1. R ECRUITMENT,H IRING&R ETENTION

2. Recruitment

Recruitment is a multi-layered approach which consists off:

Targeted Advertising

a.Leadership Trainings

b.BDTP Gate Keepers

c.High Risk Venues

Promotion

Assessment

Selecting the right candidate

Volunteer(s)

3. Hiring the right person will:

Result in the provision of better quality services

Most likely lead to job satisfaction

Create an effective, better motivated workforce

Reduce labor turnover

Reduce absenteeism

Reduce stress levels

4. A recruitment processshould be:

Efficient cost effective in method andsources

Effective producing enough suitablecandidates

Fair avoid discriminating againstpotential candidates based onpersonal biases

5. Hiring Process

Once you've recruited an appropriate number of candidates to be interviewed, then the next phase of the process begins.

6. Equal opportunities in Hiring

No rules just laws (regarding discrimination).

Gender, Marital Status, Race, Disability, Sexual Orientation and Religion.

Having a criminal record conviction should not automatically exclude someone from employment.

7. Job Description andKnowledge, Skills, and Abilities

Job Description describes the jobs main tasks

Knowledge skills, abilities and characteristics needed for a worker to perform a specific job.

Having a job description and knowledge skills and abilities should increase the possibility of attracting a large amount of appropriate applicants.

8.

Have candidates give a short presentation

Have candidates respond to questions in Spanish if

appropriate

Exercises in filing, documentation, decision making, etc.

Interview Tactics: 9. Employee Retention

Once you've found the perfectemployee, you want to ensure thatthey remain productive, satisfied andcommitted to the programs long-termgoals.

10. Employee Retention Strategies

Empower staff

Team Building

Intangibles

11. Employee Retention Strategies

provide clarity about expectations

give regularfeedback about performance

hold scheduled meetings, pow wows

provide a framework within which the employee perceives he/she can succeed.

12. The Bottom Line When It Comes to Employee Retention

The quality of the supervision an employee receives

13. Strategies to Enhance Retention

Integrate core values about peopleand amission and vision

Negotiate aperformance development planwith each manager that stresses the expected managerial areas of development,

Providetrainingin core management skills to managers.

Holdregular meetingsto provide management development coaching and feedback.

Scheduleand hold learning organization events

Providefundingfor conferences and educational development opportunities

14. The Key to Retention is to Address the Primary Reasons Given for Employee Dissatisfaction

Boredom or lack of challenging work

Limited opportunities

Lack of appreciation

Ineffective co-workers

Lack of leadership or poor supervision

Unreasonable workload

Unreasonable work hours

Insufficient pay

15. QUESTION 1

Name four basis for discrimination that are prohibited by law when hiring.

16. ANSWER TO QUESTION 1

Gender

Marital Status

Race

Disability

Religion

Sexual Orientation

17. QUESTION 2

Name Two Effective Interview Tactics?

18. ANSWER TO QUESTION 2

Have candidates give a short presentation

Have candidates respond to questions inSpanish if appropriate

Exercises in filing, documentation, decision making, etc.

19. QUESTION 3

Name three things that may lead to employee dissatisfaction.

20. ANSWER TO QUESTION 3

Boredom or lack of challenging work

Limited opportunities

Lack of appreciation

Ineffective co-workers

Lack of leadership or poor supervision Unreasonable workload Unreasonable work hours Insufficient pay 21. The quality of the people you employ and retain is the heart of your organizational success .