Internship Program: Guidelines for Hiring OJTs as
a Recruitment StrategyKeynote Speaker: Cally S. Tiosejo
HR Leadership Conference 2016: Building Awesome Employee Programs For Your Company
March 2-3, 2016 Grand Auditorium Philippine Stock Exchange
Ortigas Center, Pasig City, Philippines.
SPEAKER PROFILECALLY S. TIOSEJO
Senior Financial Consultant
Pru Life U K
Consultant HR & Admin Management
Consultant, Sales & Marketing
Consultant , Business Operations
Consultant , Project Management
Consultant, Customer Service
Resource Speaker for Financial Wellness
Resource Speaker for Sales & Marketing
Resource Speaker, Motivation
SPEAKER PROFILECALLY S. TIOSEJO
A single mother with 2 daughters and 1 grandson
Formerly a regular employee working 9-5 with never ending thank you OT’s doing routine work and working without any purpose nor passion.
Throughout my work experience I was able to find my passion in recruitment and eventually becoming a Trainer
One of the most sought after motivational speaker in the corporate and business community .
Famous for her advocacy in educating Filipinos of the value financial awareness and preparing for the future
Famous for think out of the box solutions to any challenges given
Stands for loyalty and honesty in the workplace
Stands against depression, sadness, failure and aims to give hope, options and solutions to the work force of the business community.
Keynote Objectives
To be able to address the challenges in recruitment in the new millennium.
To improve current recruitment process and explore different techniques and strategies.
To create out of the box solutions in recruitment
To further develop innovative styles in recruitment with the Gen Y in mind.
Keynote Brief
Recruitment
Definition Importance in an
Organization Traditional Styles Challenges in the
Millennium Personal Journey Personal Challenges Innovative Styles
Internship
Best Practices for Internship
Current Recruitment Project: COP / Internship Program
Internship Process
Recruitment Strategies with the Gen Y in mind
What is Recruitment?
The process of finding and hiring the best-qualified candidate from within or
outside of an organization for a job opening, in a timely
and cost effective manner.
businessdictionary.com/definition/recruitment
Importance of Recruitment in an Organization
Provides organization with a pool of qualified candidates
The more qualified the pool the better the success rate in selection
Can help the organization meet affirmative action goals
Can increase organizational effectiveness
Recruitment Process
Traditional Styles in Recruitment
Internal Sources and Methods
Sources
– Promotion from within
– Transfer
– Job rotation
– Rehires and recall
Methods
– Job posting
– Skills inventory
Traditional Styles in Recruitment
External Sources
- Employee referrals- Walk-ins- Employment agencies- Other companies- Temporary help- Trade associations & unions- Schools- Hiring fairs
Traditional Styles in Recruitment
External methods
Radio & TV
Newspapers
Computerized services
JobStreet,
LinkedIn,
Facebook etc.
Challenges in Recruitmentin the new Millennium
The Skill Shortage
Challenges in Recruitmentin the new Millennium
Talent Retention
Challenges in Recruitmentin the new Millennium
Necessary Changes to Current Approach
Challenges in Recruitmentin the new Millennium
Compelling Offers Needed/ Counter Offers
Challenges in Recruitmentin the new Millennium
Compliance and Legislation
Challenges in Recruitmentin the new Millennium
Mobile Platforms
Challenges in Recruitmentin the new Millennium
Boomerang Hires
Challenges in Recruitmentin the new Millennium
Retire the Resume?
Stats Sourced from: http://www.ridagroup.co.uk/two-concerns-for-recruiters-in-2015/
Journey in Recruitment
Journey in Recruitment
Journey in Recruitment
Challenges in Recruitment
Challenges in Recruitment
Skill Set
Challenges in Recruitment
Salary Range
Challenges in Recruitment
Age
Challenges in Recruitment
No Basic Salary
Challenges in Recruitment
Work Experience
Challenges in Recruitment
Educational Background
Challenges in Recruitment
Engagement availability
Innovative Styles in Recruitment
Innovative Styles in Recruitment
Thinking Out of the Box Projects
No Basic Salary – Hiring thru Schools & Group Manager’s Pool
Innovative Styles in Recruitment
Thinking Out of the Box Projects
Skill Set- Hiring thru Schools Internship &
Working on projects with Organizations
Innovative Styles in Recruitment
Thinking Out of the Box Projects
Salary Range/ Work Experience- New Graduates thru Internship Program
Internship Programs
Best Practices for Internship Programs
Provide interns with real work assignments.
Hold orientations for all involved.Provide interns with a handbook and/or
website.Offer flex-time and/or other unusual
work arrangements.Have an intern manager.Encourage team involvement.
Best Practices for Internship Programs
Invite career center staff and faculty to visit interns on site.
