HR Small Business Attracting & Retaining Talent The Smith Stewart Solutions Group Jacksonville, FL 2010

The Smith Stewart Solutions Group 2 Hiring Mission The mission is to locate the most highly qualified candidates for your job opening. Once candidates have been identified, interviewed and selected, you must ensure a successful entry into the company. It is critical that you succeed in this mission. You cannot afford the alternative.

The Smith Stewart Solutions Group 3 Core Best Practices First, what is your company culture like? What kind of people will do well in your company? Do you know what you really want? What qualities does your best performer possess? Do you have a recruiter or professional help?

The Smith Stewart Solutions Group 4 The Talent Test Are your employees as productive as they need to be? Do you have bench strength to pull from? Are you afraid you may lose people if you make changes now? Are you able to attract candidates when you need them? Are your employees really committed to the company?

The Smith Stewart Solutions Group 5 Talent Principles Get the “right people” in the right seats on the bus; get the wrong people off the bus. When you doubt you have the “right” person, DON’T hire. Hire motivated people-management problems go away because the “right people” arrive with inner drive to produce great results! “Right” has to do with character, ethics, dedication, keeping commitments, values, “doing the right thing,” more than skills.

The Smith Stewart Solutions Group 6 8 Steps of a Successful Interview 1.Prepare 2.Establish Rapport 3.Ask background and experience questions 4.Ask behavioral-based questions (STAR) 5.Describe the job and company 6.Questions & Answers 7.Close 8.Document and get consensus *Remember, the interview needs to determine if the applicant is qualified for the job and that the job is what the applicant wants to do. *There is a difference between those who WANT a job vs. those who NEED a job!

The Smith Stewart Solutions Group 7 Interviewing Recap Do –Use job related criteria –Provide training to hiring team –Have two people in the interview –Provide an interview questionnaire –Take notes Don’t –Make promises –Imply a promise –Ask questions that run afoul of TITLE VII –Ask about physical impairments –Write on the employment application

The Smith Stewart Solutions Group 8 Attracting & Retaining Talent Referrals, Referrals, Referrals Networking Social Media Outlets Schools & Associations Job Boards Meetup Groups “Superstar List” Open Houses Referral Bonus Tenure Bonus Performance Bonus Gift Cards, Etc. Time Off for Bday Corporate Discounts Sliding Pay Scale Tuition Assistance Personal/Professional Development

The Smith Stewart Solutions Group 9 Compensating Employees Set pay scales that are fair and allow room for growth. Research compensation packages for similar positions at other companies in your industry. Talk to your employees to see what’s important to them personally. It may not necessarily be $$. Be prepared to reward results. Be creative. If compensation dollars are limited, including a good balance of benefits, recognitions and reward can create a more appealing offering, and help you attract and retain top talent.

The Smith Stewart Solutions Group 10 Your Compensation Plan Should: Attract and retain top talent Motivate employees to achieve and maintain high performance Ensure competitive and consistent pay practices Comply with applicable federal and state laws and regulations Operate within the constraints of your budget and financial resources Ensure administrative efficiency; and Allow you to offer competitive salaries relative to the labor market

The Smith Stewart Solutions Group 11 What Questions Do You Have?