Hi ,

Thank you for joining us as you implement hiring practices into your organization that align your business strategy to your business results.  We will be discovering key pieces of your people strategy, hitting the easy button with the Predictive Index tool and creating processes that allow you to focus on people!

You are currently enrolled in a cohort that provides you with a weekly implementation call with Traci Scherck.  Please ensure that these are added to your calendar.  If you would like additional support from our consulting team, you can add that on by chatting with our administrative coordinator. 

All members also have access to our membership site which provides you with live webinars and office hours every Monday at 1 pm CST for the time that you are actively in this program.

This module contains a link to the HIRE knowledge base, which includes all resources included in this training, categorized by week and topic. 

One of the most important pieces to being successful is knowing where you are going AND ensuring that your leadership team is aligned with this plan. You already have a robust business strategy that is in place for your organization. The key question, are you meeting your business goals as an organization?  

If that answer is no, I don't know or hmm...  You are not alone. This module is all about:

1. Understanding your organizations business strategy as an HR Leader
2. Understanding how the strategy aligns with the business goals from three key levels
   1. Organizational profitability
   2. Organizational impact
   3. People Strategy 
3. Understanding that the reason why most organizations do not hit their business  goals is that there is not a people strategy aligned to the business strategy.  (Please see the CEO Benchmarking Report in Lesson 1)
4. Communicating the business strategy as it relates to the people strategy. 

What is culture?

Developing a strong foundation and culture in the workplace can lead to a successful team and business. But the question is, how do we know we have it?

If you are asking yourself this question, do not panic! In this module we will be looking at:

1. Culture and Influence - How we define our organizational values.
2. Culture Fit - How an individual will allow you to achieve your business results with the least amount of friction.
3. Culture Interview Questions - What do we ask in our interviews to ensure that the candidate is the right fit for the culture and company values.
4. How do we develop these culture interview questions.

CEO's always want the job done. But what is the job, and how do we find the right the person to get that job done?

One of the most important aspects to building an efficient team is understanding who they are and how they work. In this module, we will be analyzing:

1. People Strategy - How do we define the job that needs to be done and the right person to do it?
2. Employee Value Proposition - Why should people work for our organization?
3. What story do you want to tell as a business?
4. Choosing how you want to tell your story.

HR is something we are all scared of, however it is a department so necessary for your business to become successful and achieve business outcomes. 

Whether you have no HR department established, or just putting the finishing pieces together on your HR department, this module will help analyze the necessary components for a successful HR department. We will look at:

1. Functions of HR - Talent optimization, compliance, leadership, DE & I
2. HR Audit - What goes in each file, and what stays and what goes
3. Talent optimization journey - The heart, head and briefcase
4. HR file structure

What is a job assessment? Why do we do them? In order to align the position to the needs of the organization, it is crucial that you conduct job assessments for each position.

For this to happen, you need to asses the behavioral and cognitive traits the job needs in order to reach specific outcomes. 

In this module, we will be looking at:

1. Evaluating what a job assessment is - Essential functions of the position
2. How to conduct a job assessment - Job Assessment, skill assessment and observation
3. Calibrating a job assessment - reviewing results and setting job targets

A job description is where it all starts. This is the most important feature that will sway a candidate's position about the role they are applying for. So the question is, how do we create the right one?

In this module, we will be looking at:

1. Creating a job description
2. Job description strategy and upkeep
3. Job description communication

This will help us establish clarity in the role, and commitment to organizational outcomes.

FLSA. Four very important words to a business. Are you correctly identifying what employees do and don't meet the FLSA exemption tests? Or correctly implementing FLSA audit and documentation?

If your answer to these questions is no, do not worry, in this module we will look at:

1. Exempt vs. Non-Exempt employees
2. FLSA exemptions
3. Tips and tricks for administrative employees

Take a deep breath! We have finally reached a break. We know this is a lot of information, so take this week to recap what you have learned thus far. 

Are the dots connecting yet? Everything you have covered should now be coming together and merging into one successful foundation for your business.

As we move forward, celebrate your wins, and stay motivated to learn how you can optimize your team, talent and business!

It's simple. Your employees work and they get compensation. But what about hourly, salary or commission employees? Do they all get paid the same? Maybe it isn't so simple. 

A compensation plan is vital to support important components of your business. In this module, we will look at how:

1. To create compensation plans that impact
2. Perform competitive market research
3. To create your base pay structure

This is will help establish the importance and impact compensation plans have on a business, and ensure the right people are involved in developing them.

As an HR leader, ask yourself:

"Is our hiring process equitable to all applicants?" "What don't I know about our hiring process?" 

It is vital that we find an answer to these questions, which is why in this module we will be looking at: 

1. What is DE & I and how are you able see it in your workplace?
2. DE & I metrics and what to measure from your employees
3. Aligning DE & I goals to your business outcomes

How do we consistently find and attract job hunters to our organization annually? Do not worry, we'll tell you how!

