Input…Your Input…

• Success stories

• Obstacles to overcome

• What do you want to walk away with?

Today’s OutlineToday’s Outline

• Identifying, Recruiting & Hiring Top Talent– Develop a Hiring Strategy to Recruit and Select

the Right Candidate.

• Elevate, Motivate & Retain– Focus on Building and Retaining a Skilled,

Efficient BC Team.

The Hiring StrategyThe Hiring Strategy

Staffing Needs

Credentials &Competencies

Job DescriptionRecruiting

Interviewing

Selection

Determine Staffing NeedsDetermine Staffing Needs

• Company Needs

• Team Needs

• BC Program Needs

• Future Needs

Increase Personnel Headcount

• Assess, Plan, & Build a Business Case Scenario

• Staffing Matrix

• Benchmark your BC Program

Credentials & CompetenciesCredentials & Competencies

Definition: A standardized requirement for an individual to properly perform a specific job.

Identify Needed Identify Needed CompetenciesCompetencies

• Company Culture

• Team Gap Assessment

• Individual

Credentials in DemandCredentials in Demand

• Certification• Advanced Education• Expertise in both Business & Technology• Global BC Exposure• Crisis Management/ Actual Disaster Response• Wide Array of Tangent Skills• Strong Soft Skills

Soft SkillsSoft Skills

• Polished Presentation Skills• Proven Program Management• Training Expertise• Engage All Levels• Develop Business Case Scenarios• Understand the Program Culture Fit• True Passion

Value of Professional Value of Professional CertificationsCertifications

• Most Recognized

• Benefits

• Dual Certifications

Job DescriptionsJob Descriptions

• Attract the Right Candidates!– Well Written & Complete– Up to Date– Communicate a Clear Message

Job Descriptions – What to Job Descriptions – What to IncludeInclude

Working Conditions & Conditions of Service

Reporting Line & Relationships

Key Performance Indicators

Detailed Tasks & Responsibilities

Summary Statement

Job Title & Identifications

Well Written Job Description

Job Description BlundersJob Description Blunders

• Limited Flexibility

• Wrong use of Words

• Locked into Requirements

• Job Title Classification

• Lacking an Organizational Structure

BC Job TitlesBC Job Titles

Chief Officer

Global Manager

Vice President/ Director

Manager/ AVP/ Program Manager

Specialist/ Strategist/ Analyst

Entry-level

Use: Continuity, Assurance, Enterprise & Readiness

Avoid:Recovery & Disaster

Developing Job DescriptionsDeveloping Job Descriptions

• Review samples in handout

Creative RecruitingCreative Recruiting

• Think Outside of the Box• Reach out to Current Employees• Network within Your Profession• Websites• Utilize Your HR• Colleges & Universities• Specialized Personnel Search Firms

Intelligent InterviewingIntelligent Interviewing

Type of Interviews

Interviewing Team

Documented & Systematic

Develop Questions

Comparing Benchmarks

Flexibility

Types of InterviewsTypes of Interviews

• Screening – Telephone, Computer & Video

• Selection (One-on-One, Group & Panel)– Situation, Stress & Audition

• Behavioral– Structured, Informal & Reverse Role

• Testing?

Selecting the Panel of Selecting the Panel of InterviewersInterviewers

• Management Team

• Co-Workers

• Human Resources

Develop a Documented, Develop a Documented, Systematic ProcessSystematic Process

• Determine the number of interviews, structure and proposed timeline.

• Develop a scoring method - benchmarks.

• Brief all members of the interviewing team.

Interview QuestionsInterview Questions• Assess Culture Fit• Determine Credentials & Competency Match• Assess Behavior, Thinking & Decision Making

Styles• Assess Current Top Performers → Formulate

Questions • Open Ended, Probing Questions

Avoid: Improper, discriminatory or binding contract statements

Benchmarking CandidatesBenchmarking Candidates

• Develop an Evaluation Form

• Create an Interviewing Team Understanding

• See sample Evaluation Form

Maintain FlexibilityMaintain Flexibility

• Culture Fit - Versus – Skill Set Fit

• Pleasing Everyone?

