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ACUHO-I UMR
Recruiting and Retaining Talent Worksheet
Slide 2: Learning Outcomes
Understand the cost associated with the loss of talented team members
Describe the top 4 recruitment strategies
Recognize the top reasons good team members leave
Recognize the top reasons good team members are retained
Employ synergistic supervision and learning on the job techniques to retain strong team
members
Slides 3 & 4: Costs
Please use this worksheet to determine the cost of your employee loss.
Item
Search Process
Details of Item
• TPE/OPE: Registration, Hotel, Flights, Food
• Time out of Office for Chair
• Other:
Advertising
•
•
•
•
•
Postcards
Mailings
Brochures
Higheredjobs
Other:
Interim
Assistance
•
•
•
•
Student Worker
Interim X position
Graduate Assistant
Other:
Travel
•
•
•
•
•
How many candidates can we afford?
Flights, Hotels, Food for Candidates
Skype vs. On-campus
Convenience of airport
Other:
Background
Checks
Training
•
Criminal Background Checks
•
•
National Conference
Webinars
Total Cost
$50
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Slides 5-9: Recruitment Top 4
Brainstorm your campus recruitment tools for each of the categories during the presentation.
1. Timing
•
Who will this person report to directly?
o Who will report to him/her?
•
Key responsibilities
o What is this person really responsible for?
•
Qualifications
o What is the culture of your campus?
Master required?
Are you really wanting a doctorate?
•
Expectations
o Do you expect this person to work early mornings?
o Weekends? Keep his/her cell phone next to him/her at all times?
o What are your true expectations?
•
Compensation
o Benefits
o Work/Life balance program
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2. Resources
Sample Job Mattrix
Does the applicant possess/meet qualifications/experience?
REQUIRED Qualifications
Master’s degree in higher education and student affairs or related field
0
1
2
0
1
2
0
1
2
Minimum five or more years of progressively responsible management experience
within a comprehensive residence life setting
Knowledge of long and short-range facility planning
Knowledge of residential life maintenance operations
Knowledge of residential life food service facilities
Experience in the development and training of professional/paraprofessional staff.
Demonstrated competence in administration/management
Demonstrated competence in student development
Demonstrated competence in budget planning & finances
Organize and plan projects effectively
Successful experience in building collaborative partnerships
Effective written communication skills
PREFERRED Qualifications
Knowledge of StarRez
Knowledge of Maxient
Overall Impression of Candidate
0=Not qualified; 1=Seems to fit min. qualifications; 2=Excited for potential interview
Total Score: _________
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3. Availability
•
Campus reputation?
o What are we known for?
•
Campus location?
o What makes our location ideal?
•
What makes your campus stand out?
4. Budget
*See budget on page 1.
Reflection: What is one thing I am taking away from recruitment practices?
Slide 9: Signs Good People are Leaving
Reflection: What am I seeing in my colleagues and team members?
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Slides 10-14: Top Reasons for Leaving
Reflection: What are some areas of struggle for our University?
1. Organizational Culture
a. Lack of Clear Direction
b. Level of Control Over Environment
2. Employee Well-Being
a. Lack of Effective Leadership
b. Fail to Connect with Boss
3. Job Satisfaction
a. Communication about Performance
b. Heavy Workloads
Reflection: What are some areas of struggle for our University that I can control? What can I
recommend to my supervisor? How can I best approach the subject with my supervisor?
Reflection: Special Populations. What do I see with my department/division?
Reflection: Why are people staying at my university? Does it connect with the reasons listed in
presentation? Why/Why not?
Reflection: What is one thing I am taking away from people leaving and staying?
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Slide 15: Learning to Retain
Slide 16: Barriers
Reflection: How can I address organizational culture in my department?
Reflection: What are the Barriers in my department which are under my control?
Specific Reflections:
Lack of training
o What training should occur?
o How are you assessing the training needs?
o Are you able to fund training?
Lack of communication
o What type of communication are you providing staff?
o How does your staff best respond?
Lack of time
o How are you scheduling your day?
o Work life energy is personal. What personally energizes us in work and life?
•
•
•
Slide 17: Creating the Environment
Specific Reflections:
•
•
•
How can you notice good work?
What would be authentic for you to create a recognition program?
What is the culture and how can you create a new culture?
Slide 18: Structuring Relationships
Reflection: How do you create/build/encourage relationships?
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Slide 19: Continuous Learning
Reflection: What is important with continuous learning? What can you do?
Reflection: What is one take away for the best model of retaining good staff members?
Final Thoughts: What is one thing from today that I can do to create a work environment where
not only do people stay, but thrive?
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