Recruit, Retain & Relationships R.Tekulve
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Transcript of Recruit, Retain & Relationships R.Tekulve
Recruiting, Retaining and the Business Relationship:
How to be a Personable HR Professional in an Impersonal World
a de Vine Works Presentation
Today’s World
Technology affords HR professionals valuable resources while saving time and money in screening and hiring, employee development and networking.
Using technology can be impersonal, but Human Resource professionals can incorporate personable practices to enhance today’s recruitment methods, and to further employee satisfaction and grow relationship-building within the company and community.
Today’s Realty
High Rate of Unemployment: Still @ 9.1% in August
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2011 July August Sept. Oct. Courtesy of: www.bls.gov
Today’s Job Market
Competition is Fierce
Among Employers: Fewer job vacancies with more people to screen
Must hire and retain the best!
Among Applicants: Fewer job vacancies with more people applying for the same job
Must perform and be the best!
Today’s Job Market Strategy
To attract the ‘best of the latest’ (human resources)…
Today’s Job Market Strategy
…use the ‘latest of the best.’ (marketing and networking resources)
Today’s Social Network Websites
Most Popular SNW’s:
Facebook- More than 800 million users
Twitter- 175 million active accounts
LinkedIn- 101 million profiles
Today’s Social World
Social Network Websites provide:
• screening and informal background checks• job listings on company and group pages• networking, referrals and leads• industry advice, community connections
45% of companies in 2009 used SNW’sas a screening tool for applicants
Today’s Other Recruiting Methods
Other online recruitment processes:
Blogs, forums Job posting sites, i.e., CareerBuilder.com, Monster.com Utilize own company website- VERY IMPORTANT
Traditional recruitment processes:
Print- industry, trade niche magazine or newspaper Radio, TV (partner with local stations’ job boards) In-house recruitment
Today’s Personable HR Professional
Initial contact with applicant must go beyond ‘social’ to face-to-face and be engaging by:
Meeting in a private room, no interruptions Addressing candidate by name Offering a firm handshake Smiling Setting at ease with small talk Sharing the agenda & process
Today’s Personable Interviewing Rules:
Establish rapport Be a good listener Avoid redundant questions Don’t rush the candidates response Gather, rather than give information Watch your body language
Today’s Personable Workplace
Once the employee is in your care, be sure to monitor job satisfaction to increase job
retention:
Establish clear, appropriate roles Design complex and meaningful jobs Help employees pursue goals Reinforce shared values Set satisfactory pay levels Communicate pay structure and policies
Today’s Personable Workplace
Establish clear and appropriate roles
- Define work methods- Defined, yet flexible schedules- Regular performance evaluations- Family-friendly
Today’s Personable Workplace
Design complex and meaningful jobs and help employees pursue goals.
Employees relate to core values.
Develop creative talentsListen to big and small ideas
Open door policy
Today’s Personable Workplace
Set satisfactory pay levels and communicate pay structure and policies.
-Equal pay for equal work-Recognize and award team and individual achievement-Industry and role competitive compensation and benefits
Today’s Personable Community
While today’s technology provides HRM and business networking advantages, job applicants, employees and our communities benefit from “Social Capital” that is developed from informal, rather than formal, relationships.
Today’s Personable HR Community
Applicant
Community
EmployerJob Vacancy
SNW’S
Social Capital
Today’s Personable HR Community
Social Capital is ‘the web of relationships among employees and groups (both inside and outside of the organization) that provides information, helps solve problems, expands customer bases, and does other things that add value and enhance strategic capability’ (Lengnick-Hall & Lengnick-Hall, 2003).
Today’s Personable HR Community
…Utilizes today’s technology to screen and recruit…Incorporates traditional, formal HRM methods for
structure and function …Personalizes the hiring and employee development process to ensure job retention…Brings business and community together by
developing relationships from technical and formal (impersonal), and informal (personable) methods, resulting in Social Capital benefits.
References: Kleiman, L. S., & Benek-Rivera, J. (2010). A four-step model for teaching selection interviewing skills. Business Communication Quarterly, 73(3), 291- 305. doi:DOI: 10.1177/1080569910376536
Labor force statistics from the current population survey. (2011, October 06). Retrieved from http://data.bls.gov/timeseries/LNS14000000
Lengnick-Hall, M., & Lengnick-Hall, C. (2003). Hr's role in building relationship networks. Academy of Management Executive, 17(4), 53-63.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2011). Fundamentals of human resource management. (4th ed.). New York, NY: McGraw-Hill Irwin.
Vicknair, J., Elkersh, D., Yancey, K., & Budden, M. (2010). The use of social networking websites as a recruiting tool for employers. American Journal of Business Education, 3(11), 7-11.
de Vine Works 2011 Regina Walker-Tekulve