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Recruitment, Hiring And Retention

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  • 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 .

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