Hold new-hire panels.Bring in speakers from your company’s
executive ranks.Offer training/encourage outside classes.Conduct focus groups/surveys.Showcase intern work through
presentations/expo.Conduct exit interviews.Excerpted from Building a Premier Internship Program: A Practical Guide for Employers (NACE university relations and relations members receive a complimentary copy of this resource as part of their welcome kit.)
Current Recruitment Project: COP / Internship Program
DEVELOPMENTAL PLAN
INTERVIEW & PRE SELECTION PROCESS FOR OJT
ENROLMENT
DETERMINATION OF TIME TABLE OF PROGRAM
COURSES:
INTERVIEW PROCESS
CODING REQUIREMENTS
TRAINING PROGRAM ROAD MAP
PRODUCTIVITY & ACTIVATION
GREEN ACTIVITIES
COMPLETION OF PROGRAM
Internship ProcessDEVELOPMENTAL PLAN
INTERVIEW & PRE SELECTION PROCESS FOR OJT ENROLMENT
10 STUDENTS (Same School)
A. MIRIAM COLLEGE
B. ST. PAUL UNIVERSITY
C. UAP
D. UST
DETERMINATION OF TIME TABLE OF PROGRAM
CALENDAR AND MONTHS COVERAGE: 2-3 MONTHS
DURATION
OJT REQUIRED HOURS: 300-600 HOURS
COURSES:
A. BANKING & FINANCE
B. BUSINESS MANAGEMENT
C. COMMUNICATION ARTS
D. MARKETING
E. ENTERPRENEURSHIP
Internship ProcessINTERVIEW PROCESS
CAREER ORIENTATION PROGRAM PRESENTATION
COMMITMENT SETTING PROGRAM
BUSINESS ATTIRE REQUIREMENT
WAIVER: SAFETY & PARENTAL CONSENT
TRAINING PROGRAM ROAD MAP
CODING REQUIREMENTS
BTC 101 TRAINING
NOTARY
SIGNED CAMA
O.R. LICENSE PAYMENT
4 PCS. 1 X 1 RED BACKGROUND
SSS #
TIN #
I C EXAM RESULT
GOVERNMENT ID 2 COPIES
SINGLE LICENSE 3 YEARS + EXAM FEE PHP 2,850.00
Internship ProcessTRAINING PROGRAM ROAD MAP
BYB
BTC 101
LFSP ASSESSMENT
IC EXAMS
BTC 102
DE BRIEFING WITH TCR
BRANCH INTEGRATION & ORIENTATION
BOSS 2 (12 halfday sessions)
PRODUCT RECHARGE
UNIT LINKED ACADEMY
COMPANY TOUR
AGAPE / GOAL SETTING
DREAM BOOK
EQUOTES / AIS MODULE
PRU POWER PLANNER
NAP MODULE 1: UL ACADEMY & GOAL SETTING
NAP MODULE 2: FACT FINDING, LFSP, & BODY
LANGUAGE
CORPORATE SELLING
FWP
APPOINTMENT SETTING 3H/D; 15H/WK;60H/MO
Internship Process
PRODUCTIVITY & ACTIVATION
INCOME SIMULATOR
MIND SETTING ON CLOSING 1/30- 36 APE
1/30 ; 2/30
4/60:
GREEN ACTIVITIES
CREATION OF VIBER GROUP FOR COMMUNICATION
LSFP ROLE PLAYING SESSION WITH THE AUM/UM
PROSPECTING
POWER PLANNER: APPOINTMENT SETTING 3H/D; 15H/WK;60H/MO
RECRUITMENT ACTIVITY: BYB INVITES (PARENTS, RELATIVES, FRIENDS,
TEACHERS)
CORPORATE SELLING /FWP ACTIVITY EXPOSURE WITH AUM /UM
COMPLETION OF PROGRAM
EXIT INTERVIEW WITH TCR
EXIT INTERVIEW WITH AUM/UM
CAREER COMMITMENT DECISION FINAL INTERVIEW WITH TCR
RETENTION /RESIGNATION PROCESS
Internship Process
TRAINING ROAD MAP DAYS HOURS
BYB 2
BTC 101
LFSP ASSESSMENT 3.5 28
IC EXAMS
BTC 102 2 16
DE BRIEFING WITH TCR 0.5 3
BRANCH INTEGRATION & ORIENTATION 1
BOSS 2 (12 halfday sessions) 6 18
PRODUCT RECHARGE 1 8
UNIT LINKED ACADEMY 1 8
COMPANY TOUR 0.5 3
AGAPE / GOAL SETTING 1
DREAM BOOK 1
EQUOTES / AIS MODULE 0.5 1
PRU POWER PLANNER 1
NAP MODULE 1 1 8
NAP MODULE 2 1 8
CORPORATE SELLING 0.5 3
FWP 0.5 3
TOTAL DAYS / HOURS 18 113
GREEN ACTIVITIES
APPOINTMENT SETTING 3H/D; 15H/WK;60H/MO 120
CLIENT CALLS 3H/D; 15H/WK;60H/MO 120
TOTAL HOURS FOR PROGRAM 353
Internship Process
DAILY ACTIVITIES MON TUE WED THU FRI
AM BOSS 2 POWER PLANNER POWER PLANNER POWER PLANNER POWER PLANNER
9:00-10:00 TRAINING PROSPECTING PROSPECTING PROSPECTING PROSPECTING
10:00-11:00 MEETING WITH AUM / UM SETTING APPOINTMENTS SETTING APPOINTMENTS SETTING APPOINTMENTS SETTING APPOINTMENTS
11:00-12:00 QP PROPOSALS QP PROPOSALS QP PROPOSALS QP PROPOSALS
12:00 -1:00
PM CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS CLIENT ENGAGEMENTS
1:00-2:00 LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS LSFP / SALES PRESENTATIONS