• Keep Enough Candidates in Process

• Consider Back-up Options

Benefits to Successful Benefits to Successful InterviewingInterviewing

• Taking Time Up Front → Saves Time

• Creates Focus

• Accurately Assess and Benchmark Candidates

Bad Interviews – What to Bad Interviews – What to AvoidAvoid

• Failure to Pre-Screen Candidates

• Evaluate Personality Not Skills & Experience

• Failure to Prepare Candidates

• Do Nothing but Talk During Interviews

Today’s OutlineToday’s Outline

• Identifying, Recruiting & Hiring Top Talent– Develop a Hiring Strategy to Recruit and Select

the Right Candidate.

• Elevate, Motivate & Retain– Focus on Building and Retaining a Skilled,

Efficient BC Team.

Elevate & Motivate Elevate & Motivate RetentionRetention

• Crucial to Developing a Skilled, Efficient BC team

• Represents you as a Manager

• Be the Coach

• Keep it Fun

Steps to Elevate Your BC Steps to Elevate Your BC TeamTeam

SWOT

Gap AnalysisTraining Program

Follow-upMeetings

SWOTSWOT

• Strengths• Weaknesses• Opportunities• Threats

Assess Team and Individual Skills → Gap Analysis

Training Program & Follow-Training Program & Follow-upup

Training BC/DR Certifying Bodies On-line Courses College Courses Seminars/ Associations Third Party Firms

Follow-Up Schedule Meetings to Assess Team and Individual

progress. Develop a Training Matrix to Track Progress.

Points to Consider – Points to Consider – Elevating TeamElevating Team

• Identify and Develop Cross Functional Skills• Promote Certification or Dual Certification• Support Advanced Education• Support Specific BC/DR Educational Seminars• Sharpen Soft Skills• Encourage Leadership• Develop & Foster a Team Brand• Be Proactive with Career Development – Be the

Coach!

Motivating Your BC TeamMotivating Your BC Team• Be Motivated Yourself!• Key to Motivating Individuals – Each Person is

Uniquely Different• Communicate a Clear Message on Company &

Team Goals• Encourage Team Involvement & Ideas• Talent & Skill Utilization.• Reward, Recognize & Appreciate• Keep it Fun!

Motivational ExerciseMotivational Exercise

• List 3 Things that Motivate You.• List 3-5 Things that Motivate each Employee.

Have the each Employee Create their own List.• One-on-One Meetings discussing each other’s list.• Incorporate into Performance Reviews and

Reward Programs.• Internal or External Customer Comments.

Why Employees Change Why Employees Change Jobs?Jobs?

• No clear expectations • Lacking the proper tools, time

and training • Lack of recognition or

appreciation • Not a fun work environment • Lack of contributing or making

a difference • Lack of work and life balance • Ethically disagree with

company or management

• No connection with team or management

• Lack of fair treatment• No career opportunity • Lacking teamwork • Uncertainty their future within

company• Continuity program is not

valued• Money/ Benefits• Relocation

Secrets to RetentionSecrets to Retention

• Employees Want to Control Their Work.

• People Want to Feel a Sense of Belonging.

• Provide a Challenge.

• Recognize and Reward Stellar Work.

• Keep it Fun.

Strategic Recruiting & Strategic Recruiting & RetentionRetention

• Network to Maintain a Candidate Pool.• Think Outside of the Box when Recruiting.• Focus on Desired Credentials & Competencies.• Take the Time to Invest in Elevating Your BC

Team.• Uniquely Motivate Your Personnel.• Be the Coach others Want to Work For –

Employer of Choice.• Keep it Fun!

QuestionsQuestions

?Cheyene Haase – BC Management, Inc

(949) 250-8172 X 204 ~ chaase@bcmanagement.com