Every organization has a set of core values and mission statement. It is from these and the people within that the organizational culture is formed. These are the factors that make your agency unique. One can leverage these distinct traits and culture when it comes to employee acquisition and retention. These set an organization apart and make it stand out in a sea of other companies and agencies that candidates and employees choose from to be a part of.
This webinar’s instructor is Justice Clearinghouse regular and favorite, Dr. Kimberly Miller. She is a sought-after speaker, consultant, and trainer. She uses strength-, relationship-, and skill-based approaches when facilitating organizational and personal change when conducting her workshops, coaching, and training.
Specifics discussed in this session are:
- The importance of awareness
- Recognizing your agency’s identity, unique qualities, and core values.
- Uncovering the drivers as to why the workforce chooses to work and stay with your agency.
- Using intelligence learned from existing employees to create a hiring profile of the employee you’re looking for.
- Improving the hiring process
- Designing assessments and tests that look into knowledge, skills, abilities, character, and behavior that you desire in an employee.
- Creating character-based questions that are outside of the typical, even ‘Googleable’ hiring questions.
- Using anchors to gauge answers for character-based questions.
- Employing role-play and scenario questions to distinguish applicants that have the characteristics and skills needed for the job.
- Intentionally utilizing the workplace and existing employees to attract the right type of candidates.
- Ensuring marketing materials are well-written, concise and engaging to the target audience.
- Marketing to millennials
- Capitalizing on the things they value most like work-life balance, sense of purpose, and belongingness when hiring.
- Retaining them by following up on the things that they were promised when they were hired and demonstrating that they and their contributions are valued.
- Working on a diverse workforce by ensuring people from underrepresented groups are welcome, valued and happy.
- Additional marketing guidelines and best practices.
- Developing a website that effectively communicates your agency’s identity, is user-friendly and interactive, and provides all the information applicants may need.
- Creating print materials that are catchy and may easily be distributed or handed out to potential employees.
- Curating a social media presence that tells your story and engages the audience through various content.
- Filming a recruitment video that will represent what your agency is about, its culture and the workforce.
Dr. Miller answered questions from the audience about:
- What it means and how to remove the negative filter for millennials.
- The voice used in positioning marketing materials and recruitment videos.
- How to implore the officers to help with recruitment by appearing in videos and being a part of other marketing efforts.
- Lateral transfers and making your hiring program sustainable by considering succession planning.
- The effectiveness of volunteer programs as sources for recruits.
Other Webinars in this Series Include:
- (This webinar) Marketing and Hiring: How to Stand Out When You’re a Small Fish in a Big Pond
- Creating a Constant Stream of Recruits: Finding Great People to Meet Your Agency’s Goals
- Responding to a Recruiting Crisis: Using Innovative Tactics to Transform Your Recruiting Practices
- The Workforce Crisis and What Law Enforcement Agencies Are Doing about It.
- Recruiting and Retention of Police: Strategies for Small and Medium-Sized Agencies
- The New Generations: How to Recruit, Retain and Motivate
- The Secret Sauce to Finding the Best Candidates
- Creating and Maintaining a Great Workforce: Recruiting and Retaining Quality Employees
- Recruiting the Next Generation to Your Agency
- “This opened my eyes to what questions to ask and I never thought about asking the employees who show exemplary work questions to help me with hiring or with my job.” — Catherine
- “I’ve seen and heard Dr. Miller speak before on different topics. She is a great presenter and always has good, actionable “takeaways.” Thank you — Caitlin
- “I learned some new ideas for branding our department as well as some new ways to break the millennial stigma.” — Felton
- “I found all of the information valuable as I have never given much thought to this subject but realize I need to focus on it more. I am really interested in succession planning and retention strategies.” — Frank
- “Dr. Miller is in tune with the changing workforce and raised great ideas and made me think about redirecting our hiring processes to fit the younger, incoming generations. I will definitely revisit this and look forward to similar webinars with Dr. Miller.” — Kelley
- “LOVE Dr. Miller’s trainings. She is so knowledgeable and easy to listen to. I always leave her presentations thinking about something new. She is the best! :)” — Michaela