10/19/2015 PRACTICE MANAGEMENT TRACK. This is a high turnover industry. EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "10/19/2015 PRACTICE MANAGEMENT TRACK. This is a high turnover industry. EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR"

Transcription

1 PRACTICE MANAGEMENT TRACK EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR This is a high turnover industry. 1

2 The national average for all industries in our region is somewhere between 8.6 % and 27.6%. According to the American Animal Hospital Association, turnover rates in the veterinary industry are at about 30%. The average cost of turnover for an organization is at least 6 months equivalent of revenue per employee. Decrease turnover through a more focused selection and hiring process Ramp up onboarding programs to ensure engagement and retention of your new employees Turnover Data Month A (separations) B (new hires) C (total workforce) January February March April May June July August September October November December Total Divide the total number of employees for the year by 12 months. This yields an average monthly workforce of 47 employees. Divide the number of separations for the year by the average number of employees per month. 11/47 = 23.4% 2

3 Cost of a bad hire Hard costs Recruiting and hiring Training and onboarding Salary and compensation Soft costs Time Wouldn t it be better to waste fewer dollars and valuable time on turnover that you can control, and to be more effective at hiring the right person for the job? 3

4 Hiring the right people from the start and setting realistic expectations, is the single best way to reduce employee turnover Selection: Competency Modeling Google defines a competency model as a collection of competencies that together define successful performance in a particular work setting. Competency Models 4

5 Competency Models Competency based selection The process of evaluating candidates behavioral attributes, as well as their skills and knowledge, by using job profiles and structured interviews to determine their suitability for a position. 5

6 Creating or refining your selection process will require time and effort Get your team involved Identify your resources Facilitate a meeting Develop a competency profile Develop competency based questions Train them and your supervisors and managers List of Competencies Adaptability Exercising Initiative Analytical Goal oriented Communication Organizing & Prioritizing Conflict Resolution Job Knowledge Continuous Learning Leadership Coping Skills Supervisory & Leadership Skills Compassion Problem Solving Critical Thinking Skills Project Management Customer Service Service Oriented Decision Making Integrity/Honesty Diligence Teamwork Diversity Time Management Empathy Work Standards COMMUNICATION (oral/written) Give me a recent example that best shows your ability to communicate effectively. Describe a time when good listening skills helped you overcome a communication problem or gave you an opportunity to exceed a client s expectations. Tell me about a situation when you had to speak up or be assertive in order to get a point across that was important to you. Give an example of a time when you communicated successfully with another person, even when that individual may not agree with your point of view.. 6

7 CONTINUOUS LEARNING Tell me about a job that you held in the past where continuous learning was necessary and important. How did you continue to grow your knowledge, skills and expertise? How did you apply new learning to your position? Describe a time when you realized you needed additional skills or knowledge to be successful. What was your approach to gaining these skills? Tell me about a specific situation when you did not have the knowledge or skills to complete a task or assignment. What did you do? Benefits of competency based selection Simplifies the process of filling positions Reduces the chance of a bad hire Enhances the quality of the hire Demonstrates fairness Encourages diversity You now have.. Your Hiring Team Your Candidate Profile Behavior based questions You have trained your team to understand to avoid questions/comments that are illegal 7

8 Leader/Peer Interviewing Gives team a sense of being part of the process and a sense of accountability to train new employees properly Peer interviews allow newcomers to know someone already How do we get around the too busy excuse? oconnect to WHY oresults in less interviews, less retraining, and higher quality The interviews Competency based Interviews Also called structured or behavioral interviews incorporate questions that target a specific skill or competency. Candidates are asked questions relating to their behavior in specific circumstances, and they are asked to back up with concrete examples. PAST BEHAVIOR PREDICTS FUTURE BEHAVIOR 8

9 The 3 interview process Realistic Job Preview (RJP) Gives applicants a clearer view into the position, and what it will take to succeed Shows both positive and negative aspects of the job and helps the candidate determine whether the job is for them Involves the team in the selection process 9

