Recruitment and Selection: A Top-Down Approach. Presented by: Gregory P. Jacobson Chief Executive Officer

Transcription

1 Recruitment and Selection: A Top-Down Approach Presented by: Gregory P. Jacobson Chief Executive Officer PIAA Technology, Human Resources and Finance Workshop September 16, 2010

2 Hiring: The Fire Drill

3 Hiring: The Fire Drill Get me an underwriter! Get me a chief investment officer! Get me a board member!

4 Hiring: The Fire Drill Is this the way we would go about underwriting business? Get me $100 million in premium!

5 Hiring: The Fire Drill If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could. I'd put off everything else to fill my bus. - Jim Collins, Fast Company interview, 2001

6 A Strategic Approach

7 Develop a Strategy

8 Develop a Strategy Apply a formal approach to hiring at all levels of the organization. 1. Why 2. Who 3. What

9 Step 1: Why 1. Gaps 2. Objectives 3. Organizational Goals

10 Step 2: Who 1. Skills 2. Personality Characteristics 3. Core Values 4. Leadership Competencies 5. Background

11 Step 2: Who

12 Step 2: Who

13 Step 3: What The What should be a compilation of the skills, background and personality characteristics required to meet the organizational objectives, while matching organizational and leadership competencies and core values.

14 Develop a Strategy What are you trying to accomplish with the new hire? - The answer is NOT to simply replace what we have lost. - Start with a clean slate. - Ensure alignment with the mission, vision, values and leadership competencies.

15 Changing the Dynamics of the Recruitment Process

16 Recruitment Process Kick-off Meeting Sourcing Strategy Selection Strategy On- Boarding

17 Recruitment Process Kick-off Meeting Sourcing Strategy Selection Strategy On- Boarding Kick-Off Meeting

18 Kick-off Meeting Plan first. Get all stakeholders in the room. Build a process they can follow.

19 Kick-off Meeting Questions to ask all stakeholders - What are we trying to achieve? - What are the skills and characteristics required for success? - Are the objectives of the position in alignment with the mission and vision? - What impact will this new hire have on our corporate goals? - What background is required/preferred? - What are the goals of the position within the first three months, six months and annually? - How will success be measured?

20 Kick-off Meeting Target Timeline - An unrealistic timeline will double the length of the search. Selection Team Responsibilities - Attend kick-off. - Conduct interview according to plan. - Provide immediate feedback. - Sell the organization. - Be realistic.

21 Recruitment Process Kick-off Meeting Sourcing Strategy Selection Strategy On- Boarding Sourcing Strategy

22 Sourcing Strategy Build a marketable job description. - Sell the company. - Document the decisions made with stakeholders. - Include all evaluation criteria: skills, characteristics, background, leadership competencies and core values.

23 Sourcing Strategy Research and Name Generation - Build a pipeline. Active Candidates = Reactive Recruiting - Target job boards and social media. Passive Candidates = Proactive Recruiting - Identify target companies. - Network. - Seek referrals.

24 Sourcing Strategy

25 Recruitment Process Kick-off Meeting Sourcing Strategy Selection Strategy On- Boarding Selection Strategy

26 Selection Strategy A well thought-out interview approach will evaluate for all requirements including skills, personality characteristics, core values, leadership competencies and background. Who will measure these and how? Ensure alignment among all parties through cooperative interviews and feedback.

27 Selection Strategy Interview Types - Conventional historical - Behavioral - Ethics-based Testing - Behavioral profile - Skills

28 Selection Strategy Interview team responsibilities - Multiple people should evaluate the same requirements. - Sample questions should be provided to all interviewers. - Request 24-hour feedback on each candidate. - Prepare interviewers to sell the company.

29 Selection Strategy Example Interview Evaluation Sheet

30 Recruitment Process Kick-off Meeting Sourcing Strategy Selection Strategy On- Boarding On-Boarding

31 The Importance of On-Boarding

32 Strategic Recruiting Review Why, Who, What Planning Stakeholder Engagement Strategic Sourcing Formal Selection Process On-boarding

33 Labor Market Update

34 Unemployment Rates 12.0% 10.0% % 6.0% 4.0% 2.0% 0.0% Jan-01 Jul-01 Jan-02 Jul-02 Jan-03 Jul-03 Jan-04 Jul-04 Jan-05 Jul-05 Jan-06 Jul-06 Jan-07 Jul-07 Jan-08 Jul-08 Jan-09 Jul-09 Jan-10 Jul Overall - US Insurance & Related - US Source: U.S. Bureau of Labor Statistics

35 Revenue and Staffing Expectations Source: The Jacobson Group/Ward Group July 2010 Insurance Labor Market Study

36 Recruiting Challenges Still Exist Source: The Jacobson Group/Ward Group July 2010 Insurance Labor Market Study

37 Likelihood of Increasing Staff by Function Most Likely Least Likely Most in Demand Least in Demand Source: The Jacobson Group/Ward Group July 2010 Insurance Labor Market Study

38 Questions? Thank you! Contact: Greg Jacobson Chief Executive Officer The Jacobson Group (800)