recruitment , selection and retention strategies

8/14/2019 Recruitment , Selection and Retention Strategies

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Our organizations are all uniquelydifferent but the overall mission tohave the best and the brightest

within is a common goal


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The recruitment, selection andretention process must be driven by

clear policies, accountability, sharedresponsibility but most importantly

by professionals who have thecapacity to deliver..


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An assessment of where we are right now,where we want to go and the gap between thetwo. Using HR innovation to come up with

strategies to alleviate challenges and reducethe likelihood of potential challenges. Findingquick fixes do not work.

STRATEGIESRECRUITMENT, SELECTION &

RETENTION


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CHALLENGES & SOLUTIONS IN THE BVI

Scarcity/shortage ofapplicants for specializedvacancies (court reporting,

environmental healthspecialists, engineers)

Surplus/abundance ofapplicants with the same

specialties

Create partnerships andlinkages with the private

sector and institutions ofhigher learning.

Partnerships we haveestablished and continueto expand upon with the

private sector ad statutorybodies.


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Image of the Public Sectornot comparable to the

Private Sector

Inability to paycompetitive salaries due to

budgetary constraints.

Aggressive marketingstrategy to rebrand the

Public Service as theEmployer of Choice.

We offer competitivebenefits, careerdevelopment & training,

health & life insurance,pension benefits.


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Lack of technologicalprocesses to maintain

demand for recruitmentand selection.

Lack of definitive policies

Acquisition of an HRISdatabase system thatmanages employment,training, successionplanning, leave and otherintegral hr functions

Creation of employeehandbook and an HRPolicies and Procedural

Manual.


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SUCCESSFUL TECHNIQUES

Targeted Recruitment

utilizing associations,universities, professionalbodies

Utilization ofAssessment Centerspsychometric testing

Utilization ofTechnologywebsites totarget larger audience


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SUCCESSFUL TECHNIQUES

Ranking according to

job relatedrequirements

Developing andutilizing competenciesto select candidates

Utilization of Internetand other technology


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While most organizations are utilizing some formof technology to enhance their recruitment andselection process, amongst the many successes, is

the caution of knowing which strategy is best foreach organization.

INTERNET AND OTHER

TECHNOLOGY!


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RECRUITMENT & RETENTION A National survey/study of the changing

workplace (SHRM) asked employeeswhat they considered to be veryimportant in their decision to take an

employment offer.1) Balance

2)Meaningful Work3) Open Communication


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BALANCE Balance may well become the most sought

after employer benefit for the twentyfirstcentury. According to a Coopers & Lybrandsurvey, Generation Xers arent as impressed

with money as with a balanced lifestyle the top priority it has identified in young

job seekers. (Quality of Life)

Gen Xers/Baby Bust = 1967 1979 Baby Boom Echo = 1980 1995 (large group)


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MEANINGFUL WORK Making A

Difference, Not Just a Living Were all desperate to belong to something

larger than ourselves. So soulful work iswhere you feel you belong, states DavidWhyte, author ofThe Heart Aroused: Poetryand the Preservation of the Soul inCorporate America. Having work withmeaningto make a difference in the workthat we dois of paramount importance to

employees today.


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OPEN COMMUNICATION Scott Adams, author ofThe Dilbert Principle, offers

this reminder of how management chooses not tolisten to its employees, and the impact it has onemployee morale: heres one that happened at acompany I worked forPresident of the companyignores suggestions by employees on how to improve their same suggestions are presented to the

President by a Consultant, who says they are goodideas and implements them. Quite irritating

Practice management by wandering around(MBWA).Managers need to follow the excellence principle ofgetting out amongst employees to discuss importantdaytoday issues. Consider asking such questions as,what can we do to create a better experience for

you?


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While different organizations use varyingapproaches, the process must be transparent,effective, ensure accountability, well

documented, and promote sharedresponsibility

RECRUITMENT, SELECTION &RETENTION PROCESS. HOW IS IT

DONE?


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RECRUITMENT STRATEGIES

Obtain current employees ideas of what attractedthem to the organization & what makes them stayWhat do they think would attract their colleagues

to come to the organization Package & Market the organization (branding) Strategize & weight the positive aspects of the

organization Include employees (end users) on task force Make an institutional plan (prepared document)

Develop a solid Recruitment Policy/Guide

Recruitment & Retention Task Force


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STRATEGIC ADVERTISING Career Fairs

Monster Board

Contacts by people ofinfluence

Local & National papers,Professional Journals

Academic Papers(Chronicle of HigherEd.)

Networks

Cluster Hiring


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TRAIN SELECTION COMMITTEE

MEMBERS Entrance Interviews

What attracted you? Exit Interviews

Why are you leavingthe organization? (theanswers can assist arecruitment task force

& the organization indeveloping strategiesfor retention andrecruitment.)


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RESPONSIBLERESPONSIVE H.R.

POLICES & PROGRAMS

We need policies that enable rather thanrestrict individuals Flexibility is key

Total compensation, working conditions, work

life balance, flexible work arrangements,personal and career development opportunities(including grow your own or promote from

within.) Flex benefits (one size does not fit all) Different pension options


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RESPONSIBLERESPONSIVE H.R.

POLICES & PROGRAMS Building partnerships with businesses

Opportunities for external compensation

Consulting

Cross-appointments

Mentoring

Demonstration of appreciation for service


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LABOUR SHORTAGES & SURPLUSES

What is the answer?

Labor Shortage

1. Utilization ofrecruitment strategies

to attract2. Developingspecialized training

programs to fill gap


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LABOR SHORTAGES AND SURPLUSES

What is the answer?

Labor Surplus1. Redistribution of skills2. Reskilling3. Reduction in hiringpractices4. Revision ofEmployment/Succession

policies.


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CONCLUSION/OVERARCHING ISSUES

Recruitment, Selection & Retention!

Human Resources Management is a disciplineand must be practiced according to standardsand best practices

Every Manager is an HRManagerwhether

formally trained or not, the responsibilityshould be innate and be viewed equally or evenmore than other disciplines within the

organization.


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Recruitment, Selection and Retention is criticalto effective HR Managementbut it must bepracticed within the context of other HR subjects

Training and Development, SuccessionPlanning, Workforce Planning and Strategic HRPlanning.


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Our organizations are all uniquely different butthe overall mission to have the best and thebrightest within is a common goalthe Right

Person, for the Right Job, at the Right Time andKEEPING Them!

recruitment , selection and retention strategies

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