10 The RJP Provide an agenda Give a tour of the hospital Introduce them to other team members Make them feel comfortable, be human, get the candidate involved Be considerate of their time Reference Check Why involve other team members? Engages high performers in the selection process Increases employee engagement Implements a more rigorous hiring process to ensure the best candidates are brought into the organization Increases the likelihood of better performance across all pillars of the organization especially retention Fosters peer investment in new hire s success 10

11 It s time to hire! Send an offer letter Be competitive Make timely decisions If you like them, chances are..others will too First day on the job Be expecting them and make them feel welcome Review new hire packets Plan to spend part of the day in orientation Avoid brain overload 11

12 Onboarding is a process not an event Immerse new employees in the company s culture and vision. Ensure that employees feel valued and important Are how an employee starts to identify with the organization and feels a sense of belonging Keep it Going Engage the owner or owners of the practice Conduct regular check-ins on employee progress to review performance and get feedback from employee provide coaching and support Monitor the program over time and make adjustments as needed Your entire team can play a central role in designing the, selection and onboarding processes in ways that maximize the likelihood of hiring talented professionals who will stay with the organization for years to come 12

13 Presentation notes will be provided tomorrow on our website: Go to the For Veterinarians section and click on Symposium. Please note that not all of the lectures will be available. 13

Talent Management Courses

Talent Management Courses Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people

More information

TODAY S TALENT TOMORROW S SUCCESS New Hire Initiative

TODAY S TALENT TOMORROW S SUCCESS New Hire Initiative TODAY S TALENT TOMORROW S SUCCESS New Hire Initiative Kristie Citraro & Lisa Brooks Customer Care Ohio s Health Insurance Since 1934 NEW HIRE INITIATIVE: Agenda Why the Change? Part 1 Recruitment Process

More information

St Petersburg College. Office of Professional Development. Business Skills. Finance and Accounting. Administrative Support.

St Petersburg College. Office of Professional Development. Business Skills. Finance and Accounting. Administrative Support. St Petersburg College Office of Professional Development Business Skills Finance and Accounting Finance and Accounting for Non financial Professionals Principles of Accounting and Finance Cash Flow Management

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

Learning and Development Hiring Manager Guide For Onboarding A New Manager

Learning and Development Hiring Manager Guide For Onboarding A New Manager Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation

More information

Talent Management A Holistic Approach to Managing your Workforce

Talent Management A Holistic Approach to Managing your Workforce Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing

More information

509 467-0062 208 664-8958 humanix.com

509 467-0062 208 664-8958 humanix.com Connecting businesses to people who bring the valuable talents, skills and advanced know-how to make sure any level job temporary or permanent gets done right. 509 467-0062 208 664-8958 humanix.com Onboarding

More information

Accelerating Ramp-Up Time of New Sales Hires

Accelerating Ramp-Up Time of New Sales Hires WHITE PAPER Accelerating Ramp-Up Time of New Sales Hires 5 Steps to Boost Sales Productivity and Lower Turnover For many companies, the ramp-up time for new sales professionals typically is six months

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

Would I Follow Me? An Introduction to Management Leadership in the Workplace

Would I Follow Me? An Introduction to Management Leadership in the Workplace Would I Follow Me? An Introduction to Management Leadership in the Workplace This dynamic program clearly shows the right and wrong ways to deal with the very important human dimension of team performance.

