how to recruit and retain the best talent
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S.U.C.C.E.S.S.presentation to Drake Seminar:
“How to recruit and Retain the Best Talent”
Ronald Ma MSW RSW
Director of Employment Services
S.U.C.C.E.S.S.2007.12.05
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Presentation outline
S.U.C.C.E.S.S. Workplace Attractors Challenges of recruitment and retention Means to attract and retain talents recommendations
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About S.U.C.C.E.S.S.
a non-profit charitable organization 34 years of service history with 12 offices throughout
the Lower Mainland Major services: Health, Employment, Social Services
(Settlement, Family & Youth; Group & Community); Business Economic Development
over 350 professional staff and 9,000 volunteers, Number of client-services delivered in 2006-2007:
240,000
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Our Vision
An innovative change agent
for an integrated society
in the spirit of
multiculturalism
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Workplace AttractersDr. Norm Amundson 2006
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Security
Financial rewards Benefits Physical safety Position security
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Location
Physical place (close to family / friends; convenient)
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Relationships
Interpersonal connections with co-workers, supervisors or managers, clients / customers, family and friends
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Recognition
Being associated with a company/ agency that has a good reputation
The expression of appreciation and value for work that is being done well
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Contribution
Being engaged in meaningful work that is ethical, worthwhile and makes a difference
Sense of purpose and meaning
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Work Fit
Work that fits well with interests Work that is aligned with skills / talents Work that fits with personality Work that fits with values
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Flexibility
Work that allows time off for other needs The general fulfillment of greater life / work
balance
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Learning
Provision for adequate training for doing the job
The opportunity for intellectual stimulation and new learning
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Responsibility
Having authority and autonomy to make decisions
Working with minimal direction from others Being trusted to assume greater
responsibility Being in a position to influence others
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Innovation
Building something new Creativity, problem solving and pioneering
effort
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Challenges of recruitment and retention
Services expansion Staff turnover:
– Outside attractions Salary Position Security
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Means for recruitment and retention
Develop talent pool– From volunteers– From clients / students
Professional and personal development:– Mentoring– Coaching– Staff development / professional sharing– training
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Training & Professional Development of Employment practitioners
Active Career Engagement Certificate Program
Bilingual Employment Services Advisors
Certificate Training Program
Metaphors:
A workshop for Career Practitioners and Counselors
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recommendations
Make use of employment services of non-profit organizations:
– Recruitment– Screening– Cultural competence training– Mentorship programs
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CAREER MENTORSHIP CONNECTIONSCAREER MENTORSHIP CONNECTIONS
For Internationally-trained ProfessionalsFor Internationally-trained Professionals
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• MENTORSHIP SESSIONS
Career & Industry Information industry prospects, technological / business operational
practices, qualification requirements, employer expectations
Personal Career Development licensing & credentials, continuing education
Professional Network events, associations, etc.
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Mentoring Process
Mentor & Client Recruitment
Orientations
Matching
Meet & Greet
Mentorship Meetings
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