Recruiting "The Best of the Best" - 4 Must Haves

Copyright 1997-2014 Lean Human Capital, LLC

Recruiting the Best of the Best!

(Versus the Best Available)


About – David Szary

“Fell” into recruiting in 1989!

First half of career, recruited (and managed teams) in “high tech” industry

for a publicly-held “high-growth” IT Service provider.

In 1997, founded The RIO Group (www.riogrp.com) & The Recruiter

Academy (www.recruiteracademy.com). In 2009 founded Lean Human

Capital (www.leanhumancapital.com), combining The Recruiter Academy

educational solution with analytic and process optimization best practices.

Has worked with over 10,000 recruiters from thousands of companies

across the entire United States, Canada, South America, Europe, Asia and

the Middle East, including some of the most respected organizations in the

world.

Unique opportunity to work with recruiters and recruitment organizations

performing in all types of market conditions within all major industries.

http://www.riogrp.com/

http://www.recruiteracademy.com/

http://www.leanhumancapital.com/


Today’s Labor Market


32 % “Listeners”/Passively

looking

34%

NOT LOOKING!

14% Seriously/Actively looking

20% Casually Looking

14% are seriously/actively seeking a new position.

20% are casually looking (a few hours now and then).

32% are passively looking (if something comes along, I’ll take

a look at it). We call them Listeners!

34% are not looking.

Source – Staffing.org , Bureau of Labor

Today’s Labor Market


Top Talent is Always

in Demand!


Today’s Labor Market –

Attributes of the ‘Best of the Best’

Virtually zero unemployment rate.

If they are unemployed, they will quickly find employment.

Everyone wants them.

They need to be ‘recruited’ (even the top college grads).


Recruiting Best of the Best (Top Talent)

Best Practices

Ensure Top Talent can ‘find you’.

When they find you, what is your compelling Value Proposition.

When they apply, they need to have a great experience!

If they don’t find you, you need to go find them!


Hyper Active Candidates

Ultra Passive Candidates

77% of job seekers START

their job search at a

search engine (Google

most popular) typing in

Key words relevant to

their search . Indeed

postings consistently

rank first in each search

engine.*

23% start search

directly going to

specifics sites including

company websites, job

boards and

social sites.*

*Source: Gartner & CareerBuilder

How do they find you? –

Organic SEO & Targeted SEM


Ensuring Top Talent Finds You

Job Postings – Best Practices

Key Word Friendly - Effective use of Key Words (SEO/SEM)

Ensure Posting is Visually Appealing and professional with correct grammar and no typos!

Provide a Compelling Value Proposition that is concise and to-the-point.

Provide Position Details (description, requirements, etc.).


The Importance of Keywords

Use the words the job seekers are

using:

o It is how job seekers find our posting.

o It is what increases your rankings!

Alternative job titles:

o Number of times repeated in a

posting ups the rankings.

Some sites have a time factor. The

longer the job posting is out there, the

lower it will rank.


The Importance of Keywords

1. Determine alternative job titles:

What is the most simple, basic version of this

job title?

o You are calling it “Northwest Territory

Business Development Manager”.

Simple versions of the same title could be:

o “Sales Manager”.

o “Territory Sales Manager”.

o “Regional Sales Manager”.

o “Business Development Manager”.


Once they find you - What is their experience?

What is your compelling value proposition?

What is the application

process like? Is it easy to

engage? Is it mobile?

What is your ‘brand’

socially? Glassdoor?

Other sites? What is your compelling value proposition?

What is the candidate

experience like? What do

the non-hired candidates

say about their

experience?

Average Job Seeker spends 6 seconds reviewing a job posting before they decide to read further or leave posting.


Crafting a Compelling Value Proposition!

Candidate’s Motives to Move

(or to call you back)

What Can You Offer?What Can Your

Competitors Offer?

Identify Pain or Pleasure

“Gaps”


Job Postings

Before & After Examples


Recruiting Best of Best (Top Talent)

Best Practices






Sharp Shooter versus Shot

Gun Approach:

o Proactive Referral

Sourcing with Rock Star

Employees!

o PERP Technology.

o Boomerang – P-CRM.

o Capturing Lists/CRM.

The Sharpshooter Approach



Gun Approach.



Employees!

o PERP Technology


o Capturing Lists/CRM


Pragmatic sourcing solutions for those

with limited time!!


Benefits of A Referred Employee from A

Rock Star Employee

There is increased data supporting the strong business impact

referred employees have on organizations:

Referred Employees are already the #1 source for new hire

volume; averaging 24.5%. *CareerXroads 2013

Referred Employees rank as the #1 source for new hire quality in

two studies:

o 61% are hired from referrals on social media or company career page compared

to 14% hired from job boards. *staffing.org 2011 and Aberdeen Group 2013

Referred Employees have a higher retention rate:

o 43% of hires from referrals and company career page stay longer than 3 years.

o 14% of hires from job boards stay longer than 3 years.