More information

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)

More information

Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES

Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES What is employee satisfaction? Employee satisfaction is the individual employee s general attitude towards the job. It is also an employee

More information

New Employee Onboarding Checklist

New Employee Onboarding Checklist New Employee Onboarding Checklist Combat new employee challenges and increase staff engagement and retention. Implement a robust onboarding program. Use this checklist to make sure your new hire quickly

More information

PI WorldWIde recruitment and retention trends survey Q2 2015

PI WorldWIde recruitment and retention trends survey Q2 2015 PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance

More information

ORIENTATION VS. ONBOARDING

ORIENTATION VS. ONBOARDING ASTDSWFL.orgIMPACT OF ONBOARDING ALL ABOARD ORIENTATION VS. ONBOARDING Orientation Involves a first-day session Gets new hires familiar with an organization s structure, culture, mission, and policies

More information

Two dollars and 85 cents. That s

Two dollars and 85 cents. That s MANAGEMENT & CAREERS Getting Onboard Integrating and Engaging New Employees By Bob Lavigna Many government agencies strive to make a good impression in recruiting but do not follow through during a new

More information

Job and Company Fit: Assess for Your Role, Your Culture, Your Industry

Job and Company Fit: Assess for Your Role, Your Culture, Your Industry Job and Company Fit: Assess for Your Role, Your Culture, Your Industry We significantly reduced the time and financial costs [of ] employee turnover [and generated] millions of dollars in additional sales

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

JOB PROFILE CONTACT CENTRE MANAGER

JOB PROFILE CONTACT CENTRE MANAGER JOB PROFILE CONTACT CENTRE MANAGER OVERVIEW It s about you Are you able to juggle competing priorities while ensuring that clients are served well and the organization is represented in the best possible

More information

Developing a Workforce Plan: Setting the Foundation

Developing a Workforce Plan: Setting the Foundation Developing a Workforce Plan: Setting the Foundation Presented by Stacie Abbott, Workforce Planning Coordinator Brandon Littlejohn, Statewide Recruiter Erica Salinas, Analyst Danielle Metzinger, Analyst

More information

Small Business Management Certificate Program

Small Business Management Certificate Program Small Business Management Certificate Program This unique Small Business Management Certificate program offers around 20 hours of online learning, addressing key topics such as finance, marketing, customer

More information

Attracting, Onboarding and Retaining Employees within the Healthcare Industry

Attracting, Onboarding and Retaining Employees within the Healthcare Industry Attracting, Onboarding and Retaining Employees within the Healthcare Industry By: Nadia Gruzd As we face global unprecedented demographic, economic and competitive challenges, and other industries experience

More information

UTeam Onboarding Essentials

UTeam Onboarding Essentials UTeam Onboarding Essentials Onboarding Essentials Table of Contents Onboarding Essentials Overview Page 3 RISE Values Page 4 Timeline Of Activities Page 5 Hire For Fit Page 9 Overview Role of the Hiring

More information

How to launch new employees to success

How to launch new employees to success White Paper How to launch new employees to success with behavioral onboarding techniques Executive summary Launch or no launch is the most important decision a hiring manager can make when looking for

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

1 Executive Onboarding Reward vs. Risk

1 Executive Onboarding Reward vs. Risk 1 Executive Onboarding Reward vs. Risk Gerard F. McDonough and Becky Choi, J.D. LEADFIRST LEARNING SYSTEMS, LLC Challenging Transitions It would seem that as professionals become more advanced in their

More information

Department of Human Resources Strategic Plan

Department of Human Resources Strategic Plan Department of Human Resources Strategic Plan Planning Period: 2011-2015 State of Vermont Department Strategic Plan Page 1 Table of Contents Message from the Commissioner... 3 Department Overview... 3 Department

More information

Behavioral Based Interview Questions

Behavioral Based Interview Questions Behavioral Based Interview Questions Table of Contents ACCOUNTABILITY...3 ADAPTABILITY...3 ANALYSIS...4 COMMUNICATION (ORAL/WRITTEN)...4 CONFLICT RESOLUTION...6 CONTINUOUS LEARNING...6 COPING SKILLS...6

More information

Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski

Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski Integrating Newcomers into The Workplace 6-17-2015 Presented by Tonya Syvitski Mixing what employers already know with the perspective of integrating new comers into their Canadian workforce Objective

