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

2. 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…

3. 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

4. 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?

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

6. 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?

7. 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

8. 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)

9. Why do employees leave?

10. 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

11. 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

12. 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