Audience Select the #1 “dumb thing” that recruiters do 1.Using active approaches for passive...
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Transcript of Audience Select the #1 “dumb thing” that recruiters do 1.Using active approaches for passive...
Audience Select the #1 “dumb thing” that recruiters do
1. Using active approaches for passive candidates 2. Not identifying their job acceptance criteria3. Not prioritizing jobs 4. Not managing the candidate experience 5. Expecting dull position descriptions to sell6. Not learning the business7. Using the same rec. process for different level jobs8. Making slow hiring decisions 9. Assuming interviews are accurate 10.Not taking advantage of EE referrals
The Top 10 Blunders That Recruiters Make
© Dr John Sullivan with Master Burnett
www.drjohnsullivan.com2
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I am the curator of the…
Aggressive Recruiters Hall Of FameLocated in Hogwarts, Scotland
Admission to the hall is simple, you must win the…The golden cojones award
TMI
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Free tacos attract an interest and the media
Tokbox parked a taco truck across from Yahoo's
12/10/08
Career control room – Set your skills & find your job
Forecaster, trend setter, numbers whiz, people person, wordsmith, quick thinker
Control room – It recommends a corporate job
If you say you’re a deadline person, a problem solver and a people person
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Stories build your brand -- Consider a story book
Zappos publishes a book full of 300+ employee written stories about what it’s like to work there (Available on Amazon)
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Zappos assessment
Because they put such a high value on “authentic” customer service that must be continuous…
they assess your behavior during the shuttle ride
They also require a fit assessment by HR
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What are the business areas where CEO’s expect the most change?
1. Engagement with the Board of Directors
2. Capital structure
3. Focus on corporate reputation & rebuilding trust
4. Organizational structure (including M&A)
5. Investment decisions
6. Approaches to managing risk
7. Strategies for managing talent
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Conclusion - Because CEO’s now know our importance
If you are not currently getting a boatload of money
from your executives… something is wrong!
And realize that… our area is where CEO’s expect the most change
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Well if CEO’s expect major changes…
There are two basic ways to dramatically change recruiting
1. Do more of the smart things
2. Stop doing the dumb things
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The approach we used to identify the dumb things
We did an extensive lit. searchCompiled a master list of the top
30 dumb thingsProvided an opportunity for
recruiters to vote on ERE.net and Twitter to narrow down the list
Today we will present and discuss the results here at SMA
The top 10 dumb things recruiters do
7. Assuming interviews are accurate (Consequences – bad hires, more turnover, no forward thinkers)
(Action step – track their success rate, supplement them with real problems)
8. Using active approaches for passive candidates (Consequences – never see postings, lose top candidates)
(Action step – ID the approaches that work best for non-job seekers)
9. Not prioritizing jobs (Consequences - lost rev, low budgets, perceived as not bus. like)
(Action step – treat rev/ rev impact & mission critical jobs special)
10. Not identifying job acceptance criteria (Consequences - hurts marketing/ attracting & selling passives)(Action step – house buying magnitude, ask in the initial interview) 19
The top 10 dumb things recruiters do
4.Not learning the business(Consequences – mgrs. & candidates ignore you, low bus. impact)
(Action steps – one day hiring, interview Friday, video interviews)
5. Using the same rec. process for different level jobs(Consequences – no returned calls, slow hiring & low qual. hires)
(Action steps – 1 day hiring, interview Friday, video interviews)
6.Making slow hiring decisions (Consequences – those with multi-offers gone, frustrated mgrs., rev. loss)
(Action steps – one day hiring, interview Friday, video interviews) 20
The top 3 dumbest things that recruiters do
1.Not managing the candidate experience (Consequences – hurt brand, lose customers, they extrapolate)(Action steps – measure satisfaction, visit glassdoor.com, ask in orientation)
2.Expecting dull position descriptions to attract(Consequences – competitors get the best, mgrs. frustrated)(Action steps – call marketing, compare them, drop comp.)
3.Not taking advantage of EE referrals(Consequences – loss of volume, quality, assessment & selling)(Action steps – responsiveness, tie to social media, proactive)
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Not quantifying the $ impact of hires
Not measuring the quality of hire
Not preparing for innovators
Underutilizing mobile
Trial-and-error social media use
Failing to develop a business case
Not learning fast
Not looking if a competitor is hiring
Failing to use the best sources
Mistaking software as solutions
Assuming resumes are accurate
Assuming that rec. tools work
Dropping the overqualified
Dropping job jumpers
Dropping rejected candidates
Overemphasis on the past
Using generic competencies
Being a requisition coordinator
E. brands that don’t differentiate Allowing hiring managers to hire for their needs
The other 20 dumb things that recruiters do