The answer is...... an annual recruitment plan.

This is extremely important to develop in your organization to align business strategy and hiring resources with long-term staffing needs.

Which is why we will be looking at:

1. Aligning organizational strategy
2. Turnover metrics
3. Creating an annual recruitment plan

Why is it that candidates feel drawn to your organization? Could it be how you talk to them? Where you post your job openings? Or employee referrals?

The answer is yes, to all of those. An expansive recruitment plan is crucial in finding a large amount of solid candidates to fit the role you want to fill. 

That is why in this module, we will be looking at:

1. Sending the SOS - The heart, head and briefcase
2. Sourcing candidates - Goals and investments and creating candidate profiles 
3. Employee Referral - Why they are important and how to create your referral program

A candidate is much more than their resume and cover letter. What do they bring to your organization and team? Do you truly know your candidate?

It is extremely important that hiring managers understand who their candidate is on a deeper level than their previous work experience. In this module, we will be looking at:

1. Candidate Journey - what is the experience or process you want the candidate to have while moving through your company?
2. How to align job advertisement to candidate identification
3. Candidate Assessment - Job knowledge, skill, physical strength, personality, emotional intelligence, cognitive ability
4. Assessment Plan

It's here. Time to interview your candidate. Do you have all the right questions you want to ask them? Are you sure?

To ensure that your interview process is efficient, in this module we will be looking at:

1. Types, styles and purpose of interviews
2. Interview Questions - How you ask, types of question (culture and team)
3. Question and scorecard customization
4. How to set up the interview process

In order to get the most out of your interview with your candidate, you need to know how to properly conduct an interview.

This is one of the most important components when making your hiring decisions and finally selecting the right candidate for the role.

In this module, we will be looking at: 

1. Questions to ask and questions to avoid during the interview
2. Taking notes throughout the interview
3. How to come to a hiring decision

Would you look at that? It's time for a break!

Take a deep breath, and take this week to recap on what you have learned over the past several weeks. Let's take a look at the past couple of modules and see how we can connect the dots and make this all come together when building your recruitment system.

You have completed your hiring decision, and selected the right candidate for your team and the role. Now, it is time to officially offer them the position in writing, or officially known as, the offer letter.

In this module, we will look at:

1. Key components of an offer letter and who is involved
2. Position offer preparation
3. Follow-up process

What happens during the time between the offer and the employee's first day of work?

*Crickets*

We'll tell you exactly what happens, AND show you how to set up an efficient pre-boarding system.

In this module, we will be looking at:

1. New Hire Process - Pre-boarding, orientation, onboarding
2. What must be done between the offer and first day
3. Introductions to the team

Yes! You got the perfect candidate for the role you have been needing to fill. Now it is time for paperwork. This is an essential component to onboarding new hires into your company. 

If you are unsure about the correct paperwork to provide your new employee, do not worry, in this module we will look at the importance of new hire paperwork, how to create it, and how to implement it. More specifically we will look at: 

1. Required Items - Making sure they are in compliance with laws
2. Recommended Items 
3. Organizational culture items
4. Specifics based on state or locality

Yes, you have a requirement to know!

Employment laws. For CEO's and HR leaders, these are extremely important to know and abide by for your organization and employees.

In this module we will be looking at:

1. Employment laws in practice
2. Red flag scenarios

How do we make our new hire comfortable with our team and organization? Orientation! This is one of the most important processes that introduces an employee to their workspace, team, and new role.

In order to create a successful orientation process, we will be looking at how to:

1. Set up the new hire process
2. Assemble certain departments to go over different processes of orientation
3. Create a repeatable roadmap for future employee orientations

As a new employee, we all enjoy having a buddy with us at work! Especially one who is experienced and can help us along the way. Which is why your organization needs to implement a new hire buddy program. 

This program pairs a new employee with an experienced staff member in the same department, starting from the first day, through day 90. 

In this module, we will be looking at how to create the most efficient buddy system for your new employees.

How is your new hire fitting into your organization? How do we ensure that they are feeling comfortable and ready to be successful as they move forward with their job?

These are the types of conversations we need to be having with our employees to ensure that they have a successful onboarding experience. 

In this module, we will analyze how to: 

1. Align expectations, reality and outcomes
2. Coach for success
3. Integrate your new hire into your organization and team
4. Establish onboarding goals

In this final module, we will be putting everything we have learned from these past six months together, and implementing our HIRE strategy in your organizations!

We will be looking at and reviewing our HIRE journey, and putting the final pieces together for our HIRE Strategy, Execution and Alignment.

We made it!

Congratulations on a job well done, and we hope you have gained a wealth of knowledge through your time in HIRE. It was our pleasure to have you learn with us and spend your time understanding new ways to strengthen your organization. 

Don't go anywhere just yet, make sure to sign up for INSPIRE, DESIGN and ENGAGE!

We look forward to working with you again, thank you so much!