Recruitment: It's what everyone is talking about.

Well, the people we meet anyway :)

While we've covered recruitment and retention in previous issues of this newsletter, this issue we're focusing in on the current best practices and trends related to the hiring process. They are effective and they are working.

Earlier this year, Pesce & Associates joined forces with RAD Potential to expand the recruitment services we offer. Contact us anytime for support with your hiring!

The P&A Team

October 11 was the deadline for organizations in Ontario that have 25+ employees to have in place a written policy on electronic monitoring of employees.

The policy must state whether or not the employer electronically monitors employees. If the employer does, the policy must include:

• a description of how and in what circumstances the employer may electronically monitor employees
• the purposes for which the information obtained through electronic monitoring may be used by the employer
• the date the policy was prepared
• the date any changes were made to the policy.

An employer must, within the specified timeframes, provide a copy of the written policy to all of its employees and to all employees who are assigned to perform work for that employer.

Are you in compliance? Contact Pesce & Associates anytime for policy support.

P&A Client: "Who should we hire as our very first HR staff person?"

Problem

A organization wanted to hire their first HR employee and knew the skillsets needed, but didn't know how to find a person that would fit their vision for the department.

What happened:

▪	A client wanted to create an in-house Human Resources department and needed to hire an HR professional.

▪	The client had distinct ideas about how they wanted the HR department to operate and function, and needed help finding the right person for the job.

▪	P&A advised them to take the time to develop the philosophy for the department, including creating the Ideal Employee Persona for the HR position.

▪	The Ideal Employee Persona outlined the background, competencies, and approach to HR that they wanted from their ideal candidate.

▪	Taking this time to be clear upfront on the person they wanted gave them direction and clarity in their recruitment process.

▪	The organization successfully hired a person who was just like the Ideal Employee Person they had defined!

The Top 5 Hiring Trends to Adopt Now!

1. It's all about you not the job

• If your organization is in a rut of simply posting job vacancies on social media and websites and waiting for applications to come in, it's time to change what you're doing.
• Focus on marketing and promoting your organization as you would a brand.
• The goal is to create an emotional connection with job seekers - tell "your story."
• Provide insight into who your employees are and why they are choosing to work at your organization.
• Focus on personal experiences employees have with your organization/brand.

More from RAD Potential on how to get started with Content Marketing:
* How to Use Content Marketing for Recruitment
* Amplify your Recruitment Brand
* Video: "What makes you special?"

2. Deliver an exceptional candidate experience

We're hearing more about "candidate ghosting" these days - where potential hires begin the interview process with your company but then seemingly disappear.

To keep potential hires engaged, employers need to:
• Deliver an exceptional candidate experience throughout the recruitment process.
• Showcase more than just the job - show the strength of your organization's brand and culture.
• Provide a clear understanding of the role as well as the work environment.
• Move quickly through the hiring process. Make sure you are following up with your candidates swiftly.

3. Create a smaller but better-qualified applicant pool

• It’s no longer about funnelling the most potential hires as possible into your hiring process.
• Make the goal of your hiring strategy about getting better candidates, or candidates that are a good fit for your company; this will be a more cost-effective approach in the long run as your hires will be more likely to stay with the organization.
• Be more purposeful in how you attract and select potential candidates.
• It's about the old adage "quality over quantity."
• Remember to determine fit in an objective way that is free from discrimination.

4. Use behavioural-based interviewing

• When interviewing potential hires, you want to assess their skills, attributes, and behaviour competency/fit for the role.
• Your interview goal should be to find out about the candidate's past behaviour to inform how they may behave in the future with your organization.
• Use a structured interview process with a rating system to evaluate specific job, organizational and behavioural competencies.
• Take the time before interviewing to think about how you would want a person to respond in the situation being described. You can then be more objective in how you assess the candidate's response.
• Ask specific questions that require the candidate to cite specific examples from past or present experience to illustrate that they have the necessary skills for the position and/or employer.
• Extract real life examples from candidates to hopefully eliminate canned answers.

5. Use hiring technology…wisely

• Technology can enhance the recruitment process, and when it is implemented and used properly, it can help predict on-the-job performance and retention.
• Examples if used right: marketing technology that can be used to attract candidates; artificial intelligence/automation that can screen candidates (free from bias); and pre-employment testing that can assess the quality of the candidates.
• Be sure to monitor the results of any technology tools you decide to use - check if they are helping to predict performance and retention.
• More information about using technology for talent acquisition by RAD

Contact Pesce & Associates for support with your recruitment efforts!

What is your Employee Value Proposition?

Employee Value Proposition (EVP) is defined as the support, appreciation, and principles that a company delivers to employees in order to achieve high levels of engagement at work. It’s your ‘Employee Promise’.

6 Steps to Creating an EVP

1.	Assess what you currently offer employees.

2.	Interview your existing and past employees.

3.	Define the key employee persona.

4.	Write your employee value proposition.

5.	Promote your EVP through the right channels.

6.	Review the results.

Your EVP Checklist

▪	Can I say it easily?

▪	Is it conversational?

▪	Is it relevant and repeatable?

▪	Does your team and referral network know your career brand story well?

Once you have an EVP, weave it into all of your recruitment strategies and activities to help you attract employees that are attracted to your brand story.

Only Positive People Need Apply

It always needs to be a win-win situation when marketing your careers; it is not always about the skills required to do the job.

Read this great story about an organization that got very specific about the types of candidates they wanted to apply for their positions. And it worked!

The Story of Hiring Happy People

Recruitment Support

Pesce & Associates has joined forces with RAD Potential Advisory Inc. to offer clients a highly specialized recruitment service that combines P&A's human resources experience with RAD Potential's strategy and marketing expertise.

Together, we will meet your organization's hiring goals!

Our Recruitment Services:

▪	Customized recruitment strategies to meet your short and long-term objectives

▪	Help with your recruitment process, including advertising, screening candidates, interviews, selection, and checking references

▪	Help establishing effective new-hire orientation programs

▪	Develop effective linkages between your recruitment and retention strategies

Contact us today!

Visit Pesce & Associates

Hiring Trends