2:00-3:00 JFW /CLOSING THE SALE JFW /CLOSING THE SALE JFW /CLOSING THE SALE JFW /CLOSING THE SALE JFW /CLOSING THE SALE
3:00-4:00 SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS SUBMISSION & COMPLETION OF DOCS
4:00-5:00 REMITTING THE SALE REMITTING THE SALE REMITTING THE SALE REMITTING THE SALE REMITTING THE SALE
Developing New Recruitment Strategies with the Gen Y in mind
• Baby Boomers, Gen X , Gen Y• What Gen Y Brings to the Table• 6 Things to know about Gen Y• Top Attributes College Students look for in a
career• Sourcing Gen Y• Recruitment Model• Create a Gen Y - Friendly Culture• Recruiting Gen Y• Recruitment thru Phone Blitz
GEN Y
What Gen Y Brings to the Table?
ADAPTABLE
ORGANIZED
CONNECTED
TECH-SAVVY
6 Things to know about Gen Y
1. Advisor Shortage
– There are not enough Gen Y advisors replacing boomer advisors. With a growing number of financial advisors retiring yearly, not enough young talents are stepping up to the plate to replace them.
6 Things to know about Gen Y
2. Reasons for Hope
– There is a big opportunity in the sizeable amount of college graduates who are interested in working in the financial services industry.
6 Things to know about Gen Y
3. Ideal Career for Gen Y– A career as a financial advisor meets a large
percentage of college graduates’ requirements for an ideal career.
– Advisor careers meet several of these top criteria: a job that cannot be outsourced, a career in a growing field, a job where people willing to work hard can earn more money and a career that has a positive impact on others people’s lives.
Financial advising may in fact be most college graduates’ dream job -- even if they may not know it.
6 Things to know about Gen Y
4. Gen Y Advantage
– Gen Y advisors often bring fresh new perspectives, new ideas and up-to-date skills that can help businesses prosper in today’s new environment
– Positive Gen Y traits: adaptability, technological savvy, better organizational skills and better connectedness.
6 Things to know about Gen Y
5. Recruiting Makeover
– Create programs aimed at bringing Gen Y into the field (sourcing
– Get involved with the children of both clients and centers of influence, discussing career options and networking through them.
6 Things to know about Gen Y
6. Cultural Shift
– To recruit and retain younger advisors, you may need to rethink their own professional culture.
– A greater orientation toward teamwork, salary-based compensation to attract risk-averse candidates, workplace diversity, formal mentoring and training programs
Provides mentoring
Sourcing Gen Y
• Participation in campus job fairs
• Summer internships
• Children of clients / referrals
• Fresh graduates
• Employed in first job
RECRUITING MODEL
CREATE A GEN Y-FRIENDLY CULTURETEAMWORK
• Collaborative environment
• Encourage FCs to work together rather than promoting individual survival of the fittest
JOB SECURITY
• Non-traditional – commission basis, BUT is commensurate to the effort that they put in
DIVERSITY
• Unit or branch initiatives to make recruits feel at home
TRAINING
• Encourage them to attend trainings being offered within and outside PruLife UK
MENTORING
• Ensure a smoother transition
• Secure succession plans
Recruiting Gen Ys
Keep it short
Don’t call us, we’ll call
you
Present the big picture
Recruiters as
confidants
RECRUITMENT PHONEBLITZ
Keynote Objectives
To be able to address the challenges in recruitment in the new millennium.
To improve current recruitment process and explore different techniques and strategies.
To create out of the box solutions in recruitment
To further develop innovative styles in recruitment with the Gen Y in mind.
Thank you.
