Group One Innovations in Recruitment , Selection

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Group One Innovations in Recruitment , Selection
Retention
May 15, 2006

• IPMA-HR International Symposium

Discussion Leader David
Archer Presented by Farzuhan
Marlin
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Group One Innovations in Recruitment , Selection
Retention

• Why is recruitment, selection and retention of
  top talent in the public sector so important

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Why ???

• To instill and sustain an efficient, proactive
  and transparent public service workforce, which
  is essentially perceived by the public,
  comparable and competitive to the private sector.

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Strategies For Recruitment

• Branding the agency to be an employer of choice
• Bonus for employee referrals
• Headhunting
• Advertising
• College recruitment
• Job Shadowing
• Open-day walk-in

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Recruitment Strategies Cont

• Government scholarships sending new employees
  to universities
• Mix of building and buying talent combining
  acquisition, career succession planning
• Uses of technology internet/intranet

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Recruitment Strategies Cont

• Competency testing to get best fit for the job
• Assessment centers to test competencies
• Offering attractive competitive pay/incentive
  packages.
• Continuous Resume Collection
• Attract workers in sectors where job security and
  or availability is poor

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Recruitment Challenges

• Competition from the private sector
• Rapidly ageing workforce
• Headhunters poaching key employees
• Poor public image
• Public sector jobs not challenging
• Limited skill set of current employees
• Limited talent pool
• Budget constraints
• Political pressure

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Retention Strategies

• Flexible schedules
• Enhance the perception of governmental service as
  a good place to work
• Balance in work life
• Special pay (e.g. housing allowance)
• Objective performance reviews
• Pay for performance
• Providing menu of benefits
• Opportunities for employees to develop skills,
  get training (Continuous Professional
  Development)
• Congruence between personal organizational
  goals
• Improve career mobility
• Job Enlargement Enrichment

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Traits of a Good Recruiter

• Should be a professional specialist
• Knowledge of the agency, its practices, policies,
  environment and culture
• Knowledge of Federal, State, and local hiring
  laws
• Job Analysis Realistic Job Preview (RJP)
• Effective use of sourcing channels and selection
  tools (Good Prospector Interviewer)
• Live and leverage on the employer brand coupled
  with sales skills
• Use of Technology
• Minimize souring to on-board time

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• Thank You