Currently viewing the tag: "RECRUITERS"

What are successful for-profit and not-for-profit organizations doing to recruit and retain valued talent and knowledge?

At this year’s annual RecruitDC Conference in May, panels of Chief Human Resource executives from successful firms and organizations gave some great ideas on this topic. Here are 10 Recruiting and Retention Tips that I found helpful. Hope they’re helpful for you, too.

1. Empower your workforce to use social media to broadcast what they do/like about their work and their employer.

2. Cultivate your corporate culture to be known as an employer of choice.

3. Use employee referral campaigns to recruit and hire.

4. Do formal exit interviews – use outside source; have source stay in touch with “regrettable talent losses” every few months to see if you might hire them back.

5. Post all jobs including executive jobs so your current employees know and can apply.

6. Keep work employees do challenging; don’t let employees or the work they do get stale.

7. Focus on wellness, engagement and recognition programs for all.

8. Good HR policies/practices should be things that benefit every population.

9. Use strategic methods of recruiting, e.g. Skype for interviews.

10. Watch variable costs, prioritize spending, perhaps use savings for internal morale events during hard times.

A major challenge many organizations face is the loss of knowledge and intellectual capital as older employees leave the workforce. In 2012 SHRM and AARP conducted a survey. The results indicated that 72% of HR professionals reported that their organizations saw the loss of older workers and their knowledge as a potential problem. Yet, only 5% of those companies had implemented policies and strategies to address this anticipated loss of talent and knowledge.

How can companies create a positive work environment and employment policies that attract and retain valued senior talent?

On Thursday, July 11, 2013 from 7:30 AM to 9:30 AM, co-facilitators Tom Morris and Dee Cascio will conduct a dynamic, interactive session on The Graying of America II – Talent Acquisition and Retention which will be sponsored by the Dulles SHRM Chapter Discussion Group. This meeting is free for members and interested colleagues. For more information or to register, contact Wistaria Krigger at 703-716-1191, email discussion@dullesshrm.org or visit http://www.dullesshrm.org/discuss.asp. Registration is required no later than 24 hours in advance to ensure sufficient seating for all attendees.

The July 11 discussion will focus on:
• Why older workers are essential in our labor force.
• Ways to better recruit and retain experienced workers.
• Knowledge transfer/succession planning as both a personal (career management) and corporate (talent management) responsibility.

ABOUT THE GRAYING OF AMERICA II – TALENT ACQUISITION AND RETENTION DISCUSSION FACILITATORS:

Thomas W. Morris III, CMF, Founder and President of Morris Associates Inc., has helped thousands of people navigate to new employment faster and more effectively. He is certified internationally as a Career Management Fellow. A published author, Tom is often quoted in local and national publications and has been interviewed on radio and television stations in the United States and Canada. Tom has held leadership positions with numerous professional and volunteer organizations including four years as Co-Chair of Job Connection, a job fair for people with disabilities and five years as Chairman of the Board of The Emeritus Foundation, a non-profit organization that paired retired and semi-retired professional volunteers (lawyers, accountants, social workers, scientists, mathematicians, engineers) with local schools and community organizations. Tom’s keynote presentation, Marketing Yourself After 50: Good News for Gray Hairs has been heard by thousands of employees considering ongoing employment after the legal retirement age.

Dee Cascio, LPC, LMFT, ACC, BCC received her M. S. Degree in Counseling in 1970 from the University of Scranton and entered the field of education as a teacher and then a secondary school counselor. She was licensed in Virginia as a psychotherapist in 1986. She has owned her own business since 1986 and works with individuals, couples, and groups to achieve healthier and more satisfying lives through all stages of life and as they transition to retirement. Dee is a private practice licensed psychotherapist who successfully re-careered to coaching as both a Certified Life Coach and a Certified Retirement and Re-Career Coach. She and her husband enjoy encore careers that give them the freedom to travel. She believes any creative lifestyle is possible if you plan well and are receptive to change and adventure. Dee writes a monthly Retirement Lifestyle Strategies newsletter and is a contributing author to Contagious Optimism (release-June 2013). She is also writing her own book on Retirement Lifestyle Planning. She makes presentations about lifestyle planning to businesses, financial planners, professional groups, church/civic associations. She is also a member of Rotary International and Dulles Chamber of Commerce.

Much like writing a resume, the key to writing a good cover letter is to understand how people read them, and by and large, they don’t.

People glance at cover letters quickly, first for format and general appearance; this takes from less than a second to a very few seconds. Then they “quick scan” for keywords and qualifications emphasized in the position description and advertisement. Actually a computer may perform the quick scan for keywords before any human even looks at your resume; this is especially true if you are applying online. Because most position advertisements get dozens if not hundreds – and sometimes thousands – of responses, computer scans have become an essential and sometimes preferred way to pre-scan applicants’ resumes.

Therefore, crafting a superior cover letter begins by carefully reading and analyzing keywords and phrases used in the advertisement that describe what the employer wants.

COMMON MISTAKES:

1. Most people don’t carefully read and analyze the whole ad; they glance through the ad and highlight a few phrases and qualifications that catch their eye – perhaps because those are key skills or attributes that they want to be using in the new position.

2. Many read the ad from their point of view and not from the point of view of either the person who will read their application or the point of view of what the organization has spent the time and money to define, in writing: the person they want to hire.

WHAT TO DO:

1. Go old-school! Print out the position description.

2. Read everything in the ad: the description of the firm or organization, the general description of the position they’re seeking to fill, the requirements, the qualifications needed and preferred, and how and where they want you to respond to the ad.

3. Grab a highlighter and highlight everything in all those sections listed above that describes the corporate culture and what they’re looking for in the position. Watch especially for words and phrases that are repeated (e.g. they might describe their organization as one that emphasizes “teamwork” and “collaboration,” and “building and working in teams” might be listed as requirements or qualifications). The real tone of what they’re looking for is usually in the company description of itself (“dynamic,” “cutting edge”); if that’s how the company sees itself, you need to infuse that same tone and those values in your cover letter. Think: what is the essence of what they want? And what are the keywords or qualifications that they’ve used to describe the essence?

4. Sit back and analyze what you’ve highlighted. In addition to identifying the essence of what they’re looking for, based on your knowledge of this kind of position, what are the key skills, qualities and personal attributes desired that are also unique to this particular organization? Remember: ads for the same position title are not the same – the emphasis will be different and unique for each company.

5. Craft the opening sentence of your cover letter around the essence of what they want. Incorporate the top skills and qualifications listed in the position advertisement that you have highlighted. Use the same words they used in the ad; those are the exact keywords the reader or computer scanner will be likely looking for. Are there themes restated and reinforced? Use these themes as major headings for copy, then group the bullet points in your letter under them. Match your background and experience to the qualifications and specific requirements of the ideal candidate described. The goal is to have the reader almost instantly get the essence of what you are communicating without having to read the letter carefully.

This is what often makes the difference in those that go in the “yes” pile from those that wind up elsewhere.