Hiring & Onboarding Done Right - NKY Chamber/NKYSHRM 7 24 2012
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Transcript of Hiring & Onboarding Done Right - NKY Chamber/NKYSHRM 7 24 2012
Done Right! Hiring & Onboarding
2 years - president of unbridled talent �
5 years – executive recruiter �
7 years – social media anthropologist �
18 years – human resources leader �
WHO am i?
WHO are you?
what we’ll TALK about 1� ATTRACTING & RECRUITING �
2� THE HIRING PROCESS�
3� ONBOARDING �
4� THE PAPERWORK�
SOURCE: Global firms in 2020: The next decade of change for organisations and workers (The Economist Intelligence Unit, sponsored by SHRM; 2011 �
the CHALLENGE
ATTRACT & RECRUIT�
1�
the WAR for talent...
SOURCE: Manpower 2012 Talent Shortage Survey (May 2011) �
TALENT shortage
6%
8%
10%
11%
15%
22%
24%
28%
0% 5% 10% 15% 20% 25% 30%
don't possess the right personality & intelligence
lack of "soft" skills or interpersonal/communications skills
don't possess right values or mindset
looking for more pay than is offered
lack of knowledge of business/academic disciplines/industry or formal qualifications
lack of "hard" job skills or technical skills
lack of available applicants
lack of experience
organiza(onal candidate specific environmental/market SOURCE: Manpower 2011 Talent Shortage Survey (May 2011)
influencing FACTORS
referrals impact nearly every source of hire�
SOURCE: http://www.slideshare.net/gerrycrispin/2012-referralscareer-xroads-minisurvey
88% of employers rate employee referrals above all other
sources for generated quality of new hires�
talentminded.com – november 2011 �
strengthen REFERRALS
net promoter score: �“how likely are you to recommend ___ as a good place to work?’�
who are NET PROMOTERS?
REHIRES are a source
1997 sources of hire�newspaper ads � 28.7%�employee referrals� 19.7%�agency (contingent) � 10.4%�contract recruiters� 8.7%�job fairs � 8.3%�other advertising� 5.0%�image advertising � 4.6%�trade journals � 4.2%�college� 2.9%�resume services� 2.9%�agency (retained) � 2.1%�internet � 2.1%�radio� 1.5%�
2011 sources of hire �referrals � 28.0%�job boards � 20.1%�career site� 9.8%�recruiter initiated� 9.1%�college� 6.6%�re-hires� 4.3%�social media� 3.5%�3rd party� 2.8%�print � 2.2%�temp/contract-to-hire� 2.1%�career fairs� 1.9%�walk-ins � 0.8%�other � 8.8%�
SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence�
recruiting EVOLUTION
“social media allows recruiters to network, build and maintain relationships with candidates in new ways and provides a forum to engage a much broader audience. it doesn’t replace traditional relational recruiting - it enhances it - by allowing recruiters to extend their reach in a cost effective way.” �
lars schmidt – director of talent acquisition - npr �
‘SOCIAL’ recruiting
SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf �
linkedin �
facebook�
twitter �
youtube�
blog�
none�
86.6%
55.3%
46.6%
11.6%
16.0%
9.4%
which social media do you use for recruiting?�
64% use 2 or more social networks for recruiting�
40% use 3 or more social networks for recruiting�
WHO uses WHAT?
“describe what you enjoy about working here in 3 words” �ask employees:�
www.wordle.net �
share your ’BRAND’
• 30% of google searches are job related ~300m/month�
• less than 3 clicks to apply for jobs�
• share your culture, information about employment �
• showcase actual employees (not stock photos) �
CAREERS SITE the ‘hub’
HIRING PROCESS�
2�
SOURCE: IBM CEO Study - 2012 �
Critical Traits for An Employee’s Future Success�
think DIFFERENT
Resumes Received (100 – 500) �
Phone Screens (10 – 20) �
Interviews (3 – 4) �
Hire (1) �
hiring FUNNEL
average ’TIME TO FILL’
COMPENSATION counts
SOURCE: Employer Benefit Trends – Met Life April 2012 �
I am very satisfied with my job�
I have no plans to leave my current employer in 2012 �
Satisfied �with Benefits�
Very dissatisfied �with Benefits�
70%� 23%�59%� 38%�
BENEFITS matter
ONBOARDING �3�
not a one-time EVENT
multi-level APPROACH
SOURCE: Bersin & Associates, 2009
New Employee Orientation �
Forms, Checklists�Transactional�Paper-Based�Day or Less With HR �
HR Function�
Onboarding �Separate from Hiring�Training Process�Culture Setting�Formal Introductions�
Training Function�
Strategic Onboarding �
Integrated with Hiring�Socialization�Mentoring�Use of Technology�
Business Function�
A Checklist �
A Process�An Experience�
SOURCE: Bersin & Associates, 2008
make it COUNT
THE PAPERWORK�
4�
1. Complete Sec5on 1 no later than first day of work.
2. Sec5on 1 can be completed prior to the first day of work -‐ as long as the job offer has been accepted.
3. Employer must fully complete Sec5on 2 within three business days of the first day of work for pay. (1st day doesn’t count.)
4. Sec5ons 1 and 2 must be fully completed by the employee’s first day of work for pay -‐ even for those hired < 3 days.
5. Legal counsel is your friend. Ask ques5ons where needed.
I9’s are FUN (not)
wrapping UP
is bright!�
HR
“the reality is that the HR professionals must evolve into being the best thinkers in the company about the human and organization side of the business.�
the human side of the business is a key source of competitive advantage.” �
ulrich & brockbank – entrepreneur magazine 2005 �
what’s your PLAN?
thank you! [email protected]�
http://unbridledtalent.com�
http://www.facebook.com/UnbridledTalent �
http://www.linkedin.com/in/jennifermcclure�
http://twitter.com/JenniferMcClure