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TRANSCRIPT
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Recruiting, Retaining and Engaging Top Talent
Claudia St. John, President – Affinity HR Group
Today’s Objectives
• Provide ideas and tips for your
recruitment
• Help you avoid some common mistakes
• Provide resources for onboarding and
engaging employees
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Recruiting – The Bad News
Tools Technology Training
Recruiting – The Good News
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Keys to Successful In-house Recruiting
1. Determine what you truly need today &
tomorrow and craft a thorough job posting
2. Establish a solid recruitment & interview
process
3. Be explicit about how you will evaluate your
candidates
4. Be mindful of legal compliance
All the rest will follow!
Recruiting – The Process
First, What Are You Looking For??
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The Job Posting
• Make sure all information is essential
• Try to make it quantifiable
• Take the time NOW to think strategically about what you
will need in 5 years
Plan to use your job posting as your scorecard
for evaluating candidates
Successful Job Posting - Sections
About the company
• Make it stand out
• Market yourself!
• Confidential or not?
Responsibilities
• What are the key accountabilities of the position
• Think about what the position needs, not what the current person is doing
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Successful Job Posting
Requirements
• Make them quantifiable if possible
• Remember – if it’s not here, is it really important?
• Use this to screen/cull/evaluate your candidates
Contact
• How do you want to manage the flow of candidates?
• Think ahead about how you will manage the flow of resumes (automatic replies, applicant database, etc)
Where Do You Look For Candidates?
• Monster.com $210
• Career Builder $419
• LinkedIn $195
• Specialty Sites
• Craig’s List – Pricing varies
• Indeed.com – Price per click
• ZipRecruiter – Pricing varies
• LinkedIn Groups - Free
• Facebook – Free
• Your Networks/Contacts – Free!
Job Postings – Your Options
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How Will You Evaluate Your Candidates?
How Will You Evaluate Your Candidates?
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Who should evaluate your candidate?
Consider
• The hiring manager
• The “ultimate decider”
• Peers
• People good at judging peopleConsider including the
receptionist – they often
observe the candidate
differently
How Will You Evaluate Your Candidates?
The Culling Process
• Cull resumes based on criteria laid out in
job posting
• Agree to how many candidates will be
presented after each cull
• Consider “Olympic voting” for
interviewing team
Always be truthful with
your candidates about
the process and where
they are in it. Treat
them
with respect at all
costs!
How Will You Evaluate Your Candidates?
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Consider Style Assessments
• General Personality Assessments
• Skills Assessments
• Acumen Capacity Index As professional
recruiters, we
won’t hire
without
conducting an
assessment
How Will You Evaluate Your Candidates?
The Interview
• The most crucial part of the process
• The more strategically planned, the
better
• The biggest risk for legal mistakes &
bias
How Will You Evaluate Your Candidates?
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Keep Your Focus!
How Will You Evaluate Your Candidates??
Review Prohibited Questions!
Go to www.AffinityHRgroup.com
Blog April 16, 2015
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Behavioral Interview – the Gold Standard
Ask the candidate to give examples of how they have
acted in the past
“Tell me about a time when you had difficulty closing a sale and how did you
handle it?”
“Have you ever had to grow a book of business? Tell me about it and how you
did it.”
Key Things to Remember
• Make interviewing a positive experience
• Be always on guard for bias
• If you’re not happy, move on!Remember, those
you don’t hire will
likely end up
somewhere in your
industry.
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CONGRATULATIONS – You’ve made your first hire!
Now comes the hard work – 22% of turnover happens
in first 45 days!
Onboarding & Engaging
Look Familiar?
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How it COULD Look!
Onboarding & Engaging
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Keeping Your New Hire
• The key to productivity, customer satisfaction and
profitability is employee engagement.
• Keeping employees engaged is both free and
relatively easy if you are committed
Onboarding & Engaging
Gallup Organization’s Employee Engagement Work – Gallup’s Q12
1. I know what’s expected of me at work
2. I have the materials and equipment I need to do my work right
3. At work, I have the opportunity to do what I do best every day
4. In last 7 days I have received recognition or praise for doing good work
5. My supervisor or someone at work seems to care about me as a person
6. There is someone at work who encourages my development
7. At work, my opinions seem to count
8. The mission or purpose of my organization makes me feel my job is important
9. My associates or fellow employees are committed to doing good quality work
10. I have a best friend at work
11. In the last 6 months, someone at work has talked to me about my progress
12. This last year, I have had opportunities to learn and grow
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What’s Not On The List?
Engagement
Engagement
Relationship
Respect
Opportunity
Feedback
