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Smart Staffing on a Budget

Smart Staffing on a Budget. 5 hiring tips for building an A-team to support your organization on a budget. Introduction. 12,000+ candidates in DC area 500+ business in DC areas 80% have fewer than 100 employees Span multiple industries All budget conscious. Agenda. Introductions

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Smart Staffing on a Budget

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  1. Smart Staffing on a Budget 5 hiring tips for building an A-team to support your organization on a budget.

  2. Introduction • 12,000+ candidates in DC area • 500+ business in DC areas • 80% have fewer than 100 employees • Span multiple industries • All budget conscious

  3. Agenda • Introductions • The talent landscape • 5 TIPS for smart staffing on a budget • Q&A • Tools and handouts

  4. The Shifting Talent Landscape Labor Market is Tightening • Population growth rate slowing • Baby boomers retiring • Female workforce contracting • Technology outpacing ability to train and equip talent Workforce Priorities are Changing • Millennials – (50% of the workforce by 2020) place higher importance on a company’s cause than brand • Women – (almost 60% of college graduates) yet opt-out still an issue • Retirees – 77% expect to work for pay after they retire

  5. Big Worry for Non-Profits Limited budgets Competition with corporations 64% of nonprofits do not have a formal recruitment strategy and 70% have no formal recruitment budget. 2017 Nonprofit Employment Practice Survey, by Nonprofit HR

  6. 5 Tips

  7. Tip 1 Re-think talent engagement options

  8. Beyond “Permanent, Full-Time, On-site” • Access • Calibration • Economics • Part-time • Virtual • On-Demand • Temp to Perm • Project WHY?

  9. “We’ve been literally able to bring people into the company two or three years earlier than we otherwise could have because we hadn’t grown to the point where we could necessarily afford a full-time, experienced person.“ Mark Madigan, CEO, IT Cadre

  10. Tip 2 Tap overlooked talent

  11. Very Talented… yet Hidden Workforce • Working mothers • Veterans • Not-yet-ready to retire • Immersion education graduates • Trade programs • Independent consultants

  12. Example Local Sources • FlexProfessionals – part-time jobs for moms, career re-entry candidates, not-ready-to-retire candidates • VEI – Northern VA Technology Council Veteran Employment Initiative • Veteran Staffing Network – temp or direct-hire placement of veterans • Per Scholas – transformative technology careers for individuals from often overlooked communities (many are young adults who can’t afford college) • General Assembly - technology and digital training immersion courses • Jewish Council for Aging – connects seniors to job opportunities • Retirementjobs.com – employment for seniors (online) • ProInspire – Fellowships and training for young professionals transition from private sector to non-profit • Upwork, Business Talent Group – freelancer sites (online)

  13. Success Stories (Non-Profit/Associations) • Free up leadership to focus on mission Hired part-time Marketing & PR Assistant (10hrs/wk), Blog Writer (2/mo), Recruiter (10hrs/wk) and Graphic Designer (project basis) to free founder up and inject new ideas. • Compete effectively for talent Having difficulty filling important positions on a budget. Redefined position to offer flexibility. Hired FT-Flex Digital Marketing Membership Coordinator and Educational Programs Coordinator both with 20+ yrs experience at great rates. • Fill out back-office in cost-effective way Hired part-time Finance Manager (8hrs/wk) and Operational Assistant (24 hr/wk) to support growth.

  14. Tip 3 Start with a great job description

  15. Before you define the role, ask WHY, WHAT and HOW… • Why are you hiring? • What business goal is driving need? • How is the work being done now? • What results are expected short-term, long-term? • What will you look for? • What skills are essential? Nice to have? • What soft skills, personality, character are important? • What type of job is it: full-time, part-time? Could it be outsourced? Or temporary? • How can you attract the best candidates? • What is the market rate? • How can we entice a top candidate to come to your organization vs. another organization?

  16. Components of a Great Job Description • Complete – include: • Company description • Job type (contract, perm) • Hours/schedule/location • Salary • Reporting structure • Responsibilities • Requirements (mandatory requirements and nice to have) • Specific – define environment and job characteristics as precisely as possible • Goals • Pace • Size • Culture • Interfaces • Transparent– highlight nuances of job and environment • Anticipated changes • Job challenges • Schedule challenges • Potential roadblocks Enticing - Company mission, culture, growth potential, flexibility, non-monetary benefits, work environment Huge opportunity for small businesses!!

  17. Tip 4 Discipline to HIRE ONCE

  18. 5 Factors in Disciplined Hiring • Limited but consistent involvement at each level • Hiring manager involved early on • Situational-based questions for critical skill and character/personality attributes • Clear selection criteria at each stage (assessment scorecard) • Don’t skip fact checks – reference/background

  19. BONUS: Red-Flag List • Long commute • Job hopping • Leads with own needs (flexibility, time off, vacation, etc.) • Lack of insightfulness, honesty or candor in response to own strengths or development areas (introspection) • Lack of preparation or understanding about organization or job • High degree of drama when discussing current or past employment • Change in desired rate or salary throughout interview process • Late to interview • Unprofessional - Inappropriate language, gum • No thank-you note

  20. Tip 5 Test drive

  21. Test to Validate Fit Both Ways • On-line tests of computer/software/personality • Total Testing @ $20/test (MS Office, software, personality tests) • Prove-it @$1000/yr (MS Office, software) • Divine Group "Leadership Profile” (sales and other profiles) • Self Management Group – Personal Orientation Profile -POP (sales+ profiles) • Birkmann, MyersBriggs, Profiles Performance Indicator (personality, work style) • Exercises to demonstrate style and skills • Shadowing for chemistry and fit (paid) • Short-term contract to test drive

  22. Framework for Hiring on a Budget • Untapped Talent Pools • Access • Calibration • Economics • Great Job Description • Attract the best • Self-select out • Differentiate • Flexible Talent Engagement • Build in capacity • Hedge against uncertainty • Ensure critical knowledge • Contain costs • Increase productivity Test Drive Ensure fit Sell candidate Disciplined Hiring Process Filter rapidly Gain buy-in Avoid churn

  23. Handouts • Creating a Great Job Description – Template • Example Situational Interview Questions • Developing an Assessment Scorecard – Template • Assessment Scorecard – Example • Reference Screening Form

  24. Contact 571-269-4980 (Gwenn Rosener) 703-854-1820 (Office) gwenn@flexprofessionalsllc.com www.flexprofessionalsllc.com

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