*Jobvite Social Recruiting Survey 2013

Faster Time-to-Fill, a fraction of the recruiting costs … the ROI of

referred employees becomes exponential!


Keys to Success:

Develop Relationship.

Socratic Questioning – Take the

‘Thinking Away’!

What’s in it for them?

Be Prepared for the Reflex Response

(Stimulus-Response Reaction)!

Conversational Investigation (IQs)


MINDSTORM with your managers…who are your “Rock Stars!”?

Engage and develop relationships with these individuals (face-to-face if possible).

Ask good thought-provoking IQ’s:

o Where did you work previously (go back 1,2,3 jobs)?

o How many peers did you have that did what you did?

o To whom did you report? Who reported to you?

o If you had to create a dream team of former peers, who would be your “starting 5”?

o Do you (did you) belong to any industry associations we should be active in?

o If you were me, and had to find a person like you, what would you do?

o Who should I connect to within your network (LinkedIn, Facebook, etc.) that can help me with my search?

IQ’ing Rock Star Employees


The growth of social media platforms and the

internet make it easy for people to connect.

There is increased visibility of candidates’ work

on the Internet to assess for right fit.

New referral technologies and vendors make

referring easy.

o Facebook and Twitter are very difficult for

passive candidate search, but most successful

for Employee Referral.

o Consider a tool to assist your PERP.

PERP - Leveraging Technology/

Social Media Channels

Rolepoint – www.rolepoint.com

iMomentous – http://www.imomentous.com/

Careerify - http://www.careerify.net/

Zalp – www.zalp.com

http://www.rolepoint.com/

http://www.imomentous.com/

http://www.careerify.net/

http://www.zalp.com/



Gun Approach:



Employees!

o PERP Technology.


o Capturing Lists/CRM.



Boomerang Rehires

A pragmatic plan to turn ‘regrettable’ turnover into a top source of hire:

1. Each month or quarter, identify those valued employees that left

on good terms. The individuals that the manager/department

would LOVE to have back.

2. Ensure you have accurate contact info (email, phone, LI profile,

etc.)

3. Create a centralized list for all of these former rock star

employees (store in ATS, CRM, Excel document, etc.).

4. Develop a relationship management campaign. Every 2-3

months, reach out to them to see how they are doing, let them

know they are missed and . . . if they are interested in having a

conversation about employment – - to contact you ASAP.


For each ‘core skill set’ you recruit for:

Identify all associations (think Diversity ), user groups (ask employees,

hiring managers, surf the net), etc:

o Get managers to join (if they are not already members) and get

membership list!

o Have someone attend meetings and conferences to collect business

cards (not just hand them out).

o If they have a website, post a job, source candidate database, etc.

o Sponsor meetings, advertise in newsletter, speak at events.

Identify all industry conferences:

o Identify managers and employees attending – get the conference

attendee list.

o Download all attendee speakers into your database/network. Use for

referral sourcing.

You Capture Lists OF the

Best of the Best!


Recruiting Best of the Best (Top Talent) –

Recommendations from this session

Best Practices





Go to a browser and search for a few of your key jobs. Can you find them? Where do they show up in your search return (1st page, etc.)

Review your job postings. Are they compelling? Would you continue to read after 6 seconds!?

Apply for the job - - if you were a talent passive job seeker, would you continue?

How do you find talent (review strategies discussed in this presentation!


Recruiter Academy Certified

Recruiter Program (RACR)

We are very excited to be able to provide our Recruiter

Academy Certified Recruiter program in a webinar based

format. Our next session starts January 13, 2015.

The program is delivered over 11 web-based modules that allow

our students to absorb, retain and apply the concepts and

principles gradually over time!

With participation in our program, you are eligible to become a

Recruiter Academy Certified Recruiter (RACR).

The program also qualifies for 15 HRCI credits.

Special Pricing available when 3 or more people attend.


Partial Client List – Higher Education


What some Higher Education Recruitment Leaders are

saying . . ....

Luke Taylor – Recruitment Manager at University of Colorado Boulder

• “Helped our team think out of the box – get out of the rut of transaction mode”.

• “Increased our confidence to gain buy-in from recruiting leaders”• “Modules 3-6 gave us a strong perspective of industry best practices

which we applied directly to our process”• “Provided us with ammunition to get some quick wins in a constrained

environment”

ROI – Proven Track Record

Charlene Lowe – Formerly of University of Minnesota. | Responsible for leading strategic initiatives related to the hiring of 3000 staff and faculty professionals annually.

• “The RACR class is just what the doctor ordered”


Interested in Lean Human Capital, Healthcare RECRUITx Community or our

Recruiter Academy Certified Recruiter Program

Please contact Joe Bieth at: [email protected] or 586.215.9775

Recruiting "The Best of the Best" - 4 Must Haves

Recruiting & HR

Transcript of Recruiting "The Best of the Best" - 4 Must Haves