The Right Match
Strategies for Realistic Recruitment and Selection
Nancy S. Dickinson
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
NC Child Welfare Workers Say
Intention to remain on the job is related significantly to:
Accurate job portrayalMatch between their skills and the job
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Agenda
Recruitment StrategiesRealistic Job PreviewsCompetency-Based Selection
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Recruitment Standards for Supervisors in Child Welfare
Pursue recruitment opportunitiesParticipate in agency sponsored recruitment activitiesMaintain communication links with prospective candidates and present the agency in a positive lightCoordinate and support filed placements and internships to attract qualified staff
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Realistic Recruitment
Presents an accurate picture of the job and the organizationPromotes a more informed decision by the applicant
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
How Realistic Recruitment Works
Vaccination against unrealistic expectations
Self-selectioncandidate makes a more informed choice
Copingnewcomer able to develop coping strategies
Personal Commitmentto the decision and the agency
Wanous (1992)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Research-based Recruiting PracticesRecruitment source
Job survival was 24% higher for employees recruited using inside sources than for employees using outside sources (Wanous, 1992,
in a summary of 12 studies).
Significantly more new hires who stayed 12 months had heard about the job from an inside source, compared with new hires who left (Larson, Lakin, & Bruininks, 1998).
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Promising Recruitment Practices
Increased prehire knowledge associated with lower turnover (Williams, Labig, & Stone, 1993).
Use of inside recruitment sources results in increased information about the job, improving the extent to which prehire expectations are met and improving job survival (Saks, 1994; Taylor, 1994; Zottoli & Wanous, 2000).
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Promising Recruitment PracticesUsing correlational research results—
such as “desire to help”—to craft recruitment practices:Colorado Association of Community Centered Boards developed a statewide recruitment campaign to look for people who wanted to “make a difference in the lives of others” (Collins, 2000 as reported in Larson & Hewitt, 2005).
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Recruitment Strategies
Link to agency’s mission and public imageWhat specific values, vision, mission and history set this agency apart from others?What is important about this agency that would attract potential job applicants?What does this agency want to be known for, in comparison with other community agencies?
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Sample AdvertisementSample Advertisement
CW Agency is a fast paced, supportive and stimulating place to work. We are looking for child welfare workers who desire challenging, meaningful work and welcome the opportunity to make a difference for families and children. If this describes you, consider applying for a public child welfare position at….
You’ll never be bored!
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
More Recruitment Strategies
Expand outreacholder workers, racial diversity, immigrants, international
Expand strategiesprint, TV, internet
Agency staff as recruiters Streamline the process
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Best Practices in Streamlining the Recruitment Process
South Carolina Eliminated merit systemCentral job bank of position announcements
WisconsinContinuous recruitment practices
Michigan and DelawarePool of pre-screened and trained workers
Federal governmentOn-the-spot job offers to candidates with needed skills
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Recruitment Strategies Checklist
Recruitment bonus for current employeesHiring bonus for new recruitsComprehensive and targeted marketing plan and materialsTV and radio adsWebsite recruitmentMarketing to nontraditional sourcesPresentations about careers in human servicesOpen housesVolunteer programs
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Expand the Pool of Recruits
StudentsHigh school and young college students
Older workersApplicants of colorMillenial/emergent workers
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Expand the Pool: Students
Agency/university partnershipsInternships: Paid and unpaidClassroom visits/guest lecturesService LearningLoan forgiveness
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Expand the Pool: Older Workers 1. 17% of 2010 workforce will be 55 and
older (BLS)
2. Many want to continue working (Civic Ventures, 2005)
3. Reasons: be productive, health benefits, extra income, enhance well-being of others (Pynes, 2008)
4. Older workers stay longer (Rosenthal,
McDowell & White, 1998)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Strategies to Recruit/Retain Older Workers
Targeted advertising (message & placement of ad) (Doverspike et al 2000)
Job security and benefits, phased retirement plansFlexible/reduced schedules, part-time positions, telecommuting, job sharing
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Expand the Pool: Diversity
Client population: By 2025, 32% of US population will be non-white (US Census Bureau, 2004)
Workforce: More than half of new entrants to workforce in next 15 years will be non-white (Judy & D’Amico, 2007)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Recruiting/Retaining a Diverse Workforce
Leadership commitment (Pease & Associates, 2003)
Feature diversity in recruitment materials (Doverspike et al, 2000)
Deploy diverse recruitment teams (New Haven, CT)Develop a work environment that welcomes diversity (El Paso County, CO)Establish cultural competency as a qualification & award salary differential(Sacramento County, CA ) Internships for minorities representative of local area (426 funding)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
What Emergent Workers Want 1. Variety in daily work & exciting experiences 2. Fun atmosphere, friendly people, caring about
staff as individuals3. Respect and seek their input4. Game plan on how and when they will advance5. Multiple training & development opportunities6. Strong Leadership; Mentoring programs7. A diverse workforce8. Work/life balance
(Grubb, 2008)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Recruiting Millenials – Embrace Today’s Technology
Distribute flash drives w/ company informationUse text messaging to communicate w/ recruitsAccept video resumesCreate company Facebook and MySpace pages linked to your website Find a reason to be on YouTube Conduct webinars to promote your company Create blogs on your website Host luncheons w/ local colleges where you recruit
(Grubb 2008)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Expand Recruitment Strategies
Comprehensive marketing campaign & materialsInternet recruitmentPrint ads linked to internetTV and radio adsOpen housesVolunteer programsInside recruitingRecruitment bonuses
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Internet Recruitment Sites
www.monster.comwww.LiveDeal.comwww.CraigsList.comwww.CareerBuilder.com
www.HotJobs.comwww.MySpace.comwww.LinkedIn.comwww.StudentList.com
Realistic Job Previews
Fewer unmet expectations= higher retention
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Research on Realistic Job Previews
RJPs improved retention rates by 9%-17% (McEvoy & Cascio, 1985).
