recruitment , selection and retention strategies
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Our organizations are all uniquelydifferent but the overall mission tohave the best and the brightest
within is a common goal
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The recruitment, selection andretention process must be driven by
clear policies, accountability, sharedresponsibility but most importantly
by professionals who have thecapacity to deliver..
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An assessment of where we are right now,where we want to go and the gap between thetwo. Using HR innovation to come up with
strategies to alleviate challenges and reducethe likelihood of potential challenges. Findingquick fixes do not work.
STRATEGIESRECRUITMENT, SELECTION &
RETENTION
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CHALLENGES & SOLUTIONS IN THE BVI
Scarcity/shortage ofapplicants for specializedvacancies (court reporting,
environmental healthspecialists, engineers)
Surplus/abundance ofapplicants with the same
specialties
Create partnerships andlinkages with the private
sector and institutions ofhigher learning.
Partnerships we haveestablished and continueto expand upon with the
private sector ad statutorybodies.
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CHALLENGES & SOLUTIONS IN THE BVI
Image of the Public Sectornot comparable to the
Private Sector
Inability to paycompetitive salaries due to
budgetary constraints.
Aggressive marketingstrategy to rebrand the
Public Service as theEmployer of Choice.
We offer competitivebenefits, careerdevelopment & training,
health & life insurance,pension benefits.
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CHALLENGES & SOLUTIONS IN THE BVI
Lack of technologicalprocesses to maintain
demand for recruitmentand selection.
Lack of definitive policies
Acquisition of an HRISdatabase system thatmanages employment,training, successionplanning, leave and otherintegral hr functions
Creation of employeehandbook and an HRPolicies and Procedural
Manual.
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SUCCESSFUL TECHNIQUES
Targeted Recruitment
utilizing associations,universities, professionalbodies
Utilization ofAssessment Centerspsychometric testing
Utilization ofTechnologywebsites totarget larger audience
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SUCCESSFUL TECHNIQUES
Ranking according to
job relatedrequirements
Developing andutilizing competenciesto select candidates
Utilization of Internetand other technology
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While most organizations are utilizing some formof technology to enhance their recruitment andselection process, amongst the many successes, is
the caution of knowing which strategy is best foreach organization.
INTERNET AND OTHER
TECHNOLOGY!
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RECRUITMENT & RETENTION A National survey/study of the changing
workplace (SHRM) asked employeeswhat they considered to be veryimportant in their decision to take an
employment offer.1) Balance
2)Meaningful Work3) Open Communication
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BALANCE Balance may well become the most sought
after employer benefit for the twentyfirstcentury. According to a Coopers & Lybrandsurvey, Generation Xers arent as impressed
with money as with a balanced lifestyle the top priority it has identified in young
job seekers. (Quality of Life)
Gen Xers/Baby Bust = 1967 1979 Baby Boom Echo = 1980 1995 (large group)
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MEANINGFUL WORK Making A
Difference, Not Just a Living Were all desperate to belong to something
larger than ourselves. So soulful work iswhere you feel you belong, states DavidWhyte, author ofThe Heart Aroused: Poetryand the Preservation of the Soul inCorporate America. Having work withmeaningto make a difference in the workthat we dois of paramount importance to
employees today.
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OPEN COMMUNICATION Scott Adams, author ofThe Dilbert Principle, offers
this reminder of how management chooses not tolisten to its employees, and the impact it has onemployee morale: heres one that happened at acompany I worked forPresident of the companyignores suggestions by employees on how to improve their same suggestions are presented to the
President by a Consultant, who says they are goodideas and implements them. Quite irritating
Practice management by wandering around(MBWA).Managers need to follow the excellence principle ofgetting out amongst employees to discuss importantdaytoday issues. Consider asking such questions as,what can we do to create a better experience for
you?
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While different organizations use varyingapproaches, the process must be transparent,effective, ensure accountability, well
documented, and promote sharedresponsibility
RECRUITMENT, SELECTION &RETENTION PROCESS. HOW IS IT
DONE?
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RECRUITMENT STRATEGIES
Obtain current employees ideas of what attractedthem to the organization & what makes them stayWhat do they think would attract their colleagues
to come to the organization Package & Market the organization (branding) Strategize & weight the positive aspects of the
organization Include employees (end users) on task force Make an institutional plan (prepared document)
Develop a solid Recruitment Policy/Guide
Recruitment & Retention Task Force
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STRATEGIC ADVERTISING Career Fairs
Monster Board
Contacts by people ofinfluence
Local & National papers,Professional Journals
Academic Papers(Chronicle of HigherEd.)
Networks
Cluster Hiring
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TRAIN SELECTION COMMITTEE
MEMBERS Entrance Interviews
What attracted you? Exit Interviews
Why are you leavingthe organization? (theanswers can assist arecruitment task force
& the organization indeveloping strategiesfor retention andrecruitment.)
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RESPONSIBLERESPONSIVE H.R.
POLICES & PROGRAMS
We need policies that enable rather thanrestrict individuals Flexibility is key
Total compensation, working conditions, work
life balance, flexible work arrangements,personal and career development opportunities(including grow your own or promote from
within.) Flex benefits (one size does not fit all) Different pension options
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RESPONSIBLERESPONSIVE H.R.
POLICES & PROGRAMS Building partnerships with businesses
Opportunities for external compensation
Consulting
Cross-appointments
Mentoring
Demonstration of appreciation for service
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LABOUR SHORTAGES & SURPLUSES
What is the answer?
Labor Shortage
1. Utilization ofrecruitment strategies
to attract2. Developingspecialized training
programs to fill gap
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LABOR SHORTAGES AND SURPLUSES
What is the answer?
Labor Surplus1. Redistribution of skills2. Reskilling3. Reduction in hiringpractices4. Revision ofEmployment/Succession
policies.
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CONCLUSION/OVERARCHING ISSUES
Recruitment, Selection & Retention!
Human Resources Management is a disciplineand must be practiced according to standardsand best practices
Every Manager is an HRManagerwhether
formally trained or not, the responsibilityshould be innate and be viewed equally or evenmore than other disciplines within the
organization.
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CONCLUSION/OVERARCHING ISSUES
Recruitment, Selection & Retention!
Recruitment, Selection and Retention is criticalto effective HR Managementbut it must bepracticed within the context of other HR subjects
Training and Development, SuccessionPlanning, Workforce Planning and Strategic HRPlanning.
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CONCLUSION/OVERARCHING ISSUES
Recruitment, Selection & Retention!
Our organizations are all uniquely different butthe overall mission to have the best and thebrightest within is a common goalthe Right
Person, for the Right Job, at the Right Time andKEEPING Them!