1. Recruiting and Retaining Quality Employees

2. Competency-based Hiring

3. Concentrating on Purpose… What your organization does? Identify what you want to be famous for. What your organization does? Identify what you want to be famous for. How it does it? Identify your core contribution to customers. How it does it? Identify your core contribution to customers. For whom it does it? Identify your key customers (i.e., for the specific service targeted) For whom it does it? Identify your key customers (i.e., for the specific service targeted)

4. Our organization is engaged in the commercial delivery of rehabilitation services, we do this by providing both living and employment support services in our community to individuals with disabilities.

5. Service-Component purpose: The employment service is engaged in the providing resources and consultation to people with disabilities and their employers

6. Individual Contributions to purpose: timely placements, timely placements, quality on-going job supports, quality on-going job supports, meaningful employment choices available to our primary customers, meaningful employment choices available to our primary customers, good relationship between supervisor, co- workers and supported employee, and good relationship between supervisor, co- workers and supported employee, and facilitating non-work supports facilitating non-work supports

7. Treating Employees as Customers You can’t export what you don’t grow

8. Manager’s must... Give the people who spend the most time with customers the information, training, responsibility and authority to satisfy them. Give the people who spend the most time with customers the information, training, responsibility and authority to satisfy them. Create an environment that encourages open communication and that allows the people closest to the customers to continuously pursue their input. Create an environment that encourages open communication and that allows the people closest to the customers to continuously pursue their input. Make your customers aware that their input is valued and used to better serve them. Make your customers aware that their input is valued and used to better serve them.

9. Getting to Know the Job… This structure will ultimately lead us to the ideal employee.

10. Preparing the Job Profile… The How of Getting To Know The Job…

11. Job Profile Format… 18 factors Logistics Logistics Financial Financial Performance Performance Culture Culture

12. Logistics Schedule Schedule Travel Travel

13. Financial Incentives Incentives Salary Salary Benefits Benefits Promotion Promotion

14. Performance Academics Academics Mobility Mobility Physical Aspects Physical Aspects Production/Quality Production/Quality Change in Routine Change in Routine

15. Culture Supervisor Interaction Supervisor Interaction Support Support Reinforcement Reinforcement Orientation/Training Orientation/Training Communication/Interaction Communication/Interaction Appearance Appearance Behavior Behavior

16. Job Competencies… the behaviors that have the most effect on producing outcomes that contribute to the delivery of service the behaviors that have the most effect on producing outcomes that contribute to the delivery of service the underlying characteristics of a person that enables them to perform in a given job such as knowledge, skills, traits, and potential to do job. the underlying characteristics of a person that enables them to perform in a given job such as knowledge, skills, traits, and potential to do job.

17. Recruiting... is the process used to communicate with potential employees that a position is available and describe it in a way that the potential employee will accept the job

18. Recruiting.... If you wait until you have an opening, you've waited too long!

19. The Marketing Connection… Market Segmentation Market Segmentation Market Targeting Market Targeting

20. Prospecting Strategies… Networking Networking Nests Nests Endless Chain Referral System Endless Chain Referral System Cold Canvass or Cold Call Cold Canvass or Cold Call

21. Getting to Know the Prospects… Document Review: Resumes, Applications Document Review: Resumes, Applications Interview: Reference Checks, Face-to-Face Interview: Reference Checks, Face-to-Face Direct Observation: Sampling Performance, Job Tryouts, Internships, Work Sampling, Performance Tests Direct Observation: Sampling Performance, Job Tryouts, Internships, Work Sampling, Performance Tests

22. Evaluate the Information… Careful note-taking Careful note-taking Compare applicants to job profile Compare applicants to job profile Compare applicants to each other Compare applicants to each other Treat all applicants fairly Treat all applicants fairly

23. Costs of Hiring… It is estimated that hiring a new staff costs1.5 times the salary of the position! What are the costs?

24. Supporting Employees for Retention What Do they Want? 1.Open Communication 2.Security 3.Commitment 4.Fairness 5.Respect 6. Development Opportunities