2. Finders Keepers Recruitment and Retention Strategies for Success Barbara J. Bowes, FCHRP, CMC, CCP, M.Ed. June 26, 2014

3. Challenges

4. Program Objectives Examine current strategies Share effective recruitment strategies Share retention strategies Respond to questions

5. Importance of Psychological Contract Psychological contract is the personal beliefs, perceptions, and informal obligations between EE/ER Sets the dynamics for the relationship and forms part of the organization culture Recruitment and retention follow an organization’s strategy and its philosophy towards the management of people

6. Organization Culture

7. What is Your Culture? How do you describe your workplace? What are you known for? Creative, innovative and fluid environment Leading edge of magazine trends Most recent technology resources Small versus large team Coaching/mentoring philosophy Pay model/market rate salaries Great place to learn

8. What do your employees say? Website first Impression? What do you offer that others don’t? opportunities for growth? What are you known for? Individual, team, specialized, general What are your expectations for commitment? What sets you apart? What is your Employment Brand?

9. What does Success Look like?

10. 10 Job Tasks and Skills

12. How do you Assess?

13. What are Your Hiring Practices?

14. 14 Common High Performance Character Traits

15.  Ideal Candidate Specifications  Position Profile  Microsite  Progress Reports  Target List  Strategy Review Meeting  Progress Reports PHASE 2 CANDIDATE IDENTIFICATION  Define Candidate Pool  Internal/External  Candidates of Interest  Data Base Search PHASE 1 CRITERIA DEVELOPMENT  Stakeholder Meetings  Key Selection Criteria  Position Profile Development  Microsite Development  Advertising Strategy PHASEDELIVERABLE

16. LBG Methodology PHASE 3 CANDIDATE EVALUATION  Experience & Skills Set  Leadership Skills  Cultural Fit  Top-Grading & Assessments  Preliminary Reference Checks  Candidate Short List  Candidate Review Meeting  Client Interviews  Progress Reports PHASE 4 SELECTION  Finalist Candidate Selection  Completed Background & Reference Checks  Employment Offer  Acceptance of Offer  Notification of Unsuccessful Candidates  Announcement 360 ° Review & Report at the end of the first year of employment On-Going Evaluations We follow-up periodically to ensure the satisfactory integration of the Successful Candidate

17. Psychometric Assessment

18. Assessment Personality & Community Style Introvert – extrovert Sensing – intuition Perception - judgment Thinking – feeling 18

19. 19 Sense of Service to a Cause Technical / Functional Competence Entrepreneurial Creativity Autonomy / Independence Security, Stability Organizational Identity Managerial Competence Pure Challenge Life-Style Integration MOTIVATION PIT STOP Adapted from Career Anchors, Edgar Schein Sloan School of Management at MIT

20. Life Attitude Challenges

21. Interview Strategy Resume review – telephone screening Standard vs behavioural interview questions Case study/assignment

22. Final Decision

23. Onboarding Company Organization & Operations Employee Orientation Safety Measures & Regulations Facilities Tour Daily Routine Personnel Policies Employee Benefit Information

24. Retention

25. Summary

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