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Recruiting, Hiring and Firing

Recruiting, Hiring and Firing. Here’s What We’ll Cover…. Recruiting Resourcing Interviewing Orientation Termination. First and foremost:. TURNOVER WILL KILL YOU! Cost Waste of time Poor moral Reputation Future hiring Loss of business, lagging sales

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Recruiting, Hiring and Firing

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  1. Recruiting, Hiring and Firing

  2. Here’s What We’ll Cover… • Recruiting • Resourcing • Interviewing • Orientation • Termination

  3. First and foremost: • TURNOVER WILL KILL YOU! • Cost • Waste of time • Poor moral • Reputation • Future hiring • Loss of business, lagging sales • You must have a strategy in place to do it correctly, efficiently and legally!

  4. Challenges and changes: Change is everywhere! • Millennials • Competition • Compensation • Flexibility • Relocation • Passive candidates • Ramp up

  5. First Step: Knowing what you need – Job profile! Posting: • Company details • Market details • Overall description for the job & responsibilities • Title reporting to? • Required skills (computer, CRM, etc.) • Ability to attend events • Drive** • Contact info Sell the opportunity don’t scare them away – cast a wide net Hiring: • Include posting details • Detailed expectations weekly, monthly and annually • What is required to maintain their base or guarantee • Reports & deadlines • Reference adapting to company handbook • Details on compensation, benefits, etc. There should be no surprises upon start!

  6. THIS IS A CRUCIAL DOCUMENT………. • Helps hire • Helps monitor & review • Firing tool • Keep it updated, review often, • attach to job offer

  7. Approved job profile Interview strategy EEO/FCC Promote Search Interview/Sell References/Background Extend offer Hiring Process Today you have to go out and pick your sellers vs. waiting for them to come to you!

  8. Be prepared to sell your opportunity! WHY WORK FOR YOU? • Benefits (Industry) • Benefits (Your company) • Benefits (Your team & You) • Benefits (Personal) A Pro-active recruitment plan is all about selling your opportunity and not just about being sold on why to hire someone! It is a 2 way process! with only asking them to sell themselves!

  9. Where to Recruit EVERYWHERE – ALWAYS! This should have as much focus and thought as selecting target accounts! Cable Ad AgenciesMarketing companies TV Newspaper Outdoor Yellow Pages Digital Teachers Mortgage Sellers Commercial Bankers Waiters Bartenders Hospitality B2B Office Supply Cosmetic Reps Insurance Sellers Beverage Reps Food Brokers Mattress Stores Sports Teams Entertainment Venues Fairs Colleges Car Dealers* Telcom Event Managers Ad Agencies Pharmaceutical B2B Enterprise Rental Car Shopping Center Managers Realtors Time Shares Chambers Churches Staffing Services B2C Schools

  10. How to reach potential sellers • Post • Advertise • Referral programs • DJ’s at events • Clients • Networking events • Career Fairs Recruiting needs to be done continually! Put in your daily planner! 94% of jobs are found via WOM

  11. Interviewing tips: Treat active job seekers differently than passive candidates! • Make time • Pay attention • Prepare/homework • Process • Share profile • Take notes • Assess/Profile • Next steps • Don’t be the only one in the station when interviewing! Ask only open ended questions for more details!

  12. When Making An Offer… Offer letter: • Written & approved employment agreement • Add job profile, expectations • Add medical benefit details • Confirm start date • Signature line & acceptance of terms • Describe compensation use ‘weekly’ vs. ‘annual’ #’s • Lay out consequences of not meeting goals • Verbally confirm understanding of comp plan

  13. Orientation: Ramp ‘em up…………. • Make an announcement to your staff before the new employee starts • Have workspace set up and cleaned • Order business cards & other materials • Make sure you have an agenda and schedule prepared for at least their first 30 days, include training, passwords, instructions, etc. • Assign measurable goals/metrics • Set them up for meetings with all department heads week 1 • Schedule lunches for first day of week • Follow up daily to ascertain progress

  14. No surprises:Review, Reiterate, PIP If you have to fire: • Never on a Friday or day before vacation • Have a witness • Prepare paperwork • Separation agreement • Exit interview Try to make it as painless as possible; how you treat others WILL affect current and future reputations!

  15. Recap & Tips: • Assess your job • Involve hiring team • Always recruit • Be prepared • Be thorough but move process along • Think out of the box • Train, Train, Train • Communicate • CYA

  16. Questions? Laurie Kahn laurie@mediastaffingnetwork.com 480.306.8930 List of handouts: • Sample interview questions • Permissible topics for interviews • Cost of hiring and turnover

  17. Sales Management: Recruiting, Hiring and Firing www.RAB.com

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