Finding, Recruiting and Retaining a Platinum Team

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Finding, Recruiting and Retaining a Platinum Team

• Mike Gamble, President, SearchWide

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Guest Speaker Mike Gamble, President
CEO, SearchWide Finding, Recruiting and
Retaining a Platinum Team www.SearchWide.Com

Gamble_at_SearchWide.Com (P) 651.275.1370
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Our time together
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My Background
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Session Objective

• Hire Well!!!!

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Session Outline
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Pre Recruiting Preparation
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Position Description
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How to recruit the best talent

• The ongoing recruiting process 24/7/365
  Create target list
• Educate all stakeholders about the type of people
  you are searching for
• Define the process and develop a time line and
  share the position description
• Who receives and responds to resumes? Should be
  within 24 hours
• Proactive approach vs. reactive
• Electronic resumes should only be accepted
• Treat the recruiting process like a sales process
• Treat all candidates like customers
• How you handle this process will reflect on you
  and your organization

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Where to Recruit

• A connection to the destination or company is
  always favorable
• People are happiest and most productive when
  their personal life is in order
• Hotels, attractions, restaurants, well respected
  high performing companies
• How to handle recruiting from a member
• Staff referrals

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How about the internet?

• There's a lot of talk about recruiting with
  social media sites, but it really is just talk.
  So says Steve Williams, director of research at
  the Society for Human Resource Management. Just
  3 percent of organizations currently use social
  media for recruiting
• Extremely time consuming and hard to cut through
  the clutter
• Be very specific regarding background and
  qualifications
• Designate one person to sort through and respond
  to all
• LinkedIn is a very good resource

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Finding New and Non Traditional Talent

• Experiment with entry or mid level jobs
• Identify which skills are transferable
• Hiring a person from outside of our industry
  requires more time and training
• Experiment with internships (For DMOs partner
  with a hotel and/or convention center)
• Look for experience in another service related
  industry

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Confidentiality
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The Interview Process Pre-work

• If this is really a priority, treat it as such
• Be careful about changing scheduled interviews or
  being late
• Everything you do to alter the process will send
  a message to the candidate
• Develop a detailed interview agenda if the
  candidate is meeting with more than one person
• Make sure other interviewers clearly understand
  the position that the person is interviewing for
• Develop a list of detailed questions for each
  person conducting the interview

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The Interview

• Remember, for the best and the brightest this
  will be a two way interview
• If the person is the star performer that you hope
  they are, they will want to make sure that this
  is the right company and position for them
• Let them sit in the lobby for a bit and interact
  with others
• The first 10 minutes of the interview Yes, you
  will know
• Allow time for their questions
• Be sure to explain the process and time line
• Follow up when you promised that you would (our
  industry is horrible at this)

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On-Boarding / AssimilationAligning Strategy,
Culture People

• First impressions powerful feel accepted from
  day one
• First week / Month Orientation
• Consider behavioral / personality profiles DiSC
  Myers-Briggs
• Build winning coalitions for early support
• Help to secure early wins to build momentum fast
• Meet weekly for the first 2 months

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Retention

• Set realistic performance expectations
• What are major results / outcomes you expect?
• What impact of these results / outcomes have on
  the overall organization?
• Empower People to make decisions do not over
  manage
• Regular communication informal and formalized
  (rap sessions)
• Qualify their needs
• Crossroads Career Model vs. Traditional Ladder
  Model

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Recognition

• Become a detective and look for clues to give
  recognition
• Celebrate small, everyday successes, not just big
  accomplishments
• Do it correctly specifically and immediately
  and describe the impact it has on you and the
  organization
• Make five, ten, fifteen and 20 year service
  anniversaries an event
• Know everyones recognition hot buttons and
  customize it training, time off, plaques,
  window office, bonus upside, added
  responsibility, etc.

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Conclusion

• Pick 2 items from this presentation and implement
  them on Monday
• Let us know how it is going and share successes
  and disappointments
• Thank you for your time today