Attracting Great Candidatesand Hiring the Best

Presented by: Tom McKeown – Vice President of Global Sales

Judy Fort – Sr. Solutions Engineer

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Agenda

• Attracting Candidates– Active vs. Passive– Outbound Recruiting– Application Process

• Hire The Best– Screening and Evaluating– Interviewing Methodology– Background Checking

• Demonstration

• Questions

Passive vs. Active

A Passive Candidate Someone who is not looking for a job, but would be open to taking one if the right opportunity came along.

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Attracting Candidates

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Outbound Recruiting

Get into a selling mindset

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Outbound Recruiting

• What – Great Job

• Who – Type of Candidates

• Where – Target Markets

• How – Methods to Reach

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Outbound Recruiting - What

Great Job at Great Company?

Territory SalespersonDuties and Responsibilities: - Sell value and ROI into C-Level business decision makers, as well as sell into IT Leaders- Develop in depth knowledge of our entire product suite and effectively sell to clients through initial phone conversations, face-to-face meetings, and product demonstrations- Align solutions with the customer’s strategic objectives- Manage and drive multiple concurrent sales cycles effectively- Qualify and forecast deals accurately- Build strong & maintain strong client relationships to pave the way for additional future sales- Manage and upsell existing clients

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Outbound Recruiting - What

Great Job at Great Company

Regional Sales ManagerSummary:•Join a leader in the high growth Security Software industry •Aggressive compensation package with no cap on earnings and high six figure W-2 potential. •Become part of a highly respected company that has been on the Inc. 500 three consecutive years.•Own a multi-state geography for all new business •We’re searching for high-energy, results driven sales executives with ability to compete with and beat the best. •Position includes stock options so you can be an owner in our growth.

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Outbound Recruiting – Who and Where

Target Market

Competitors

Same Space Companies

Colleges and Universities

ExperiencedPros ConsLimited Training ExpensiveConnections ExpectationsMaturity Few

Entry-LevelPros ConsCheap No KnowledgeMoldable DisciplineSupply Management

Some ExperiencePros ConsAmbitious Some KnowledgeBus. Discipline Wider Field

Reaching Active Candidates

Company Website

Reaching Passive Candidates

Social Media Recruiting and Branding

Community

Company Responses

Employee Stories

Company Culture

Don’t Lose Candidates at Site

“On average 50% of candidates don’t finish application process on websites.”

Corporate

HourlyVeterans

Multiple Front Ends

Hire the Best

Screening and Assessing

“Companies using assessment tests saw an average of 23% reduction in the cost per hire.”

- Aberdeen Group

Screening and Assessing

Integrate into application process in the beginning!

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Interviewing

Need to Fill Quickly Not Sure Insufficient Talent Intelligence Didn't Check References0

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10

15

20

25

30

35

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Percent of Respondents

Why did I hire them?

*Aberdeen Group

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Interviewing Methodology

Screening Interview

TopGradingInterview

FocusInterviews

Reference Interviews

Offer Acceptance

* “Who” by Geoff Smart and Randy Street

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Interviewing Methodology

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Background Checks

Make sure you are hiring the person you think are getting.

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Demo

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Questions

Contact Information

Tom McKeownVice President of Global Sales

Tmckeown@hrsmart.comOffice: 972.783.3000

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Thank You And have a Happy