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Finding, Hiring, & Leading Talent Innovation Camp For Entrepreneurs Feb 26 th , 2010

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Finding, Keeping and Leading Talent <ul><li>As an entrepreneur, what are your biggest people or talent challenges? </li></ul><ul><ul><li>Finding talent to join your team? </li></ul></ul><ul><ul><li>Assessing their skill sets, personality and fit? </li></ul></ul><ul><ul><li>Keeping talent motivated? </li></ul></ul><ul><ul><li>Knowing when to let talent go? </li></ul></ul><ul><ul><li>Where do you start? </li></ul></ul>

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It starts with: the sourcing process <ul><li>Plan Ahead </li></ul><ul><li>Define Your Job Objectives and Specifications </li></ul><ul><ul><li>Develop an overview of your business and culture </li></ul></ul><ul><ul><li>Define position's scope and responsibilities, compensation package, reporting relationships and profile of the desired candidate </li></ul></ul><ul><ul><li>Develop the sourcing and recruiting strategy </li></ul></ul><ul><ul><li>Develop the interviewing/selection process </li></ul></ul>

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Lets review your Talent Sourcing Strategy- where do you find them? <ul><li>The sourcing channels could include any of the following: </li></ul><ul><li>Social Networking – Use LinkedIn, Facebook, Twitter, JigSaw, Plaxo, Ryze, Spoke, Namyz </li></ul><ul><li>Direct Recruitment - identify target companies and identify candidates who possess the targeted skill set and proactively contact them to present your opportunity. </li></ul><ul><li>Web-based Mining - utilize web mining technology to identify and source potential candidates. </li></ul><ul><li>Advertising - advertising initiatives focused on communicating your opportunities to key markets, professional associations and societies. </li></ul><ul><li>Web-based Job Postings - identify a number of Internet career boards and job posting sites targeting the passive job seeker. </li></ul><ul><li>Affinity Associations - relationships with affinity groups and educational institutions that become valuable resources for the attraction of diversity candidates. </li></ul>

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The Research Triumvirate <ul><li>Google, LinkedIn & Jigsaw – useful for folks seeking both opportunities and talent. </li></ul>

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site:LinkedIn.com -intitle:directory chemist &quot;Greater St. Louis&quot;

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site:LinkedIn.com -intitle:directory &quot;director&quot; and R&D and chemist &quot;Greater St. Louis&quot;

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This is where Jigsaw can help

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Jigsaw lets you filter your potential contacts before you select them.

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Once we select one of the contacts <ul><li>we have contact information for the Lab Manager. Priceless ! </li></ul>

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More Sourcing strategies <ul><li>Direct Sourcing </li></ul><ul><ul><li>Targeted Companies </li></ul></ul><ul><ul><li>Contact databases </li></ul></ul><ul><ul><li>Friends of friends in your network </li></ul></ul><ul><ul><li>Referrals </li></ul></ul><ul><ul><li>College Relations </li></ul></ul><ul><ul><li>Vocational Centers </li></ul></ul><ul><ul><li>State and local Job Retraining Programs </li></ul></ul><ul><ul><li>Research Driven Employment Fairs </li></ul></ul><ul><li>Web-Based Sourcing </li></ul><ul><ul><li>Affinity Groups/Industry Associations </li></ul></ul><ul><ul><li>Strategically Place Banners and Sponsorships </li></ul></ul><ul><ul><li>Social Networking </li></ul></ul><ul><ul><li>Internet research: Google, Boolean strings </li></ul></ul><ul><ul><li>Competitor sites </li></ul></ul><ul><li>Traditional Media </li></ul><ul><ul><li>Industry Newspapers/Periodicals </li></ul></ul><ul><ul><li>Local Media Placement (print/radio/direct mail) </li></ul></ul>

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The sourcing process <ul><li>Candidate Development Process </li></ul><ul><ul><li>Identify target sources using social networking, contact databases and network of contacts </li></ul></ul><ul><ul><li>Identify candidates, including internal and external referrals as appropriate </li></ul></ul><ul><ul><li>Screen and evaluate candidates </li></ul></ul><ul><ul><li>Narrow list of candidates and review profiles </li></ul></ul><ul><ul><li>Facilitate interviews of candidate, self, advisors, those who know your business plan and challenges </li></ul></ul><ul><ul><li>Obtain feedback from interviewers </li></ul></ul><ul><ul><li>Feedback from candidates </li></ul></ul><ul><ul><li>Integrate with assessment tools </li></ul></ul><ul><ul><li>Conduct Reference Checks as you go along (before you fall in love with a candidate) </li></ul></ul>

