Hiring & Retaining Top Talent

Transcription

1 Hiring & Retaining Top Talent LISC Management Series, Session I

2 About Our Speakers June Taylor June has worked for more than 25 years in organizational development and recruitment with everything from nonprofit community organizations to Fortune 500 companies, including ING and Shorebank. Since starting her consulting company, The Redmond Group, June has served as television correspondent in segments related to layoffs and restructuring in Northeast Ohio as well as served as host for to her own radio show. MaryJo Allen MaryJo is LISC s Senior Vice President of Human Resources and has worked for LISC since Before joining LISC, she worked as the Human Resources Director for Sisters of Providence Health and Hospital System in Massachusetts. MaryJo holds a Masters Degree in Management from Cambridge College in Northampton, MA. She has raised six boys! Shelia Slemp (moderator) Shelia is a Senior Program Officer for Organizational Development Initiative at LISC and heads-up leadership and management programming.

3 Poll: Who is in our audience? Executive Director Board Member Staff Member Other (e.g., consultant, funder, stakeholder)

4 Hire Slowly Fire Quickly Steps in the Hiring Process Step 1: Prepare **Check-out the Cost of Turnover Worksheet at

5 POLL What Motivates You the Most? Money Job Security Opportunities for Advancement Appreciation Feeling In on Things Understanding Environment

6 The Best & Brightest Steps in the Hiring Process Step 1: Prepare Step 2: Recruit Targeting Screening

7 Sources for Advertising Recruiting agencies Newspaper ads Referrals from colleagues Trade publications Professional associations Networking Colleges and universities The Internet (recruitment Web sites and your company s Web site) Sites listed at the end of this presentation. Job fairs

8 Diversity and Inclusion How do we insure we are recruiting a diverse workforce?

9 Interviewing Excellence Steps in the Hiring Process Step 1: Prepare Step 2: Recruit Step 3: Interview Plan how you will: Open Conduct Close Prepare Standard & Specific Questions Ask Actual & What-if Questions

10 POLL Which one of the following commonly asked questions is inappropriate to ask during an interview? You notice they have an accent, so you ask, Where are you from? They glance at a photo on your desk, so you ask, Do you have children? Both questions are inappropriate.

11 What NOT to Ask Age/date of birth Religion Race Citizenship Physical attributes Sexual orientation National origin Marital status Children Arrests Day care arrangements Place of residence; own or rent Previous worker s compensation claims Disabilities/physical ailments Specific promise of salary expectations

12 Selection Perfection Steps in the Hiring Process Step 1: Prepare Step 2: Recruit Step 3: Interview Step 4: Select Evaluate the Candidates Check References Extend the Offer

13 Poll How would you characterize your workplace environment? It s a great place to work! It pays the bills.. I m outta here, and soon!

14 Retention ROI! Steps in the Hiring Process Step 1: Prepare Step 2: Recruit Step 3: Interview Step 4: Select Step 5: Retain With labor and skills shortages ahead, organizations must grow their own expertise by providing employees with opportunities, both on the job and off, to raise their skills level. To safeguard labor and skills - both advanced and remedial education. - From How s Your Workforce IQ?, Harvard Business School Newsletter, April 2006

15 Poll How has turnover affected your organization/dept during the last 12 months? Quite a bit - we're feeling the pinch! Some - but holding steady. None - but we could really use some fresh faces and ideas. None - we have an excellent team!

16 Two Studies Show Challenges Ahead! From Daring to Lead by CompassPoint: 9% of executives leave their job annually 75% say they will leave within 5 years 17% plan to retire within 5 years (many to become consultants to the industry) Work-pool Expansion: : 35 million : 5 million (Projected loss of 30 million entrants) Foresighted businesses have been engaging in a war for talent. - From Nonprofit Sector s Leadership Deficit, by The Bridgespan Group

17 Professional Development & Retention Quitters Campers Climbers

18 Happiness... At Work? Hidden Costs of Workplace Dissatisfaction: $300 billion in lost productivity annually (not including health-related expenses) 71% of employees not engaged or actively disengaged from work 61% report health problems 51% say work stress has caused them to behave poorly at work and home One positive does not cancel one negative. The magic ratio calls for 3 positive interactions for every 1 negative and 1 negative for 13 positives. Tom Rath, Gallup Organization *Gallup Organization

19 From Time Magazine, Jan. 17, 2005

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21 LISC Harvard ManageMentor Plus Online, just-in-time, performance management resource to help every manager find quick answers to immediate problems! 37 modules on the most vital management issues managers face today! Self-assessments! Community development specific tools! More than 230 customizable templates! Real-life case studies! Audio, print, and interactive materials! And much more! See the Organizational Development page at Contact: Shelia Slemp at or

22 Hiring & Recruiting Resources on the WWW lisc.org (see Harvard Manage Mentor Plus on Organizational Development page) boardcafe.org Idealist.org Jobs.org Amanet.org (American Mgmt Association)

23 Save the Dates July 12 th Let s Make a Deal! Successful Joint Venture Strategies July 25 th Harvard ManageMentor PLUS! Check-out This Hot, New, Just-in-Time Resource for Managers July 26 th ManagingNonprofits.org: Leadership and Management in the 21 st Century Special Guest: Ben Hecht, CEO of One Economy *All Webcasts at 2PM EST

24 Survey slide