1. Shut Down the Revolving Door
Become the
Employer
Of Choice
Presented By Linda Cobb and Toni Wiggins
The Arc of Atlantic County

2. The Challenges in the Workplace
Employee turnover highest in years
More employees leave due to disconnections that exist between employer and employee, poor supervision and poor working conditions
Pressure to work longer, faster, and harder.
A typical employee will hold more than 6 different jobs between the ages of 18 and 32. (Bureau of Labor Statistics)

3. The Challenges in the Workplace
Job seekers no longer turn to want ads but to the Web pages.
There are less people for jobs available
Work / Family Balance is a Priority
New Generation – New/Different Rules

4. Look at what you have now and what is not working well.
Where do you start?
Look at what you have now and what is not working well.

5. Looked to our Board of Directors
We Needed Help!
Looked to our Board of Directors
Initiated a strategic planning process
Identified Employees as one of the priorities
Worked with Council on Quality and Leadership
Utilized Department of Labor Grants for Training

6. in the strategic planning process
Things We Learned
in the strategic planning process
We had not revised our staff selection process in years
Some employees were not productive
Lack of training on interview and hiring techniques
Needed to stop impulse hiring because we needed a warm body

7. Things We Learned cont.
We needed more flexible benefits that meet needs of all employees.
New focus -
Reducing the impact of turnover not just reducing turnover.

8. Making Changes
Created a Workgroup to focus on Recruitment and Retention issues
Changed Agency Culture to reflect our Vision, Mission and core values
Changed our style of ads in newspaper, and more web based ad placement
Revised our interviewing and selection procedures
Added Talintel screenings
Redesigned Job descriptions
Improved our Training for Supervisors
Developed a New Employee Orientation Training

9. What it looks like today.
Prospective employee- completes application and passes Talintel .
Screening interview scheduled at main office. With 2 administrative staff.
Utilizing screening packet
Utilizing DVD realistic job preview
2nd Interview at program with individuals that live/work there.
Utilizing interview packet
References checked
Calling businesses not person
Offer Made

10. What it looks like today.
Orientation scheduled and attended
(approx.2 weeks)
On-site Orientation completed (5 shifts)
Completing onsite training packet
Meeting with Program Director for In charge and Medication approvals.
Completing In-Charge packet and Medication Follow-up

11. Seeing Success ! 8% vacancies lowering impact of staff leaving
Employee’s are staying longer

12. You can do it to!!!
All you need
is a
simple plan

13. 2)Teams Recruitment Plan 1)Need THE GET RESULTS Define present needs.
Current job descriptions.
Future projections of need.
THE
Select personnel to be on the recruitment and retention workgroup
Design attractive ads.
Build and maintain a first impression.
Identify various media
Build a referral program.
2)Teams
GET RESULTS

14. 4)Impressions Recruitment Plan 3)Process COUNT
Interviews that work and are relevant.
All management are trained on interview process.
Update all job descriptions.
Clear expectations and relevance to the company, team and individual are discussed.
Review company literature.
Select space you are proud of.
Determine who will make the offer.
Who will check references.
What does your offer package look like in eyes of the employee?
4)Impressions
COUNT

15. 2)Relationships Retention Plan 1)Imprint THE BUILD RETENTION
Pre-employment: shape and feed expectations.
First week: be ready, to shape expectations.
Review progress: after 1,3, 6 months. Determine job appropriateness, future development of employee.
Coach up not out
THE
Make employees feel valued.
Address special needs of off-site employees.
Build and maintain an effective stream of communication.
2)Relationships
BUILD RETENTION

16. 4)Culture Retention Plan 3)Training INVESTMENT YOUR
Personal coaching. Coach up not out!
Education Reimbursement
Offer Seminars
On-site training
INVESTMENT
Are Employees valued
Appreciation Awards
Longevity awards
Birthday cards
Discounts (Verizon, local gyms etc.)
Celebrate Direct Support
Professional week
Employee newsletter
YOUR
4)Culture

17. Retention Plan 5)Referral PLANS Employee referrals Referral bonuses
Talk about your agency out in the community
Build reciprocal relationships with colleges for internships
Internships lead to possible employees
Increase your volunteer base, volunteers lead to possible employees
PLANS