How To Recruit And Retain The Best Talent
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S.U.C.C.E.S.S. presentation to Drake Seminar: “How to recruit and Retain the Best Tale Ronald Ma MSW RSW Director of Employment Services S.U.C.C.E.S.S. 2007.12.05
description
Transcript of How To Recruit And Retain The Best Talent
S.U.C.C.E.S.S.presentation to Drake Seminar:
“How to recruit and Retain the Best Talent”
Ronald Ma MSW RSW
Director of Employment Services
S.U.C.C.E.S.S.2007.12.05
Presentation outline
S.U.C.C.E.S.S. Workplace Attractors Challenges of recruitment and retention Means to attract and retain talents recommendations
About S.U.C.C.E.S.S.
a non-profit charitable organization 34 years of service history with 12 offices throughout
the Lower Mainland Major services: Health, Employment, Social Services
(Settlement, Family & Youth; Group & Community); Business Economic Development
over 350 professional staff and 9,000 volunteers, Number of client-services delivered in 2006-2007:
240,000
Our Vision
An innovative change agent
for an integrated society
in the spirit of
multiculturalism
Workplace AttractersDr. Norm Amundson 2006
Security
Financial rewards Benefits Physical safety Position security
Location
Physical place (close to family / friends; convenient)
Relationships
Interpersonal connections with co-workers, supervisors or managers, clients / customers, family and friends
Recognition
Being associated with a company/ agency that has a good reputation
The expression of appreciation and value for work that is being done well
Contribution
Being engaged in meaningful work that is ethical, worthwhile and makes a difference
Sense of purpose and meaning
Work Fit
Work that fits well with interests Work that is aligned with skills / talents Work that fits with personality Work that fits with values
Flexibility
Work that allows time off for other needs The general fulfillment of greater life / work
balance
Learning
Provision for adequate training for doing the job
The opportunity for intellectual stimulation and new learning
Responsibility
Having authority and autonomy to make decisions
Working with minimal direction from others Being trusted to assume greater
responsibility Being in a position to influence others
Innovation
Building something new Creativity, problem solving and pioneering
effort
Challenges of recruitment and retention
Services expansion Staff turnover:
– Outside attractions Salary Position Security
Means for recruitment and retention
Develop talent pool– From volunteers– From clients / students
Professional and personal development:– Mentoring– Coaching– Staff development / professional sharing– training
Training & Professional Development of Employment practitioners
Active Career Engagement Certificate Program
Bilingual Employment Services Advisors
Certificate Training Program
Metaphors:
A workshop for Career Practitioners and Counselors
recommendations
Make use of employment services of non-profit organizations:
– Recruitment– Screening– Cultural competence training– Mentorship programs
CAREER MENTORSHIP CONNECTIONSCAREER MENTORSHIP CONNECTIONS
For Internationally-trained ProfessionalsFor Internationally-trained Professionals
• MENTORSHIP SESSIONS
Career & Industry Information industry prospects, technological / business operational
practices, qualification requirements, employer expectations
Personal Career Development licensing & credentials, continuing education
Professional Network events, associations, etc.
Mentoring Process
Mentor & Client Recruitment
Orientations
Matching
Meet & Greet
Mentorship Meetings
