Secrets to Successful Recruiting How to Identify, Elevate and Retain Talented Continuity Professionals

Introduction - Successful Recruiting Why take the time? What to consider? Be strategic Empower a skilled efficient BC team Inefficient hiring costs

Your Input… Success stories Obstacles to overcome What do you want to walk away with?

Today’s Outline Identifying, Recruiting & Hiring Top Talent –Develop a Hiring Strategy to Recruit and Select the Right Candidate. Elevate, Motivate & Retain –Focus on Building and Retaining a Skilled, Efficient BC Team.

The Hiring Strategy Staffing Needs Credentials & Competencies Job Description Recruiting Interviewing Selection

Determine Staffing Needs Company Needs Team Needs BC Program Needs Future Needs

Increase Personnel Headcount Assess, Plan, & Build a Business Case Scenario Staffing Matrix Benchmark your BC Program

Credentials & Competencies Definition: A standardized requirement for an individual to properly perform a specific job.

Identify Needed Competencies Company Culture Team Gap Assessment Individual

Credentials in Demand Certification Advanced Education Expertise in both Business & Technology Global BC Exposure Crisis Management/ Actual Disaster Response Wide Array of Tangent Skills Strong Soft Skills

Soft Skills Polished Presentation Skills Proven Program Management Training Expertise Engage All Levels Develop Business Case Scenarios Understand the Program Culture Fit True Passion

Value of Professional Certifications Most Recognized Benefits Dual Certifications

Job Descriptions Attract the Right Candidates! –Well Written & Complete –Up to Date –Communicate a Clear Message

Job Descriptions – What to Include Well Written Job Description Job Title & Identifications Summary Statement Detailed Tasks & Responsibilities Key Performance Indicators Reporting Line & Relationships Working Conditions & Conditions of Service

Job Description Blunders Limited Flexibility Wrong use of Words Locked into Requirements Job Title Classification Lacking an Organizational Structure

BC Job Titles Chief Officer Global Manager Vice President/ Director Manager/ AVP/ Program Manager Specialist/ Strategist/ Analyst Entry-level Use: Continuity, Assurance, Enterprise & Readiness Avoid: Recovery & Disaster

Developing Job Descriptions Review samples in handout

Creative Recruiting Think Outside of the Box Reach out to Current Employees Network within Your Profession Websites Utilize Your HR Colleges & Universities Specialized Personnel Search Firms

Intelligent Interviewing Type of Interviews Interviewing Team Documented & Systematic Develop Questions Comparing Benchmarks Flexibility

Types of Interviews Screening –Telephone, Computer & Video Selection (One-on-One, Group & Panel) –Situation, Stress & Audition Behavioral –Structured, Informal & Reverse Role Testing?

Selecting the Panel of Interviewers Management Team Co-Workers Human Resources

Develop a Documented, Systematic Process Determine the number of interviews, structure and proposed timeline. Develop a scoring method - benchmarks. Brief all members of the interviewing team.

Interview Questions Assess Culture Fit Determine Credentials & Competency Match Assess Behavior, Thinking & Decision Making Styles Assess Current Top Performers → Formulate Questions Open Ended, Probing Questions  Avoid: Improper, discriminatory or binding contract statements

Benchmarking Candidates Develop an Evaluation Form Create an Interviewing Team Understanding See sample Evaluation Form

Maintain Flexibility Culture Fit - Versus – Skill Set Fit Pleasing Everyone? Keep Enough Candidates in Process Consider Back-up Options

Benefits to Successful Interviewing Taking Time Up Front → Saves Time Creates Focus Accurately Assess and Benchmark Candidates

Bad Interviews – What to Avoid Failure to Pre-Screen Candidates Evaluate Personality Not Skills & Experience Failure to Prepare Candidates Do Nothing but Talk During Interviews

Today’s Outline Identifying, Recruiting & Hiring Top Talent –Develop a Hiring Strategy to Recruit and Select the Right Candidate. Elevate, Motivate & Retain –Focus on Building and Retaining a Skilled, Efficient BC Team.

Elevate & Motivate  Retention Crucial to Developing a Skilled, Efficient BC team Represents you as a Manager Be the Coach Keep it Fun

Steps to Elevate Your BC Team SWOT Gap Analysis Training Program Follow- up Meetings

SWOT Strengths Weaknesses Opportunities Threats  Assess Team and Individual Skills → Gap Analysis

Training Program & Follow-up  Training  BC/DR Certifying Bodies  On-line Courses  College Courses  Seminars/ Associations  Third Party Firms  Follow-Up  Schedule Meetings to Assess Team and Individual progress.  Develop a Training Matrix to Track Progress.

Points to Consider – Elevating Team Identify and Develop Cross Functional Skills Promote Certification or Dual Certification Support Advanced Education Support Specific BC/DR Educational Seminars Sharpen Soft Skills Encourage Leadership Develop & Foster a Team Brand Be Proactive with Career Development – Be the Coach!

Motivating Your BC Team Be Motivated Yourself! Key to Motivating Individuals – Each Person is Uniquely Different Communicate a Clear Message on Company & Team Goals Encourage Team Involvement & Ideas Talent & Skill Utilization. Reward, Recognize & Appreciate Keep it Fun!

Motivational Exercise List 3 Things that Motivate You. List 3-5 Things that Motivate each Employee. Have the each Employee Create their own List. One-on-One Meetings discussing each other’s list. Incorporate into Performance Reviews and Reward Programs. Internal or External Customer Comments.

Why Employees Change Jobs? No clear expectations Lacking the proper tools, time and training Lack of recognition or appreciation Not a fun work environment Lack of contributing or making a difference Lack of work and life balance Ethically disagree with company or management No connection with team or management Lack of fair treatment No career opportunity Lacking teamwork Uncertainty their future within company Continuity program is not valued Money/ Benefits Relocation

Secrets to Retention Employees Want to Control Their Work. People Want to Feel a Sense of Belonging. Provide a Challenge. Recognize and Reward Stellar Work. Keep it Fun.

Strategic Recruiting & Retention Network to Maintain a Candidate Pool. Think Outside of the Box when Recruiting. Focus on Desired Credentials & Competencies. Take the Time to Invest in Elevating Your BC Team. Uniquely Motivate Your Personnel. Be the Coach others Want to Work For – Employer of Choice. Keep it Fun!

Questions ? Cheyene Haase – BC Management, Inc (949) X 204 ~