RJPs increased retention of employees 12% for agencies with annual retention rates of 50% and 24% for those with rates of 20% (Premack & Wanous, 1985).
RJPs delivered after a job offer has been made, but before decisions, are more effective in reducing turnover than earlier in the process (Phillips, 1998).
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Developing and Using RJPs
Up-to-date and complete job descriptionPositive and negative job characteristics
What do you like best about your job?What is the hardest part about your job?What do you wish you had known about your job before you started working here?
Select the most important topics and strategy to enable an informed decision
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
RJP Strategies
Structured observation
Meetings with current workers
RJP video
Photo album or scrapbook
Booklet or brochure
Web-based multimedia RJP
Panel of agency staff
Internships or volunteer opportunities
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
RJP Design Principles
1. Purpose of the RJP must be clear to the applicant2. Must use credible information (real people and
events; not actors and scripts; testimony from job incumbents rather than a discussion with supervisors)
3. Should include info about how current employees feel about their jobs
4. Positive and negative information should be balanced to reflect actual experiences
5. Should be presented before or at the time that a job offer is made.
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Impact of a Realistic Job Impact of a Realistic Job Preview: University of MichiganPreview: University of Michigan
Workers who saw the RJP were significantly more likely to:
Indicate a commitment to remain in child welfare for five years
Say that the application and selection process helped them cope with job pressures
Say that the agency’s honesty made them feel more loyal, and
Less likely to say they would “never have taken the job if they had known what it was like.”
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
NC Realistic Job Preview DVD
On the Recruitment and Retention websitehttp://ssw.unc.edu/jif/rr/rjp.htm
Child Welfare Worker Selection
Attract the best, screen out less qualified
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Selection Standards for Supervisors in Child Welfare
Know and comply with law and policy related to fair hiring processesParticipate in selection interviewsSelect people who are able to demonstrate the competencies needed and whose values are consistent with the agency’s missionJustify and document hiring decisions using job-related criteria
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Competency-based SelectionThe better the fit between the requirements of
the job and competencies of the jobholder…
The higher job performance and retention will be.
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Search & Hiring Model
To do this job
In this organization
Requires this person
Job duties, reporting relationships
Organizational structure, climate, staffing mix
Skills, knowledge, competencies
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Best Practice in Screening
Job relatedvalidity
Objectivefocus on competencies
Multiple assessments Consistent
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Validity of Research-based Selection Strategies (Hermelin & Robertson, 2001)
Structured interviews: High
Cognitive ability as assessed by standardized test: High
Biographical data: Medium
Personality and integrity tests: Medium
Work sample tests or assessment centers: Low to medium
Unstructured interviews: Low to medium
The “big five” personality traits: Low
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Focus on Underlying Competencies
KSs
Attitudes & Values
Motives & Traits
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Entry Level Competencies
Predict long term successDifference between average and outstandingMost difficult to change
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Underlying Competencies
Interpersonal RelationsAdaptabilityCommunication SkillsObservation SkillsPlanning and Organizing Work
Analytic ThinkingMotivationSelf Awareness/confidenceSense of MissionTeamwork
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Multiple Job Related Assessments
Standard InterviewFact Finding InterviewWritten ExerciseReference Check
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Consistency: Structure
Time Questions Order
Opportunity
Rating Criteria All
Components
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Standard Interview
Opinion Questions: thinking & self-awarenessPast Behavior: past behavior predicts future performance Situational: future intentionsFollow ups and probes
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Purpose of Standard Interview
Not only looking for answers but also insights into the competenciesIncluding:
Thinking processes usedWhat motivates the candidate to behave in certain waysCandidate’s self-awareness, including ability to reflect on and learn from experiences
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
Consistency in Rating
Scoring guides: Examples of unacceptable, average and outstanding answersUse Subject Matter Experts to develop Rate competencies: Behaviors to Look forConsensus discussion
(Bernotavicz, 2008)
Staying Power! Recruitment and Selection Toolkits Jordan Institute for Families, UNC Chapel Hill School of Social Work
This Presentation
Is brought to you by the R&R ProjectA part of the Jordan Institute for FamiliesAt the University of North Carolina at Chapel Hill School of Social WorkFunded by grant #90CT0114/05 US DHHS Administration for Children and Families, Children’s Bureau