This webinar, presented by HR specialist Veronica Utton, outlines how to create a recruitment strategy; what traditional and non-traditional recruitment tools are available; the best way to create candidate short-lists; and planning for future stages of the recruitment process including interviewing, hiring and orientation. The information presented is specific to the nonprofit sector. To view the full one-hour webinar, including audio, visit: https://charityvillage.com/elearning/webinars/past-webinars/nonprofit-recruitment-for-organizational-success.aspx.

1. 1
Recruitment for
Organizational
Success
April 24, 2013

2. The VUA Team
Tracey Johnson
 26 years in the non-
profit and private
sectors:
 Business Services
 Facility Management
 Insurance
 Professional Services
 Publication
 Utilities
Veronica Utton
 29 years in the non-
profit, private and
public sectors:
 Charitable
 Construction
 Education
 Finance
 Government
 Retail
 Professional Services
2

3. Learning Objectives
By the end of the session you will:
 Be aware of the recruitment and selection and
process
 Gain an awareness to commonly practiced
recruitment approaches
 Be oriented to the key components of applicant
assessment methodologies
3

4. Survey Says…
4

5. Does your organization have a
recruitment strategy in place?
Using the polling function to respond…
5
 It’s in the planning stage.
 Yes, we have one in place, too bad no one knows
about it!
 Yes, we have one in place and our managers know
about it.
 Strategy? Don’t we just get people when we need
them?

6. 6
Much Ado About A
Recruitment Strategy

7. Why Have a Recruitment
Strategy?
• Attraction road map
• Aligns to organizational goals and objectives
• Facilitates ongoing success (fundraising, community
service, member service)

8. 8
What Does Recruitment Success
Look Like?
• The process aligns with the organization’s values
• You achieve the desired ROI
• Anticipated goals and objectives are realized

9. Checklist of Strategy
Considerations
Organization Values
Philosophy on People
Desired Position in the Sector
9
Recruitment

10. Managing Your Brand
10
Your brand is one of the most
important business elements…it
is a key contributor to a
company’s overall success
COMPANY
NAME
Unique selling
proposition
Barometer for
customer/
supporter
expectations
Key indicators
of job seekers
hiring
experience
Key indicators
for employees
working
experience
Source: YWCA Toronto

11. Managing Your Brand - Case
Example
11
UNICEF
The
Mission
The
Vision
The
Values
Retention
Strategies

12. 12
Overview of the Recruitment &
Selection Process

13. 13
Recruitment
Key Outcomes
 To generate a pool of qualified
applicants
 To achieve management goals and
objectives, while meeting current legal
requirements
 To be broad in reach and
transparency (inclusive of internal
postings, employee referrals, job
boards etc.)
Source: Adapted from Nelson Canada

14. 14
Selection
Key Outcomes
 To identify key job criteria for
successful performance in the job
 To identify qualified candidates
relative to job criteria
 To validate the job criteria
through the process of interviews,
assessments and relevant
background checks

15. • Budget
• Job Description
• Work Space
•Define Job Criteria
•Assess Resumes
•Telescreen for fit
• Link with Strategic Plan
• Link with Operational Plan
• Managerial Coaching/Training
Screen
PlanOnboard
Select Approvals
Source
• Branding
• Posting
• Networks
•Selection Tools
•Structured Interviews
•Assessments &
Background Checks
•Offer and Closeouts
Recruitment & Selection
Process
Organization Values
Philosophy on People
Desired Position in the Sector
• Offer Acceptance
• Orientation
• Process Feedback
• Reporting Analytics

16. • Link with Strategic Plan
• Link with Operational Plan
• Managerial Coaching/Training
16
Plan

17. Talent Pool Considerations
Organization Values
Philosophy on People
Desired Position in the Sector
17
Recruitment
1. Women
2. Visible Minorities
3. Aboriginals
4. Disabled
Plan

18. •Budget
•Job Description
•Work Space
18
Approvals

19. 19
Attracting Your Talent Pool
Source

20. 20
Source
•Branding
•Posting
•Networks

21. Posting @
21
Source

22. Survey Says…
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23. Have you tried using social media
as an attraction method?
Using the polling function to respond…
23
 Yes
 No, still exploring

24. 24
Maximizing Social Media

25. Definition
 Social media refers to the means of interactions among
people in which they create, share, and exchange
information and ideas in virtual communities and
network.
25

26. Social Media Impact to Hiring
Manager?
• Sourcing - 92%
• Screening – 86%
• Selection – 89%

27. Job Seekers are hooked on Social
Media…
• Job Search Activity – 73%
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28. • Define Job Criteria
• Assess Resumes
• Telescreen for Fit
28
Screen

29. Sample screening tool
29
Screen

30. 30
Select
•Selection Tools
•Structured Interviews
•Assessments & Background Checks
•Offer and Closeouts

31. Selection Tools
31
Application
Interview
Guide
Assessment
Select

32. Interview Methodologies
32
Interview Type
(one-to-one, panel, group)
Interview Style
(behavioural, scenario, etc.)
Select

33. Closing The Process
References - BackCheck
(top 3)
Offer (negotiations,
employment contract)
Candidate
Communications
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Select

34. 34
Onboard
• Offer Acceptance
• Orientation
• Process Feedback
• Reporting Analytics
You Never get a Second Chance
to Create a Great First
Impression

35. Your next steps…
 Translate the process of recruitment and
selection as it relates to your organization
 Apply the recruitment approaches that make
best sense for your organization
 Consider how you might enhance your current
applicant assessment methodologies
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36. Any Questions?

37. Thank You!
• We value your opinion and welcome any feedback you
have on today’s session.
• Please take a couple of minutes and complete the online
survey, enjoy the rest of your day!
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