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RECRUIT! HOW TO FIND THE RIGHT TEAM MEMBER FOR YOU! Presented by Wally Tablit and Jaimie Laitinen.

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Presentation on theme: "RECRUIT! HOW TO FIND THE RIGHT TEAM MEMBER FOR YOU! Presented by Wally Tablit and Jaimie Laitinen."— Presentation transcript:

1 RECRUIT! HOW TO FIND THE RIGHT TEAM MEMBER FOR YOU! Presented by Wally Tablit and Jaimie Laitinen

2 WHY THIS TOPIC? A BIT OF HISTORY  Staff and managers in WA State were concerned and needed to address the trend.  Poll taken of tenured people in the field.  Counties saw the value and have provided 2 forums so far on this topic, with another planned in July, 2014.  Directors/Managers and front-line staff were part of the conversation.

3 CULTURE  Before making any new hire, define YOUR culture.  Do you hire to try and CHANGE your culture, or do you hire to try and ENHANCE your culture?  Ask your team and colleagues to try and define their culture in one succinct sentence.  BE INTENTIONAL about the type of person you want to bring on, and NOT just for their skills on paper.

4 4 TYPES OF WORK CULTURE  HIERARCHICHAL  Bureaucratic, strong emphasis on chain of command, stifles a lot of individuality.  COMPETITION  Individuals driven to succeed “at all costs” mentality, creates “turf” and “ownership” of success.  COLLABORATIVE  Encourages common ground for the good of the company, “shared glory”  CREATIVE  Thinking outside the box is encouraged, allows workers the freedom to find their own style.

5 DEFINE YOUR TEAM  No significant task can be accomplished without the help and cooperation of any of the members.  Within that team, members typically specialize in different tasks.  The success of every individual is inextricably bound to the success of the whole team.  Outcomes and successes are created by individuals or partners.  Every person performs basically the same actions.  How one member performs has no direct effect on the performance of the next person.  Members may support each other, but not help each other. INTERDEPENDENTINDEPENDENT

6 HOW DO WE BRING GOOD PEOPLE INTO THE FIELD?  Hire people who consider this position to be a professional job, not an entry level position that people are trying to graduate from ASAP.  Social Justice – explain well what this job is all about.  Offer more than your competitors.  Get people to see the vision, buy into it, participate in it, and become part of it.

7 MARKETING  Make the job posting about what the company can offer the hire, NOT the other way around.  TRADITIONAL POSTING (from Craigslist):  The Vocational Consultant wanted for growing agency. Position includes determining appropriate jobs, securing employment for individuals, marketing individual's skills to employers. Involves securing volunteer or retirement activities that are consistent with participant desires, aptitudes, and skills; educating and assisting participants with the job search process; maintaining accurate case files, recording activities and time spent in vocational activities; consistently communicating verbally and in writing with participants, families, and referral sources. Managing a caseload and having a high level of accountability for achieving outcomes as outlined in participant's individual plans.

8 MARKETING  NORDSTROM  At Nordstrom, we like to keep things simple. We have one goal: Make customers feel good. We work hard every day with the goal of making customers feel good. We believe in rewarding outstanding work, promoting from within and building long-term relationships with our employees. Our culture makes all of these things possible. It's fun, supportive, competitive and a great place to grow your career.  STARBUCKS  Being a Starbucks partner means having the opportunity to be something more than an employee. Gigantic possibilities lie ahead—to grow as a person, in your career and in your community. To live the Starbucks mission and to be a leader. It’s the opportunity to become your personal best. To be connected to something bigger. To be meaningful to the world. And to be recognized for all of it. It’s all here for you.

9 GENERATIONAL DIFFERENCES  4 current different generations exist in the workforce.  Different generations will have an impact on the make- up of your team and culture.  Different generations may have differing working, learning, and communication styles.  Age of parents, communities and cultures, and personality types will affect each generation differently.  Not everyone follow the trends of their generation.

10 BABY BOOMERS  Baby Boomer #1: (1946 - 1955)  Events: JFK, Robert Kennedy, Martin Luther King, political unrest, walk on the moon, Vietnam draft, anti-war protests, sexual freedom, drug experimentation, civil rights movement, women’s movement, and the environmental movement.  Baby Boomer #2: Generation Jones (1956 – 1964)  Events: Watergate, Cold War, states lower drinking ages, oil embargo, raging inflation, gas shortages and Carter’s imposition of registration for the draft.  CHARACTERISTICS:  Associated with the rejection and the redefinition of traditional values.  Healthiest and wealthiest generation.  Often self-absorbed, very focused, workaholics.  Committed to one company or organization.  Focused on success as defined by possession and wealth.  Women establishing careers and juggling between job and family.  Creation of the latch-key kid.

11 GENERATION X  (1965 - 1976) or (1961- 1981) depending on who you read  CHARACTERISTICS:  Averaging 3-5 years in any one organization.  Frequently distrusting corporate motives.  Technologically savvy, pragmatic, and competent.  Efficient at managing themselves.  Received very little formal training in the work place, learned on the fly.  Will not sell their souls to the job 24/7.  Work/life balance over money and career advancement.  Moving in and out of the workforce to accommodate kids and outside interests.

12 GENERATION Y  1982 -2005  Fortune deemed Gen Y the highest maintenance but potentially highest performing generation in history.  CHARACTERISTICS:  Viewed as entitled and outspoken.  Inability to take criticism.  Technologically sophisticated.  Well positioned to address global issues  Driven to make a difference.  They are racially and ethnically diverse.  Demand fast tract career positioning.  Work/life balance.  Thirst for positive feedback.  Cutting edge technology.

13 GENERATION Z  1993-2009  CHARACTERISTICS:  Typically, the children of Gen X (or the youngest Boomers, oldest Gen Y’ers)  The Internet Generation  Highly connected “Digital Natives”  Individualists  Self-directed  Leverage change to lead

14 INTERVIEW STYLES AND IDEAS  Have your team/staff be as involved in the interview process as possible.  Get staff input on the final determination.  Take the candidate out to lunch with some of the team/staff.  Have the candidate job shadow with some staff members.  BE CLEAR and TRANSPARENT about what the job expectations and goals are.

15 INTERVIEW STYLES AND IDEAS  Give them a puzzle to solve.  Ask them what they would plan for a staff advance.  Have them sell you something.  Ask them what work culture is the best for them.

16 CONTACT INFORMATION  WALLY TABLIT  Director of Community Employment Services, Northwest Center.  206.578.6355   JAIMIE LAITINEN  Project Manager, WISE  206.422.9433  NEXT WEBINAR: APRIL 28 th, 2014. 2 pm EST TRAIN! Strategies and ideas on creating a successful training program!

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