More information

Strategies to Optimize Call Center Performance

Strategies to Optimize Call Center Performance Strategies to Optimize Call Center Performance Financial services customers demand superior service and support as the price of their ongoing loyalty and patronage. In today s experience-driven economy,

More information

GLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director

GLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director GLOBAL FINANCIAL PRIVATE CAPITAL, LLC Job Description JOB TITLE: Compliance Director SUMMARY: This position is primarily responsible for serving as the manager and supervisor within the Compliance Department

More information

APPENDIX B-2 FOCUS GROUP PROTOCOLS

APPENDIX B-2 FOCUS GROUP PROTOCOLS APPENDIX B-2 FOCUS GROUP PROTOCOLS THE DEPARTMENT OF COMMERCE PERSONNEL MANAGEMENT DEMONSTRATION PROJECT FACILITATORS FOCUS GROUP PROTOCOL For DEMONSTRATION GROUP NON-SUPERVISORS Spring 2003 YEAR FIVE

More information

Hiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933

Hiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933 Hiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933 Welcome to Hiring & Onboarding Cost Savings Oct. 22, 2014 Sponsored by TeamNFP & Your MIP Business Partner Housekeeping

More information

OCDE New Employee Onboarding Manual

OCDE New Employee Onboarding Manual OCDE New Employee Onboarding Manual Prepared by: OCDE Academy October 1, 2007 1 Introduction Onboarding is the process of interviewing, hiring, orienting and successfully integrating new employees into

More information

Interviews management and executive level candidates; serves as interviewer for position finalists.

Interviews management and executive level candidates; serves as interviewer for position finalists. Plan, direct, and coordinate human resource management activities of the NHBP Tribal government organization to maximize the strategic use of human resources and maintain functions such as employee compensation,

More information

ONBOARDING & OWNERSHIP:

ONBOARDING & OWNERSHIP: ONBOARDING & OWNERSHIP: The Journey From Rock-star Candidate To rocking Employee AMBER L. USHKA SPHR, SHRM-SCP Director, Human Resources ONVIA President VERTE SQUARE AGENDA Case for Onboarding The Recruiting-HR

More information

Recruitment Development institute. Webinars

Recruitment Development institute. Webinars Recruitment Development institute Webinars Ramp up your recruitment skills and improve your own job security and performance with the Recruitment Development Institute Webinars. We have hand-picked our

More information

Social Media Strategies for Learning & Development and Talent Acquisition

Social Media Strategies for Learning & Development and Talent Acquisition Social Media Strategies for Learning & Development and Talent Acquisition Valerie Collado, Director of Corporate Communications & Karen Clay Toren, Director of Talent Management Agenda VWR Business Overview

More information

Executive Search. Human Resource Consulting

Executive Search. Human Resource Consulting Executive Search Human Resource Consulting Our mission is to help our national and international clients attract, select, develop, and retain the best talent possible to ensure organizational effectiveness,

More information

HIRING MANAGER ONBOARDING GUIDE

HIRING MANAGER ONBOARDING GUIDE HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to

More information

Human Resource Research Paper

Human Resource Research Paper Human Resource Research Paper Human Resource Management in a Call Center Instructor: Kathryn Taft Advanced Human Resources Management BADM 382 March 16 th, 2005 Raymond Chow Executive Summary One of the

More information

Pima Community College District. Vice Chancellor of Human Resources

Pima Community College District. Vice Chancellor of Human Resources Pima Community College District Vice Chancellor of Human Resources Pima Community College seeks an innovative and strategic leader as Chief Human Resources Officer (CHRO). For more than 40 years, Pima

More information

Using Workforce Analytics to Reduce Employee Turnover

Using Workforce Analytics to Reduce Employee Turnover Using Workforce Analytics to Reduce Employee Turnover White Paper This White Paper describes the challenges of reducing employee turnover in shift based organizations, and introduces Otipo s innovative

More information

Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning

Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Allen Kriete Vice President, Healthcare Services; TEKsystems Sanja Licina Senior Director, Talent Intelligence and Consulting;

