BUilding a sustainable agency

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The challenge for recruiting started at sourcing. The organization did not keep track of where candidates came to them from, where they were in the recruiting pipeline, and truth be told, they did a less than ideal job of following up with candidates after interviews were conducted. The standard recruiting presentation lacked many things that would help to generate curiosity and excitement from the recruit.

I worked with the leadership team to evaluate the current recruiting process, including the presentations provided. We clearly defined a proper tracking process for all candidates, and implemented a new series of recruiting presentations. This led to a 400% increase in conversion rates of new candidates. 

Training was limited due to the time constraints of the trainer. The trainer was a producer and therefore could not devote a tremendous amount of time to the training process. Training was done over 2 days with the expectation that the candidate would be confident enough in the products and processes to figure it out from there . This was proven to be a losing proposition.

The training program was expanded to include a full 180 days of support when someone is new to the organization. Not only was the support expanded past the 2 days, the resources and involvement from the rest of the organization was also expanded, and defined. Each participant was invited to participate, and had simple, yet actionable objectives to help new members of the organization to be successful. Lastly, systems and processes were established to ensure new members knew how to focus their efforts.

No formal organizational chart existed, making it very challenging to support employees and contractors. Once established, the members on the organization chart were provided resources to ensure they are supporting the team and to help them as they build an effective department within the broader organization structure.