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The hiring process <ul><li>Pay/ salary/compensation/rewards </li></ul><ul><ul><li>Alternatives to traditional rewards </li></ul></ul><ul><li>Offer Management </li></ul><ul><ul><li>Developing the offer </li></ul></ul><ul><ul><li>Conduct final Reference Checks </li></ul></ul><ul><ul><li>Conduct any post offer testing that is required </li></ul></ul><ul><ul><li>Discuss the offer parameters with candidate </li></ul></ul><ul><ul><li>Write up offer letter with all details </li></ul></ul><ul><ul><li>Request response to offer by </li></ul></ul>

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After the offer, the interview/selection process is not done! <ul><li>Confirm the start date </li></ul><ul><li>Announce the new hire internally </li></ul><ul><li>Press release to local and regional media </li></ul><ul><li>Internal administrative prep for new hire </li></ul><ul><ul><li>Payroll set up </li></ul></ul><ul><ul><li>Office space/tools </li></ul></ul><ul><ul><li>Systems security/passwords </li></ul></ul><ul><ul><li>Benefits set up </li></ul></ul><ul><li>Prepare on boarding/orientation plan </li></ul><ul><li>Welcome the new person, get them engaged, excited and involved, so they know they also made the right decision to join you! </li></ul>

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On Boarding/Orientation: The selection process continued <ul><li>Day One Activities </li></ul><ul><li>Week One Activities </li></ul><ul><li>Employee referrals </li></ul><ul><li>First month plan </li></ul><ul><li>Stay interview </li></ul><ul><li>90 day plan </li></ul><ul><li>6 month plan </li></ul><ul><li>Annual goal and objectives </li></ul>

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Building an Onboarding Program <ul><li>Make it fun and interesting </li></ul><ul><li>Don’t overwhelm employees </li></ul><ul><li>Think about the employee’s perspective </li></ul><ul><li>Use technology </li></ul><ul><li>Make use of mentors </li></ul><ul><li>Conduct follow-up interviews </li></ul>

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Building an Onboarding Program <ul><li>Company / Departmental Overviews </li></ul><ul><li>Job Expectations </li></ul><ul><li>Policies and Procedures </li></ul><ul><li>Administrative Housekeeping Items </li></ul>

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Going forward: Avoiding the bad hire or the bad employee! <ul><li>Stay close to employees </li></ul><ul><li>Regularly re-calibrate goals/expectations </li></ul><ul><li>Don’t assume no news is good news </li></ul><ul><li>Establish on going 2 way performance reviews </li></ul><ul><li>Link pay to performance, incent employees by aligning their goals with yours </li></ul>

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Positive employee relations <ul><li>Reward and recognition </li></ul><ul><li>Regular employee communications </li></ul><ul><li>Celebrate success </li></ul><ul><li>Community/Participation-Involvement </li></ul><ul><li>Keep performance issues private </li></ul><ul><li>Focus performance issues on improvement as opposed to discipline </li></ul><ul><li>Remove discipline problems promptly </li></ul><ul><li>Start a talent review and succession planning process now! </li></ul>

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Moving on - termination <ul><li>When, how, and why </li></ul><ul><ul><li>Set clear standards, goals and objectives with deadlines </li></ul></ul><ul><ul><li>Communicate regularly and often </li></ul></ul><ul><ul><li>Voluntary </li></ul></ul><ul><ul><li>Involuntary: for cause, malfeasance or bad fit </li></ul></ul><ul><li>Determine a process before it happens </li></ul><ul><ul><li>Be consistent </li></ul></ul><ul><ul><li>Treat people fairly: performance improvement, notice </li></ul></ul><ul><ul><li>Severance only with a written release </li></ul></ul><ul><ul><li>Future References </li></ul></ul>

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Moving on - termination <ul><li>Keep good records of previous conversations, document </li></ul><ul><li>When you are in a jam: </li></ul><ul><ul><li>Get advice from experts </li></ul></ul><ul><ul><ul><li>HR professionals first </li></ul></ul></ul><ul><ul><ul><li>Labor/employment lawyers last </li></ul></ul></ul>

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Questions and Answers! <ul><li>Lisa Rokusek </li></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>Executive Recruiter </li></ul></ul><ul><ul><li>Agent HR </li></ul></ul><ul><ul><li>314.431.5083 </li></ul></ul><ul><li>[email_address] </li></ul><ul><ul><li>Senior HR Consultant </li></ul></ul><ul><ul><li>314-374-7025 </li></ul></ul><ul><ul><li>http:// www.linkedin.com/in/jeffstruve </li></ul></ul>