Presentation given by Jennifer McClure - Unbridled Talent LLC - at the July 24, 2012 NKY Chamber/NKYSHRM "Hire to Fire" event

1. Hiring & Onboarding
Done Right!

2. WHO am i?
2 years - president of unbridled talent
5 years – executive recruiter
7 years – social media anthropologist
18 years – human resources leader

3. WHO are you?

4. what we’ll TALK about
1 ATTRACTING & RECRUITING
2 THE HIRING PROCESS
3 ONBOARDING
4 THE PAPERWORK

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

6. ATTRACT
& RECRUIT
1

7. the WAR for talent...

8. TALENT shortage
SOURCE: Manpower 2012 Talent Shortage Survey (May 2011)

9. influencing FACTORS
lack of experience
28%
lack of available applicants
24%
lack of "hard" job skills or technical skills
22%
lack of knowledge of business/academic
15%
disciplines/industry or formal qualifications
looking for more pay than is offered
11%
don't possess right values or mindset
10%
lack of "soft" skills or interpersonal/
8%
communications skills
don't possess the right personality &
6%
intelligence
0%
5%
10%
15%
20%
25%
30%
organiza(onal
candidate
specific
environmental/market
SOURCE: Manpower 2011 Talent Shortage Survey (May 2011)

10. strengthen REFERRALS
referrals impact nearly every source of hire
ove al l other
rals ab
ployee refer hires
s rate em of new
ployer quality
88%
011
of em rated november 2
or gene ded.com –
urces f talentmin
so
SOURCE: http://www.slideshare.net/gerrycrispin/2012-referralscareer-xroads-minisurvey

11. who are NET PROMOTERS?
net promoter score:
“how likely are you to recommend ___ as a good place to work?’

12. REHIRES are a source

13. recruiting EVOLUTION
1997 sources of hire 2011 sources of hire
newspaper ads 28.7% referrals 28.0%
employee referrals 19.7% job boards 20.1%
agency (contingent) 10.4% career site 9.8%
contract recruiters 8.7% recruiter initiated 9.1%
job fairs 8.3% college 6.6%
other advertising 5.0% re-hires 4.3%
image advertising 4.6% social media 3.5%
trade journals 4.2% 3rd party 2.8%
college 2.9% print 2.2%
resume services 2.9% temp/contract-to-hire 2.1%
agency (retained) 2.1% career fairs 1.9%
internet 2.1% walk-ins 0.8%
radio 1.5% other 8.8%
SOURCE: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence

14. ‘SOCIAL’ recruiting
“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

15. WHO uses WHAT?
which social media do you use for recruiting?
linkedin 86.6%
facebook 55.3%
twitter 46.6%
64%
youtube 11.6%
blog 16.0%
use 2 or more
none 9.4%
social networks for recruiting
40% use 3 or more
social networks for recruiting
SOURCE: web.jobvite.com/rs/jobvite/images/Jobvite-SRP-2011.pdf

16. share your ’BRAND’
ask employees:
“describe what you enjoy about working here in 3 words”
www.wordle.net

17. CAREERS SITE the ‘hub’
• 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)

18. HIRING
PROCESS
2

19. think DIFFERENT
Critical Traits for An Employee’s Future Success
SOURCE: IBM CEO Study - 2012

20. hiring FUNNEL
Resumes Received (100 – 500)
Phone Screens (10 – 20)
Interviews (3 – 4)
Hire (1)

21. average ’TIME TO FILL’

22. COMPENSATION counts

23. BENEFITS matter
Satisfied Very dissatisfied
with Benefits with Benefits
I am very satisfied with my job
70% 23%
I have no plans to leave my
current employer in 2012
59% 38%
SOURCE: Employer Benefit Trends – Met Life April 2012

24. ONBOARDING
3

25. not a one-time EVENT

26. multi-level APPROACH
Strategic
Onboarding
Onboarding Integrated with Hiring
New Employee Separate from Hiring Socialization
Training Process Mentoring
Orientation
Culture Setting Use of Technology
Forms, Checklists Formal Introductions Business Function
Transactional
Paper-Based Training Function An Experience
Day or Less With HR A Process
HR Function
A Checklist SOURCE: Bersin & Associates, 2009

27. make it COUNT
SOURCE: Bersin & Associates, 2008

28. THE
PAPERWORK
4

29. I9’s are FUN (not)
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.

30. wrapping UP

31. is bright!

32. “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
HR

34. what’s your PLAN?

36. thank you!
http://unbridledtalent.com
jennifer@unbridledtalent.com
http://www.facebook.com/UnbridledTalent
http://www.linkedin.com/in/jennifermcclure
http://twitter.com/JenniferMcClure