Team Member Experience Path
Stage 1: Recruiting
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BEGIN WELL – END WELL is our philosophy and the premise of the “path." Welcome to Step 1 in the Team Member Experience Path: Recruiting.
We embrace the adage, plan when you don’t have to! We believe it is essential to Recruit when you DO and DON’T have to! Recruiting is the true litmus test of “beginning well” as you attract talent in the marketplace.
Recruiting has two facets, both with equal significance. If your goal is to build a robust, effective, best practices recruiting function within your organization, recruiting based on specific role need and consistent recruiting for potential roles are essential. Sometimes the best time to find and attract talent is when you aren’t looking!
Here are five components to building a solid recruiting framework in your organization:
Ownership: Ensure there is an individual on your Team that clearly understands they are responsible for managing the “recruiting function/process” in your organization.
Build Your Pipeline: Consistently and continuously connect with internal and external sources near, far and wide in an effort to cast a potential talent net that encompasses every unique resource possible.
Examples include: Technical/trade schools, colleges, universities, robust internship programs, job banks, second chance programs, community not-for-profits serving job seekers, LinkedIn, colleagues of Team Members, members of professional societies, former co-workers when appropriate, circles of influence, vendors, suppliers and association members.Communication: Remember, Begin Well – End Well, as it relates to each and every life you touch and impact. The recruiting process is the first impression Team Members will have of your organization. Their “internal brand experience” begins with the story they will tell about how well they were connected with your Team.
Your process is also a reflection of the value you place on each individual and sets a tone for performance standards and expectations post-hire. Internally, make certain all Team Members directly and indirectly affected by the new hire and impacted by the recruiting process are appropriately included in the relevant aspects of the recruiting process.Equity: Ensure recruiting practices align with the values, vision and mission of your organization. It is critical equity is achieved through intentional recruiting practices and processes. For example, is your Team a reflection of our society and community as well as the constituency base you serve? Intentionally and consistently reaching out to the world around you is essential to achieving equity.
Process: Create and/or refine best practices. Ensure metrics and procedures are in place such as internal tools, templates, resources, data, reporting, measurement, screening process, skill testing process, interviewing questions/tools. Provide existing team members with training, clarity and expectations regarding their role in the recruiting best practices.
BEGIN WELL – END WELL is our philosophy and the premise of the “path.” Step 1, recruit, recruit, recruit and you’re on the path to beginning well!
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Registration Now Open!
In-Person MFTIO Spring Sessions
Starting April 7!
Seven 3-Hour Sessions on Wednesdays
from 8:30-11:30 A.M.
April 7, 14, 21, 28
May 5, 12, 19
Register today to engage in professional growth and development as a Leader Manager and join us for Managing From The Inside Out beginning Wednesday, April 7.
Morning sessions will be held from 8:30-11:30 A.M. and space is limited to 18 Participants to maximize the learning and engagement.
To register yourself and/or a Team Member, simply email Katie Williamson at katie@lauraschanz.com to reserve a seat for yourself or a Team Member.
You can click here to view all 2021 session dates, times and module information.