How To Recruit And Retain The Best Talent

S.U.C.C.E.S.S.presentation to Drake Seminar:

“How to recruit and Retain the Best Talent”

Ronald Ma MSW RSW

Director of Employment Services

S.U.C.C.E.S.S.2007.12.05

Presentation outline

S.U.C.C.E.S.S. Workplace Attractors Challenges of recruitment and retention Means to attract and retain talents recommendations

About S.U.C.C.E.S.S.

a non-profit charitable organization 34 years of service history with 12 offices throughout

the Lower Mainland Major services: Health, Employment, Social Services

(Settlement, Family & Youth; Group & Community); Business Economic Development

over 350 professional staff and 9,000 volunteers, Number of client-services delivered in 2006-2007:

240,000

Our Vision

An innovative change agent

for an integrated society

in the spirit of

multiculturalism

Workplace AttractersDr. Norm Amundson 2006

Security

Financial rewards Benefits Physical safety Position security

Location

Physical place (close to family / friends; convenient)

Relationships

Interpersonal connections with co-workers, supervisors or managers, clients / customers, family and friends

Recognition

Being associated with a company/ agency that has a good reputation

The expression of appreciation and value for work that is being done well

Contribution

Being engaged in meaningful work that is ethical, worthwhile and makes a difference

Sense of purpose and meaning

Work Fit

Work that fits well with interests Work that is aligned with skills / talents Work that fits with personality Work that fits with values

Flexibility

Work that allows time off for other needs The general fulfillment of greater life / work

balance

Learning

Provision for adequate training for doing the job

The opportunity for intellectual stimulation and new learning

Responsibility

Having authority and autonomy to make decisions

Working with minimal direction from others Being trusted to assume greater

responsibility Being in a position to influence others

Innovation

Building something new Creativity, problem solving and pioneering

effort

Challenges of recruitment and retention

Services expansion Staff turnover:

– Outside attractions Salary Position Security

Means for recruitment and retention

Develop talent pool– From volunteers– From clients / students

Professional and personal development:– Mentoring– Coaching– Staff development / professional sharing– training

Training & Professional Development of Employment practitioners

Active Career Engagement Certificate Program

Bilingual Employment Services Advisors

Certificate Training Program

Metaphors:

A workshop for Career Practitioners and Counselors

recommendations

Make use of employment services of non-profit organizations:

– Recruitment– Screening– Cultural competence training– Mentorship programs

CAREER MENTORSHIP CONNECTIONSCAREER MENTORSHIP CONNECTIONS

For Internationally-trained ProfessionalsFor Internationally-trained Professionals

• MENTORSHIP SESSIONS

Career & Industry Information industry prospects, technological / business operational

practices, qualification requirements, employer expectations

Personal Career Development licensing & credentials, continuing education

Professional Network events, associations, etc.

Mentoring Process

Mentor & Client Recruitment

Orientations

Matching

Meet & Greet

Mentorship Meetings

Thank YouContact information:Ronald Ma MSW RSW

ronald@success.bc.ca