More information

Effective Employee Onboarding

Effective Employee Onboarding Effective Employee Onboarding Building Blocks for Supervisors Series Onboarding your new employee n Why is conducting an effective onboarding program so important? n Components of an effective program

More information

Top Tier Staffing, LLC. General Information

Top Tier Staffing, LLC. General Information 36 General Information What s In It For You Introduction Staffing Services Managed Services Consulting Services RPO FAQs Contact Info Top Tier Staffing, LLC ASA Member American Staffing Association MWBE

More information

On-boarding. A Process for Retaining the Best Talent. MARCH 2010 Developed by Agency Human Resource Services, DHRM 1

On-boarding. A Process for Retaining the Best Talent. MARCH 2010 Developed by Agency Human Resource Services, DHRM 1 On-boarding A Process for Retaining the Best Talent MARCH 2010 Developed by Agency Human Resource Services, DHRM 1 Introduction to On-boarding On-boarding is a major tool in successful talent management

More information

FAO Competency Framework

FAO Competency Framework FAO Competency Framework FAO Competency Framework Acknowledgements FAO is grateful to the UNAIDS Secretariat, which has kindly permitted FAO to re-use and adapt the explanatory text on competencies from

More information

We HAVE to do Performance Reviews We GET to do Career Development

We HAVE to do Performance Reviews We GET to do Career Development We HAVE to do Performance Reviews We GET to do Career Development Engaging Employees through Career Development NCCI 2014 Conference Presentation Dr. Kathy Burkgren Chris Halladay Employee Engagement:

More information

Recruitment & Retention Talent Management

Recruitment & Retention Talent Management Recruitment & Retention Talent Management Lori (Lurene) VanNess, MSHRA, SPHR, CPM VanNess Consulting 863-514-7660 vannessconsults@gmail.com Government Wants & Needs Talent Where do we begin? What methods

More information

State of Washington. Guide to Developing Succession Programs. Updated November 2008. Page 1 of 9

State of Washington. Guide to Developing Succession Programs. Updated November 2008. Page 1 of 9 State of Washington Guide to Developing Succession Programs Updated November 2008 Page 1 of 9 Introduction The purpose of succession planning is to develop a pool of internal candidates for future vacancies.

More information

The True Cost of a Bad Hire. Research Brief

The True Cost of a Bad Hire. Research Brief Research Brief Madeline Laurano August 2015 Research Brief The True Cost of a Bad Hire By: Madeline Laurano VP and Principal Analyst, Talent Acquisition Brandon Hall Group August 2015 2015 Brandon Hall

More information

Division of Human Resources. Strategic Plan For a Culture of Excellence

Division of Human Resources. Strategic Plan For a Culture of Excellence Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC

More information

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the

More information

Interview Guide for Hiring Executive Directors. April 2008

Interview Guide for Hiring Executive Directors. April 2008 Interview Guide for Hiring Executive Directors April 2008 Introduction This interview guide has been developed to help the Board of Directors of Big Brothers Big Sisters agencies interview candidates for

More information

Leadership Development Catalogue

Leadership Development Catalogue The TrainingFolks Approach The importance of superior management, leadership and interpersonal skills are critical to both individual and organizational success. It is also critical to apply these skills

More information

KEYS TO ENHANCE YOUR SUPERVISORY SUCCESS (KEYS)

KEYS TO ENHANCE YOUR SUPERVISORY SUCCESS (KEYS) Foundations Track Principles of Supervision: Setting the Context This course will help participants understand the role of the supervisor, and its relationship to the organization. We will focus on what

More information

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President

Controlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern

More information

Manager Development Program

Manager Development Program Manager Development Program For further information about any of the following workshops, please contact JoAnne Sims at 395-5115 or jsims@brockport.edu To sign up for any individual workshop or register

