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Hire Right the First Time

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Hire Right the First Time

  1. 1. For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar AUDIO: 1-877-668-4493 Access Code: 665 994 249 Event Password: 1234 WebEx Support: 1-866-863-3910 Break Through The Clutter: Hire Right the First Time June 21, 2012Presented by: Michael McGrath, Area Sales Manager Drake International
  2. 2. Today’s Agenda• Who are you hiring?• What is your hiring process?• Do you know what you are looking for?• Where are you currently searching for candidates?• What can you change to get better results? 2
  3. 3. Who are you hiring?• How are you finding talent for your organisation?• What is your current Recruitment process? 3
  4. 4. What is your Recruitment Strategy?• How many reactive or proactive roles do you need to fill this year? = 20 100 @ 20% reactive employees Turnover roles to fill 4
  5. 5. Hiring process Receive Referencerequirement check 2nd InterviewAttract the Offer and Interviewcandidates negotiation Screen Phone Screen HIRE! Resumes 5
  6. 6. Your current process…• Have you evaluated your current process?• Is it effective?• How successful are you at hiring?• How are you measuring success? Is it measured by: – Revenue increases or decreases? – Interview to hire ratios? – Turnover rates? – Engagement? 6
  7. 7. How much time is it REALLY taking? Receive Referencerequirement check 2nd InterviewAttract the Offer and Interviewcandidates negotiation Screen Phone Screen 7:1 HIRE! Resumes 7
  8. 8. Keep the goal in mind• The goal of recruitment isnt to have someone sitting in the chair• The goal is to have an engaged, motivated, high performer in that chair for a significant period of time 8
  9. 9. Hiring right Receive Referencerequirement check 2nd InterviewAttract the Offer and Interviewcandidates negotiation Screen Phone Screen HIRE! Resumes 9
  10. 10. The most important part of Recruitment• Is understanding the role!• If you don’t understand the role what happens? – Your recruitment teams waste hours sourcing and screening – Line managers frustrated – End result = Wrong “fit” Average cost of turnover for one employee = $13, 943 @ 20 people per year = $265,080 10
  11. 11. Bridging the ‘GAP’ 11
  12. 12. What are you looking for?• Skills• Experience and background• Attitude• Cultural “Fit”• Motivation 87% of people leave their role because of their direct manager 12
  13. 13. Replicating Top Performers• If you were to replicate top performers within your organisation what would it mean for you?• Retention• Engagement & motivation• Higher performance 13
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  16. 16. Sourcing top talentActive Passive In-active• Actively • Happy in • Happy in role looking for their job but • Not looking work looking for on job boards• Unemployed something better 16
  17. 17. Overview & Takeaways• Have a long term Recruitment plan and strategy• Understand your current Recruitment process• Evaluate the numbers: Interview to Hire ratios• Truly understand what you are looking for – Bridge the gap!• Don’t rely on post and pray! Have a targeting approach to get the candidate you REALLY want! 17
  18. 18. More information• Using Drake as an extension of your Recruitment team• Top performer profiling & P3• Employee engagement surveys• HR Consulting• Exit interviews• Talent Management & Learning Compliancy Systems Contact: Michael McGrath 416 216 1118 or mmcgrath@na.drakeintl.com 18
  19. 19. Next WebinarJuly 12th, 2012, 12:00 pm EDT to 12:30 pm EDTKeys to Implementing an AffordableOnline Certification >> Presented by MitchDiamond, President, Exponential ImpactRegister at http://drake-webinars.com
  20. 20. Thank YouDrake International:Web: www.drakeintl.comWebinars: www.drake-webinars.comBlog: www.drakepulse.comFacebook Page: /drakeinternationalTwitter: @drakeintl

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