Research to Support Decision-Making
Business Continuity Management Research Data Services
Develop a Hiring Strategy
The staff you select and hire are crucial to your business Continuity program. Therefore, it is important to take the necessary time up front to develop a hiring strategy to avoid a bad hire as well as a long drawn out unnecessary process.
Writing Job Descriptions
It is imperative that your job description communicates the right message to potential candidates. The wrong message may result in attracting the wrong caliber of candidates.
Sample Job Descriptions
BC Program Manager
North America Crisis Manager
Security BC Advisor
Director of Corporate Resiliency & Crisis Management
Sample Interview Questions
Behavioral Interview Questions
Company Interview Questions
BC/DR Professional Certifications
How to Profile, Select, Keep & Develop the Best Continuity Staff
Professional Development: Recruit, Motivate, Elevate, and Retain the Best BC Professionals
Without the right people to develop, implement, and roll out your program, your organization could be left in the lurch during a time of crisis. Working with human resources or as a hiring manager, you will need to understand your organization, team, and BC program requirements and use these as a benchmark to evaluate the candidates you are recruiting, interviewing, and - ultimately - hiring.
Professional Development: Retaining Your Most Valuable Resource
Retaining valuable business continuity personnel is essential to every program. In today's competitive employment market, hiring managers struggle to identify and recruit the best talent. Figuring out how to keep them should be one of your top priorities. As a manager, you have worked hard to create an efficient hard working team to meet your continuity program needs. Previous articles in this series addressed motivating and elevating your team. Once you've done that, retaining personnel becomes a natural progression in staff management.
Professional Development: Be a Coach and a Leader
Elevating employees is the most overlooked responsibility in staff management. With tight deadlines and a full plate of responsibilities, managers tend to bypass this important point, especially when the company as a whole doesn't understand or embrace the concept.