More information

Office of Finance Recruiting Process Guide for Hiring Managers

Office of Finance Recruiting Process Guide for Hiring Managers Office of Finance Recruiting Process Guide for Hiring Managers I. Recruiting Process Overview... 1 II. Step 1- Prepare to Hire... 1 III. Step 2- Strategy Session... 2 IV. Step 3- Position Posted and Candidates

More information

THE EVOLUTION of Talent Management Consulting

THE EVOLUTION of Talent Management Consulting Talent management consulting is the giving of professional, expert advice to executives who are put in charge of handling, directing, or managing those who have a capacity for achievement or success. THE

More information

Frontline Supervisor Assessment

Frontline Supervisor Assessment National Frontline Supervisor Competencies Frontline Supervisor Assessment April, 2013 Research & Training Center on Community Living Institute on Community Integration (UCEDD) Published April, 2013 Authors:

More information

Better Onboarding to Enable Organizational Agility

Better Onboarding to Enable Organizational Agility RTM Consulting Better Onboarding to Enable Organizational Agility A Guide for the Support Services Executive Randy Mysliviec President & CEO RTM Consulting 2 2012-2014 All rights reserved. Better Onboarding

More information

Senior Human Resources Business Partner

Senior Human Resources Business Partner Career Service Authority Senior Human Resources Business Partner Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Functions as a strategic human resources consultant, where an agency human resources team

More information

Therapist Supervisor

Therapist Supervisor Career Service Authority Therapist Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional mental health therapists engaged in performing a variety of social

More information

ONBOARDING HANDBOOK FOR MANAGERS

ONBOARDING HANDBOOK FOR MANAGERS ONBOARDING HANDBOOK FOR MANAGERS Onboarding Defined Table of Contents What is Onboarding? The Goal of Onboarding Onboarding and Employee Engagement Cost of Ineffective Onboarding MSM Onboarding Process

More information

DOING ONBOARDING RIGHT HOW TO WELCOME YOUR NEW HIRES SO THAT THEY STAY

DOING ONBOARDING RIGHT HOW TO WELCOME YOUR NEW HIRES SO THAT THEY STAY DOING ONBOARDING RIGHT HOW TO WELCOME YOUR NEW HIRES SO THAT THEY STAY 1 Content 4 What is onboarding? 4 Why onboarding matters to business 5 The building blocks of onboarding 6 What successful onboarding

More information

Internship Guide. Get Started

Internship Guide. Get Started Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want

More information

Interviewing Practice = Preparation

Interviewing Practice = Preparation Interviewing Practice = Preparation What is the Purpose of an Interview? STUDENT An interview is a two-way exchange, a conversation, in which both participants have some goals. The Interviewer wants to

More information

Orienting Your New Employee. Building Blocks for Supervisors Series

Orienting Your New Employee. Building Blocks for Supervisors Series Orienting Your New Employee Building Blocks for Supervisors Series Onboarding your new employee Components of an effective program HR Orientation Campus tours and events Most important-what the supervisor

More information

Sage HRMS The best team wins: Ten tips to hone your recruiting, hiring, and onboarding processes

Sage HRMS The best team wins: Ten tips to hone your recruiting, hiring, and onboarding processes Sage HRMS Ten tips to hone your recruiting, hiring, and onboarding processes Introduction Human resources departments continue to struggle to build the best workforce. There are plenty of applicants but

More information

On-Boarding Handbook For New Managers. New Employee Orientation. DHR / bar / April2012 1

On-Boarding Handbook For New Managers. New Employee Orientation. DHR / bar / April2012 1 On-Boarding Handbook For New Managers New Employee Orientation DHR / bar / April2012 1 Onboarding Defined ONBOARDING HANDBOOK FOR MANAGERS Table of Contents What is Onboarding? The Goal of Onboarding WHY!

