innovation camp presentation for feb2627
DESCRIPTION
As a startup company, where do you start when if comes to finding, keeping and developing new employees..... Here are some tips!TRANSCRIPT
Finding, Hiring, & Leading Talent
Innovation CampFor Entrepreneurs
Feb 26th, 2010
Finding, Keeping and Leading Talent
As an entrepreneur, what are your biggest people or talent challenges? Finding talent to join your team? Assessing their skill sets, personality
and fit? Keeping talent motivated? Knowing when to let talent go?
Where do you start?
It starts with: the sourcing process
Plan Ahead Define Your Job Objectives and Specifications
Develop an overview of your business and culture
Define position's scope and responsibilities, compensation package, reporting relationships and profile of the desired candidate
Develop the sourcing and recruiting strategy Develop the interviewing/selection process
Lets review your Talent Sourcing Strategy- where do you find them?
The sourcing channels could include any of the following:
Social Networking – Use LinkedIn, Facebook, Twitter, JigSaw, Plaxo, Ryze, Spoke, Namyz
Direct Recruitment - identify target companies and identify candidates who possess the targeted skill set and proactively contact them to present your opportunity.
Web-based Mining - utilize web mining technology to identify and source potential candidates.
Advertising - advertising initiatives focused on communicating your opportunities to key markets, professional associations and societies.
Web-based Job Postings - identify a number of Internet career boards and job posting sites targeting the passive job seeker.
Affinity Associations - relationships with affinity groups and educational institutions that become valuable resources for the attraction of diversity candidates.
The Research Triumvirate
Google, LinkedIn & Jigsaw – useful for folks seeking both opportunities and talent.
site:LinkedIn.com -intitle:directory chemist "Greater St. Louis"
site:LinkedIn.com -intitle:directory "director" and R&D and chemist "Greater St. Louis"
This is where Jigsaw can help
Jigsaw lets you filter your potential contacts before you select them.
Once we select one of the contacts
we have contact information for the Lab Manager. Priceless!
More Sourcing strategies Direct Sourcing
Targeted Companies Contact databases Friends of friends in your network Referrals College Relations Vocational Centers State and local Job Retraining Programs Research Driven Employment Fairs
Web-Based Sourcing Affinity Groups/Industry Associations Strategically Place Banners and Sponsorships Social Networking Internet research: Google, Boolean strings Competitor sites
Traditional Media Industry Newspapers/Periodicals Local Media Placement (print/radio/direct mail)
The sourcing process
Candidate Development Process
Identify target sources using social networking, contact databases and network of contacts
Identify candidates, including internal and external referrals as appropriate
Screen and evaluate candidates Narrow list of candidates and review profiles Facilitate interviews of candidate, self, advisors, those who
know your business plan and challenges Obtain feedback from interviewers Feedback from candidates Integrate with assessment tools Conduct Reference Checks as you go along (before you fall in
love with a candidate)
The hiring process
Pay/ salary/compensation/rewards Alternatives to traditional rewards
Offer Management Developing the offer Conduct final Reference Checks Conduct any post offer testing that is required Discuss the offer parameters with candidate Write up offer letter with all details Request response to offer by
After the offer, the interview/selection process is not done!
Confirm the start date Announce the new hire internally Press release to local and regional media Internal administrative prep for new hire
Payroll set up Office space/tools Systems security/passwords Benefits set up
Prepare on boarding/orientation plan Welcome the new person, get them engaged,
excited and involved, so they know they also made the right decision to join you!
On Boarding/Orientation: The selection process continued
Day One Activities Week One Activities Employee referrals First month plan Stay interview 90 day plan 6 month plan Annual goal and objectives
Building an Onboarding Program
Make it fun and interesting Don’t overwhelm employees Think about the employee’s
perspective Use technology Make use of mentors Conduct follow-up interviews
Building an Onboarding Program
Company / Departmental Overviews Job Expectations Policies and Procedures Administrative Housekeeping Items
Going forward:Avoiding the bad hire or the bad employee!
Stay close to employees Regularly re-calibrate
goals/expectations Don’t assume no news is good news Establish on going 2 way
performance reviews Link pay to performance, incent
employees by aligning their goals with yours
Positive employee relations
Reward and recognition Regular employee communications Celebrate success Community/Participation-Involvement Keep performance issues private Focus performance issues on
improvement as opposed to discipline Remove discipline problems promptly Start a talent review and succession
planning process now!
Moving on - termination
When, how, and why Set clear standards, goals and objectives with
deadlines Communicate regularly and often Voluntary Involuntary: for cause, malfeasance or bad fit
Determine a process before it happens Be consistent Treat people fairly: performance improvement,
notice Severance only with a written release Future References
Moving on - termination
Keep good records of previous conversations, document
When you are in a jam: Get advice from experts
HR professionals first Labor/employment lawyers last
Questions and Answers!
Lisa Rokusek [email protected] Executive Recruiter Agent HR 314.431.5083
[email protected] HR Consultant314-374-7025 http://www.linkedin.com/in/jeffstruve