Done Right!  Hiring & Onboarding  

2 years - president of unbridled talent �

5 years – executive recruiter �

7 years – social media anthropologist �

18 years – human resources leader �

WHO am i?

WHO are you?

what we’ll TALK about 1� ATTRACTING & RECRUITING �

2� THE HIRING PROCESS�

3� ONBOARDING �

4� THE PAPERWORK�

SOURCE: Global firms in 2020: The next decade of change for organisations and workers (The Economist Intelligence Unit, sponsored by SHRM; 2011 �

the CHALLENGE

ATTRACT & RECRUIT�

1�

the WAR for talent...

SOURCE: Manpower 2012 Talent Shortage Survey (May 2011) �

TALENT shortage

6%  

8%  

10%  

11%  

15%  

22%  

24%  

28%  

0%   5%   10%   15%   20%   25%   30%  

don't possess the right personality & intelligence

lack of "soft" skills or interpersonal/communications skills

don't possess right values or mindset

looking for more pay than is offered

lack of knowledge of business/academic disciplines/industry or formal qualifications

lack of "hard" job skills or technical skills

lack of available applicants

lack of experience

organiza(onal   candidate  specific   environmental/market  SOURCE: Manpower 2011 Talent Shortage Survey (May 2011)

influencing FACTORS

referrals impact nearly every source of hire�

SOURCE: http://www.slideshare.net/gerrycrispin/2012-referralscareer-xroads-minisurvey

88% of employers rate employee referrals above all other

sources for generated quality of new hires�

talentminded.com – november 2011 �

strengthen REFERRALS

net promoter score: �“how likely are you to recommend ___ as a good place to work?’�

who are NET PROMOTERS?

REHIRES are a source

1997 sources of hire�newspaper ads � 28.7%�employee referrals� 19.7%�agency (contingent) � 10.4%�contract recruiters� 8.7%�job fairs � 8.3%�other advertising� 5.0%�image advertising � 4.6%�trade journals � 4.2%�college� 2.9%�resume services� 2.9%�agency (retained) � 2.1%�internet � 2.1%�radio� 1.5%�

2011 sources of hire �referrals � 28.0%�job boards � 20.1%�career site� 9.8%�recruiter initiated� 9.1%�college� 6.6%�re-hires� 4.3%�social media� 3.5%�3rd party� 2.8%�print � 2.2%�temp/contract-to-hire� 2.1%�career fairs� 1.9%�walk-ins � 0.8%�other � 8.8%�

SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence�

recruiting EVOLUTION

“social media allows recruiters to network, build and maintain relationships with candidates in new ways and provides a forum to engage a much broader audience. it doesn’t replace traditional relational recruiting - it enhances it - by allowing recruiters to extend their reach in a cost effective way.” �

lars schmidt – director of talent acquisition - npr �

‘SOCIAL’ recruiting

SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf �

linkedin �

facebook�

twitter �

youtube�

blog�

none�

86.6%  

55.3%  

46.6%  

11.6%  

16.0%  

9.4%  

which social media do you use for recruiting?�

64% use 2 or more social networks for recruiting�

40% use 3 or more social networks for recruiting�

WHO uses WHAT?

“describe what you enjoy about working here in 3 words” �ask employees:�

www.wordle.net �

share your ’BRAND’

•  30% of google searches are job related ~300m/month�

•  less than 3 clicks to apply for jobs�

•  share your culture, information about employment �

•  showcase actual employees (not stock photos) �

CAREERS SITE the ‘hub’

HIRING PROCESS�

2�

SOURCE: IBM CEO Study - 2012 �

Critical Traits for An Employee’s Future Success�

think DIFFERENT

Resumes Received (100 – 500) �

Phone Screens (10 – 20) �

Interviews (3 – 4) �

Hire (1) �

hiring FUNNEL

average ’TIME TO FILL’

COMPENSATION counts

SOURCE: Employer Benefit Trends – Met Life April 2012 �

I am very satisfied with my job�

I have no plans to leave my current employer in 2012 �

Satisfied �with Benefits�

Very dissatisfied �with Benefits�

70%� 23%�59%� 38%�

BENEFITS matter

ONBOARDING �3�

not a one-time EVENT

multi-level APPROACH

SOURCE: Bersin & Associates, 2009

New Employee Orientation �

Forms, Checklists�Transactional�Paper-Based�Day or Less With HR �

HR Function�

Onboarding �Separate from Hiring�Training Process�Culture Setting�Formal Introductions�

Training Function�

Strategic Onboarding �

Integrated with Hiring�Socialization�Mentoring�Use of Technology�

Business Function�

A Checklist �

A Process�An Experience�

SOURCE: Bersin & Associates, 2008

make it COUNT

THE PAPERWORK�

4�

1.  Complete  Sec5on  1  no  later  than  first  day  of  work.  

2.  Sec5on  1  can  be  completed  prior  to  the  first  day  of  work  -­‐  as  long  as  the  job  offer  has  been  accepted.  

3.  Employer  must  fully  complete  Sec5on  2  within  three  business  days  of  the  first  day  of  work  for  pay.  (1st  day  doesn’t  count.)      

4.  Sec5ons  1  and  2  must  be  fully  completed  by  the  employee’s  first  day  of  work  for  pay  -­‐  even  for  those  hired  <  3  days.    

5.  Legal  counsel  is  your  friend.  Ask  ques5ons  where  needed.  

I9’s are FUN (not)

wrapping UP

is bright!�

HR

“the reality is that the HR professionals must evolve into being the best thinkers in the company about the human and organization side of the business.�

the human side of the business is a key source of competitive advantage.” �

ulrich & brockbank – entrepreneur magazine 2005 �

what’s your PLAN?

thank you! jennifer@unbridledtalent.com�

http://unbridledtalent.com�

http://www.facebook.com/UnbridledTalent �

http://www.linkedin.com/in/jennifermcclure�

http://twitter.com/JenniferMcClure