More information

Attracting, Onboarding and Retaining Employees Within the Health Care Industry By Nadia Gruzd

Attracting, Onboarding and Retaining Employees Within the Health Care Industry By Nadia Gruzd 660 N. Central Expressway Suite 240 Plano, TX 75074 469-246-4500 Local 800-880-7900 Toll-Free FAX: 972-233-1215 info@odellsearch.com Attracting, Onboarding and Retaining Employees Within the Health Care

More information

HRStaffers. Your best resource to strengthen your company. Human Resource Process Solutions. www.hrstaffers.com

HRStaffers. Your best resource to strengthen your company. Human Resource Process Solutions. www.hrstaffers.com HRStaffers Your best resource to strengthen your company. Outplacement Employment Services HR consulting Services has been a leader in the recruiting industry for over twenty-two years. We have met the

More information

Annual Appraisal Instructions and Rating Descriptions

Annual Appraisal Instructions and Rating Descriptions Annual Appraisal Instructions and Rating Descriptions Rating Descriptions ACU uses a 5-point rating scale to measure performance. Please use the following ratings and definitions to complete sections 1,

More information

Sample Document. Onboarding: The Essential Rules For A Successful Onboarding Program. Student Manual. www.catraining.co.uk

Sample Document. Onboarding: The Essential Rules For A Successful Onboarding Program. Student Manual. www.catraining.co.uk The Essential Rules For A Successful Onboarding Program Tel: 020 7920 9500 Onboarding: The Essential Rules For A Successful Onboarding Program www.catraining.co.uk Student Manual Copyright 2014 Charis

More information

FIVE LASER-FOCUSED TALENT STRATEGIES TO BUILD A HIGH-PERFORMING SALES TEAM

FIVE LASER-FOCUSED TALENT STRATEGIES TO BUILD A HIGH-PERFORMING SALES TEAM FIVE LASER-FOCUSED TALENT STRATEGIES TO BUILD A HIGH-PERFORMING SALES TEAM FIRST WHO, THEN WHAT In Jim Collins NY Times Best Seller, Good to Great, there s a chapter called First Who, Then What. In it,

More information

Master Course Library

Master Course Library Fall 13 Master Course Library Business Online Learning Center Global Classroom (Global), is a unique cloud-based Online Course Delivery Platform that includes a Learning Management System (LMS), social

More information

PERFORMANCE EVALUATIONS:

PERFORMANCE EVALUATIONS: : More Important than Ever in 2011 According to the Equal Employment Opportunity Commission ( EEOC ), the Commission received over 7% more employment discrimination and unlawful harassment charges in 2010

More information

Workforce Analytics Enable Smarter Decisions

Workforce Analytics Enable Smarter Decisions Ventana Research: Workforce Analytics Enable Smarter Decisions Workforce Analytics Enable Smarter Decisions Finding the Right Tool for Human Capital Management White Paper Sponsored by 1 Ventana Research

More information

FAMILY SERVICES FAMILYSERVICES SUPPLEMENT: EMPLOYMENT TOOL KIT EMPLOYMENT TOOL KIT. Autism Speaks

FAMILY SERVICES FAMILYSERVICES SUPPLEMENT: EMPLOYMENT TOOL KIT EMPLOYMENT TOOL KIT. Autism Speaks Autism Speaks FAMILYSERVICES EMPLOYMENT TOOL KIT FAMILY SERVICES EMPLOYMENT TOOL KIT SUPPLEMENT: Employer s Guide to Hiring and Retaining Employees with Autism Spectrum Disorders (ASDs) Autism Speaks does

More information

Winning Leadership in Turbulent Times Developing Emotionally Intelligent Leaders

Winning Leadership in Turbulent Times Developing Emotionally Intelligent Leaders Working Resources is a Leadership Consulting, Training and Executive Coaching Firm Helping Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Emotional Intelligence-Based Interviewing

More information

How to Catch em, How to Keep em

How to Catch em, How to Keep em How to Catch em, How to Keep em IPMAAC Conference 2000 Rich Moonblatt AMG/RecruitCom Chevy Chase, MD Recruiters and Retention Should recruiters be involved in retention? Should recruiters focus on bringing

