RECRUITMENT & RETENTION OHSA Specialist Conference Eagle Crest April 5, 2017

Masters in Management Graduate degree emphasis in Nonprofit Administration Post-Masters Certificate in Nonprofit Leadership UCLA Johnson & Johnson Head Start Management Fellow (Class 2007) Worked in Head Start(s) for a total of 22 years Retired, but can’t seem to stop…

Recruitment 101: Accurate/Realistic Job Description Timeline(s) Develop a “Success Profile” Timeline(s) When vacant – When needed – Interim coverage Select Recruitment Sources Develop an ad that invites applicants Pre-screen Applicants Consider a “Meet & Greet” Conduct effective interviews Develop “Deep” Questions to accurately assess applicant Conduct effective reference checks Gather relevant information; keep notes

Recruitment 101: Talent Networks/Sources Review Applications & Resumes Job Boards Recruitment Event Local Workforce Agency Coaches Local college(s) Review Applications & Resumes If not this job – another? Good Fit Assessment Carefully crafted questions? Possibly a second interview? Consider Aptitude & Potential Are the “Raw Materials” there for what is needed?

Recruitment 101: Effective Onboarding Don’t Settle Take the time Make the effort Don’t Settle Get the Right Person It’s worth it!!!

Recruitment Marketing: Content Marketing What is the job Nurturing Applicants Woo them Career Sites/Job Boards Use the ones that get results Switch around based upon position Keep info fresh Employee Referrals Some type of reward ?????? Talent Networks/Sources Where do you think your applicants are?

Recruitment Marketing: Employer Branding Why are you an employer of choice? What are the benefits? Recruiting Events Make sure aligns with needs Recruiting Analysis Gather info from applicants How did they learn about the position Which sources are bringing results Candidate Relationship Management Keep in touch at each step Return phone calls Be clear about position requirements

Retention 101: Effective Onboarding Nurture New Hires Don’t burn them out before they even get going Nurture New Hires Pay attention Build them up Work can be complex/challenging Set up appropriate training ASAP Nurture Experienced Staff Keep them motivated Keep them engaged Provide growth opportunities Meet their needs (if at all possible)

Why do employees leave?

Why do employees leave – You Need the Real Answers? Develop a retention report Gather info at time employee resigns (if not provided) Assess why staff leave your agency Basic Report should include the following for every termination: Defined time period (Sept 1 to Aug 31 each year, etc.) Who (position) Why (Other job, moved, health, retired, etc.) Total numbers and percent of turnover Track and compare month to month for trends Track and compare year to year for oversight Conduct an Exit Interview Approximately 6 weeks after exit Assess info for trends of any kind

Top Reasons Employees Leave a Job: Poor Supervisor Relationship Better Alternatives Personal Plan Impulse quit Involuntary “Generally an individual will stay with an organization as long as the inducements it offers (e.g. pay, good working conditions, and developmental opportunities) are equal to or greater than the contributions (e.g. time and effort) required of the person by the organization.” SHRM Tools & Resources, March 17, 2017

Create a Recruitment & Retention Plan Start gathering information – what is REALLY happening? Select a team to work with you Involve staff from all levels of the organization Brainstorm Alternatives Address issues/concerns that rise to high level of impact Experiment/try things Collaborate with community partners/resources