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