Atlantic Universities Human Resources Conference

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Strategic Recruitment and Retention

• 2010
• Atlantic Universities Human Resources Conference
• Saint Francis Xavier University
• Marathon Human Resources
• October 14, 2010

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Objectives

• To share some ideas about Recruitment and
  Retention
• Challenge HR professionals to be strategic
• Discuss issues in the context of your environment
• Invite dialogue about how to support the
  sustainability of organizations through
  Recruitment and Retention

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Mind-set and Definitions

• Strategic
• Recruitment
• Retention
• Culture
• Competency
• Alignment

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Your Context

• Fiscal restraints
• Two sides of the house
• Global competition
• Shrinking workforce
• Generational opportunities
• Presenteeism
• Other examples?

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The strategic HR challenge

• Being recognized as a partner who brings more
  than process
• We want to be a part of delivering the strategy
• i.e. Strategic recruitment vs staffing-up
• Gaining buy-in with decision makers

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Case Study Emerging Leaders AVH (2009)

• Context
• High turnover rates/pending retirements
• Efforts put in to Succession Planning and
  supporting Managers
• Initiatives
• Mission Vision Values
• Leadership Forum
• Healthy Workplace Initiatives
• Leadership Model Development
• Mentoring
• Leadership Development

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Case Study Emerging Leaders AVH (2009)

• Emerging Leaders defined as leaders who have
  taken on new formal roles from within AVH
• We wondered if the Organizational and Leadership
  Development initiatives influenced their decision
  to aspire to a formal leadership role

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Case Study Emerging Leaders AVH (2009)

• Q. Prior to taking on your present role which of
  the following aspects of leadership development
  at AVH were you aware of
• The AVDHA Mission, Vision and Values Yes 94 No
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• The AVDHA Strategic Objectives Yes 83 No 17
• Healthy Workplace Initiatives Yes 88 No 12

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Case Study Emerging Leaders AVH (2009)
Q. Did your manager influence your decision
to pursue a leadership role Yes 61 No
39 Q. Were you influenced by other leaders or
specific leadership activities Yes 66 No
33
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Case Study Emerging Leaders AVH (2009)

• Q. As you have developed in your present
  leadership role what has helped you?
• Engaging in the Leadership Development Assessment
  Process
• Yes 94 No 6
• Understanding the Leadership Model Yes 100
• Leadership Forum Interaction
• Yes 94 No 6

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Case Study Emerging Leaders AVH (2009)

• Q. As you have developed in your present
  leadership role what has helped you?
• The support of supervisor/manager
• Yes 100
• The AVDHA Culture
• Yes 77 No 23
• The support of other professionals (IT, Finance,
  HR)
• Yes 66 No 33

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Academic Recruitment

• The Global Market Place
• Opportunities
• Larger talent pool
• Labor mobility
• Potential to find the best in the world

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Academic Recruitment

• Challenges
• Our attitude - they are from away!
• Language
• Customs food, religion
• Family adjustments
• Spousal opportunities

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Academic Recruitment

• Solutions?
• Support language development
• Provide forums for cultural exchange
• Collaborate around community resources
• Assist with family integration
• Recognize the talent of spouses

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Recruiting IT Professionals

• The talent pool
• Generation Y (20-30yrs)
• Smart, tech savvy
• Energetic, ambitious
• High expectations
• Entitlement
• Structure
• Feedback
• Want work-life balance

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Recruiting IT Professionals

• Opportunities
• Challenge the norm may be better!
• Solutions?
• Development planning
• Flexible work
• Clear direction
• Appropriate feedback

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The strategic HR challenge

• Being recognized as a partner who brings more
  than process
• Gaining buy-in with decision makers
• Best practices?
• Your successes?

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As an Organization Who are you?

• Vision, Mission, Values
• Operational Objectives
• Manager
• Team
• Culture

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ROI

• Considerations
• Tangible costs
• Recruitment
• Training
• Leaving
• Vacancy
• Recruitment
• Non-tangibles
• Brand equity

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ROI

• Retention without money
• Engaging work
• Customer focus
• Relationship with supervisor
• Listening and empathy go along way
• Connection to Senior Management
• Performance expectations
• Regular intervals
• Open/transparent process

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ROI

• Retention without money
• Organizational reputation
• Opportunity for innovation
• Diversity
• Family life
• Team recognition
• Peer to peer recognition
• Social responsibility

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Development Tactics

• Focus on the Person Organization Fit
• Delivery is more important than the cost
• One size does not fit all
• Small wins
• Measure results
• Acknowledge success
• Speak truth to power

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Objectives

• To share some ideas about Recruitment and
  Retention
• Challenge HR professionals to be strategic
• Discuss issues in the context of your environment
• Invite dialogue about how to support the
  sustainability of organizations through
  recruitment and retention

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• Thank you
• www.marathonhrcg.com
• 9024214400