Recruiting Workshop

HIRE TO FIT THE CULTURE

Mirjam IJtsma Owner, President

www.culturalchemistry.com

“Hiring the best is your most

important task”

Who are YOU hiring?

Who are YOU hiring?

• The only one we could find?

• The first acceptable candidate?

• Best we’ve seen

• Best on the market

• Best in the market?

How are YOU hiring?

Source Select Hire

What Drives Quality of Hire

1. Understanding the need of your organization 2. Understanding the strength and weaknesses of the

organization & hiring manager 3. Having options 4. Making the right choice

What Drives Quality of Hire

Understand

Source

Select

Hire

Understand

Understand phase

• Manager comes to HR with a job opening

• HR makes sure filling position is approved

• HR checks job description (or writes it)

• HR post job

HOW WE GOT INTO A PROCESS WITH WASTE

Understand phase

• Business relationship • HR connects • HR recommends and advices • Discuss future needs • Recruiting is part of the HR Strategy • Relationships with targeted professionals

IT STARTS BEFORE THERE IS AN OPENING

Understand phase

• HR has a business relationship with each hiring manager • HR connects with hiring manager at set intervals to discuss the

business • HR recommends and advices managers on team structure,

development • HR and Business discuss future needs • HR and Business develop an hiring strategy, needs assessment,

market analysis and aligned development programs. • HR builds relationships with targeted professionals before opening

exist.

IT STARTS BEFORE THERE IS AN OPENING

Book

Understand phase

• Managing - coaching style

• Core values of the company & Team

• Needs Assessment

• Market Analysis

• Development Program

TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER

Understand phase

• Managing - coaching style • We understand how the manager managed his/her team and what he

or she can provide in training and development (think about virtual / hands-on / micro)

• Core values of the company & Team • We under the core values of the company and the nuances that exist

in each team/department. • Needs Assessment

• We know what roles need to be filled now and in the future. We use analytics to predict openings. And templates for job descriptions.

• Market Analysis • We know what is available in the market for which price and where.

• Development Program • We have a development program that supports employee growth in

the direction of our future needs.

TANGIBLE OUTCOMES – WHAT DO WE HAVE ON PAPER

Book

Understand Phase

Strong aspects of our Understand Phase 1. 2.

Two aspects that I will start to improve

1.

2.

Source

Healthy Candidate Inflow

1. Choice drives quality of hire

2. Volume, numbers game

3. Critical timing of 2 weeks

4. Source of best candidates is unknown

Source THE JOB AD

The Job ad is NOT a Job Description

Clear Jargon free, easy to understand

Informative Company, position, qualifications, process Short 500 words or less

Clean Job Ad

A good Job add sells your company and your role!

Reflect your company

style and culture

Jobs on your own Website

Show off your culture

Basic Information

Easy to navigate

http://dyn.com/about/careers/

Source Direct

• Search your existing Talent Pool to find people already engaged – Let them know they are special and ask them to

apply a.s.a.p.

• Reach out to known talent but not yet engaged for this and future openings (LinkedIn, Indeed etc.)

• Don’t Spam. Personal message yield better

results than standard emails

And the rest of the world Let everyone know you are in the search!

Jobs on the web

• 50% of the searches start at Google – Make sure your job ads can be searched

by search engines • Use Free Job Boards • Use Paid Job Boards when needed • Try and adjust and repeat

Source

Ask Friends

• Referrals are more successful • Low – No cost • Ask Employees to share positions • Use Twitter, Facebook & LinkedIn • Make it personal

Use Agencies

• Set clear goals & time frame

• Provide with job description and soft factors

• Go for niche/specialized firms

• Go local first

Source - a Deep Wide Net

1. Clean Job Ad

2. Jobs on Your Website

3. Source Directly

4. Let the Whole World Know

5. Ask Your Friends

6. Advertise on Job Boards

7. Use Agencies

Source Phase

Strong aspects of our Source Phase 1. 2.

Two aspects that I will start to improve

1.

2.

Select

Select

• Use systems to improve success • The Application Form • Hire as a Team • Speed is everything • Check!

The Application Form

1. Great forms hold a lot of information: 1. Pay history 2. Detailed past work history 3. Relevant selection information 4. Motivation for applying

2. Choose when you introduce your data collection

form 1. Beginning will reduce applicants 2. During the process will slow you down

3. Have it reviewed by legal counsel

Hire as a team

1. Two know more then one

2. Be clear on each persons role

3. Implement a standard way of interviewing

4. Have common selection criteria

Check

• Ensure that the applicant meets the minimum requirements for the job and company culture (interview training!)

– Assessments

• Do a background check (pick up the phone).

• Call your network.

• Let applicant sign off on detailed job description.

• Show Non Disclosure Agreement and Non-Compete before presenting a job offer (New Hampshire law)

Speed

• Recruiting process quick and well organized, is the first impression the candidate often gets of the company.

• Candidates stay engaged for 2 weeks.

Select Phase

Strong aspects of our Select Phase 1. 2.

Two aspects that I will start to improve

1.

2.

Hire

Hire Check List

• Draft development Plan on day 1 ready. • Final development plan ready on day 30. • Paperwork done within 48 hours • Employee handbook and other forms reflect

company culture • New employee has a mentor and a buddy • Non Compete before Job Offer! • Do final background check with all

information gathered.

Hire Phase

Strong aspects of our Hire Phase 1. 2.

Two aspects that I will start to improve

1.

2.

What Drives Quality of Hire

Understand

Source

Select

Hire

Questions?

We depend on your feedback to improve our programs Grow our company Please fill out the forms and Spread the word on Social Media and in your network.

Thank you for your participations

Stay connected! YOU CAN FIND US HERE!