Hiring & Retaining Top Talent
LISC Management Series, Session I
About Our Speakers
June Taylor June has worked for more than 25 years in organizational development and recruitment with everything from nonprofit community organizations to Fortune 500 companies, including ING and Shorebank. Since starting her consulting company, The Redmond Group, June has served as television correspondent in segments related to layoffs and restructuring in Northeast Ohio as well as served as host for to her own radio show.
MaryJo Allen MaryJo is LISC’s Senior Vice President of Human Resources and has worked for
LISC since 1991. Before joining LISC, she worked as the Human Resources Director for Sisters of Providence Health and Hospital System in Massachusetts. MaryJo holds a Masters Degree in Management from
Cambridge College in Northampton, MA. She has raised six boys!
Poll: Who is in our audience?
• Executive Director
• Board Member
• Staff Member
• Other (e.g., consultant, funder,
stakeholder)
Hire Slowly – Fire Quickly
Steps in the Hiring Process
• Step 1:
Prepare
**Check-out the “Cost of Turnover” Worksheet at www.workforce.com**
POLL
Understanding Environment Opportunities for Advancement
Feeling “In” on Things Job Security
Appreciation Money
What Motivates You the Most?
The Best & Brightest
Steps in the Hiring Process
• Step 1: Prepare • Step 2:
Recruit
Targeting
Sources for Advertising
• Recruiting agencies • Newspaper ads
• Referrals from colleagues • Trade publications
• Professional associations • Networking
• Colleges and universities
• The Internet (recruitment Web sites and your company’s Web site) –Sites listed at the end of this presentation.
• Job fairs
Diversity and Inclusion
How do we
insure we are
recruiting a
diverse
Interviewing Excellence
Steps in the Hiring Process
• Step 1: Prepare • Step 2: Recruit
• Step 3:
Interview
Ask Actual & “What-if” Questions Plan how you will:
• Open • Conduct • Close Prepare Standard & Specific Questions
POLL
Which one of the following commonly
asked questions is inappropriate to
ask during an interview?
•
You notice they have an accent, so
you ask, “Where are you from?”
•
They glance at a photo on your desk,
so you ask, “Do you have children?”
What NOT to Ask
• Age/date of birth • Religion
• Race
• Citizenship
• Physical attributes • Sexual orientation • National origin
• Marital status • Children
• Arrests
• Day care
arrangements
• Place of residence; own or rent
• Previous worker’s compensation
claims
• Disabilities/physical ailments
• Specific promise of salary expectations
Selection Perfection
Steps in the Hiring Process• Step 1: Prepare • Step 2: Recruit • Step 3: Interview • Step 4:
Select
Check References
Extend the Offer Evaluate the Candidates
Poll
How would you characterize your
workplace environment?
• It’s a great place to work!
• It pays the bills . .
• I’m outta here, and soon!
Retention ROI!
• Steps in the Hiring Process
• Step 1: Prepare • Step 2: Recruit • Step 3: Interview • Step 4: Select
• Step 5:
Retain
”With labor and skills shortages ahead, organizations must ‘grow their own’ expertise by providing employees with opportunities, both on the job and off, to raise their skills level. To safeguard labor and skills - both advanced and remedial education.”
Poll
How has turnover affected your
organization/dept during the last 12
months?
• Quite a bit - we're feeling the pinch!
• Some - but holding steady.
• None - but we could really use some
fresh faces and ideas.
• None - we have an excellent team!
Two Studies Show Challenges Ahead!
From “Daring to Lead” by CompassPoint:
• 9% of executives leave their job annually
• 75% say they will leave within 5 years • 17% plan to retire
within 5 years
(many to become “consultants” to the industry)
“Foresighted businesses have been … engaging in a ‘war for talent.”
-From Nonprofit Sector’s Leadership Deficit, by The Bridgespan Group
Work-pool Expansion: 1980-2000: 35 million 2000-2020: 5 million (Projected loss of 30 million entrants)
Professional Development &
Retention
• Quitters
• Campers
• Climbers
Happiness . . . At Work?
Hidden Costs of Workplace Dissatisfaction:
• $300 billion in lost
productivity annually (not including health-related expenses)
• 71% of employees “not engaged” or “actively disengaged” from work • 61% report health
problems
• 51% say work stress has caused them to behave
“One positive does not cancel one negative. The magic ratio calls for 3 positive interactions for every 1 negative and 1 negative for 13 positives.”
From Time Magazine, Jan. 17, 2005
LISC Harvard ManageMentor™ Plus
Contact: Shelia Slemp at 212-455-9304 or sslemp@lisc.org
Online, just-in-time, performance management resource to help every manager find quick answers to immediate problems!
nMore than 230 customizable templates! nReal-life case studies!
nAudio, print, and interactive materials! nAnd much more!
n37 modules on the most vital management
issues managers face today!
nSelf-assessments!
nCommunity development specific tools!
See the Organizational Development page at http://www.lisc.org/
Hiring & Recruiting
Resources on the WWW
– lisc.org (see Harvard Manage Mentor Plus™ on Organizational Development page)
– boardcafe.org – Idealist.org
– Jobs.org
Save the Dates
July 12th
Let’s Make a Deal! Successful Joint Venture Strategies
July 25th
Harvard ManageMentor PLUS!
Check-out This Hot, New, Just-in-Time Resource for Managers
July 26th
ManagingNonprofits.org: Leadership and Management in the 21st Century
Special Guest: Ben Hecht, CEO of One Economy *All Webcasts at 2PM EST