More information

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and

More information

Senior Human Resources Professional

Senior Human Resources Professional Career Service Authority Senior Human Resources Professional Page 1 of 8 GENERAL STATEMENT OF CLASS DUTIES Performs full performance level professional, technical, and administrative human resources work

More information

Human Resources Department Strategic Plan

Human Resources Department Strategic Plan Human Resources Department Strategic Plan 2010-2014 Human Resources Department Table of Contents Executive Summary... 3 Strategic Context University of Regina Planning Framework... 4 Strategic Planning

More information

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are

HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of

More information

Onboarding and Engaging New Employees

Onboarding and Engaging New Employees Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders

More information

COVER PAGE. Category Organizational Design. City/County Manager Kenneth Fritz. Submit Innovation Study for an Alliance Innovation Award Yes [X] No [ ]

COVER PAGE. Category Organizational Design. City/County Manager Kenneth Fritz. Submit Innovation Study for an Alliance Innovation Award Yes [X] No [ ] COVER PAGE Brandi Allen Conferences & Education Director Alliance for Innovation ballen@transformgov.org 602-496-1097 Innovation Study Talent Management Category Organizational Design Jurisdiction Name

More information

PSI Leadership Services

PSI Leadership Services PSI Leadership Services Strategic Solutions for Your Leadership Needs Select, Promote, & Develop the Leadership Talent Needed to Drive the Growth of Your Business SOLUTION BENEFIT/OBJECTIVE TYPICAL PROJECTS

More information

HITTING THE. David Whittingham-Jones QUALITY HIRE. To us, business is personal NEXT GENERATION QUALITY OF HIRE

HITTING THE. David Whittingham-Jones QUALITY HIRE. To us, business is personal NEXT GENERATION QUALITY OF HIRE H2: Hitting the Bull s-eye with Quality Hires QUALITY HIRE HITTING THE BULL S-EYE NEXT GENERATION QUALITY OF HIRE David Whittingham-Jones To us, business is personal AGENDA QUALITY OF HIRE Current Talent

More information

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3

More information

THE HIRING REPORT. the state of hiring in china 2015. THE TOP 9 What professionals in China really want in a new role in 2015

THE HIRING REPORT. the state of hiring in china 2015. THE TOP 9 What professionals in China really want in a new role in 2015 THE HIRING REPORT the state of hiring in china 2015 THE TOP 9 What professionals in China really want in a new role in 2015 THE NEW KING Why work life balance is now the No 1 priority of senior executives

More information

Clinical Social Work Team Leader

Clinical Social Work Team Leader Career Service Authority Clinical Social Work Team Leader Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional social workers engaged in performing a variety of social

More information

SELF PACED ON-LINE COURSES

SELF PACED ON-LINE COURSES SELF PACED ON-LINE COURSES CFT Upstate NY offers hundreds of self paced on-line courses in conjunction with the Business Training Library. These courses take one to six hours to complete and include learning

More information

Get On Board with Onboarding

Get On Board with Onboarding Get On Board with Onboarding White Paper TalentKeepers is celebrating 15 years of providing award-winning employee engagement and retention solutions to help companies around the globe increase their performance.

More information

AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY

AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY Introduction Australia s workforce is constantly changing to prepare for, and respond to our future economic, environmental and social goals. The

More information

Hiring for Retention Get It Right, Right Out of the Gate

Hiring for Retention Get It Right, Right Out of the Gate Hiring for Retention Get It Right, Right Out of the Gate By Russell M. Klosk, SPHR, GPHR Unrelenting Hiring Pressures Global workforces, maturing workforces, baby-boomer retirement waves you don t have

More information

Yale University. Guide to Getting Started V1 1/12

Yale University. Guide to Getting Started V1 1/12 Yale University Guide to Getting Started V1 1/12 Individual Development Plan IDP is a process you direct, in partnership with your manager, to enhance your professional growth by: Identifying and pursuing

More information