Who Is Your Candidate
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Who is your Candidate… ReallyWho is your Candidate… Really
Presented byMargaret Graziano
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Who is your candidate…..Really?
A fundamental step by step process
that will empower you to know your
candidate inside and out.
A fundamental step by step process
that will empower you to know your
candidate inside and out.
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• Lack of trust
• Frustration
• Open to doing their job search right
• Seek coaching and advise
• Expect honesty
• Yearn for alliance/partnership
• Looking for long term partnership
Industry SurveyStrong Evidence for Consultative ApproachCandidates desire purpose and fulfillment in their work
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candidates What are
greatest frustrations
they want and need ?in securing the position
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15% to 20% decrease in earnings per year
It all adds up.
Eachpoor career choice can cost
Losses can include:
• Self esteem
• Track record
• Growth
• Career progression
• Time
• Money
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• Proven results
• Behaviors
• Skills
• Personality traits
• Cultural match
• Long term fit
• Upwardly mobile
• Trainability
• Commitment
Industry SurveyStrong Evidence for employers need of Key Players
Over 30,000 companies interviewed by CNN60% - Major concern is attracting and securing the “right “ talent
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Making an ImpactCareer Satisfaction
AppreciationRespect
Development Challenge
RecognitionGrowthMoney
What would have you making placements
That had your candidates lov’n their job
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Great companies
Defining what the employee needs to do to achieve great performance
Invest more time
Spend the time isolating what great performance is in the role
And even more time
Proactively assessing & definingthe right behaviors, values, motives, of the right person.
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Great candidates Spend the time to delve into
what they really want
And more time
Understanding themselves, their values, work style, strengths, talents, skills & marketability and viability in the workplace
In the Search process going after the right fit for their long term satisfaction
And even more time
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Respect & Appreciate Your diligence, thoroughness & credibility as
Your Job isto cause the candidate to
And then to partner with them in achieving
their career goals.
their career coach.
their advocate,
their counsel &
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• Behavioral interviewing
• Personality assessments
• Cognitive ability awareness
• Attitudes and values
• Communication, work style, compatibility
• Benchmarking against top performers
Expand your ability to Assessand strengthen your credibility
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Transferable skills Transferable environment
Role -Accountabilities Behaviors - Work Style Team compatibility Company culture –mission -goals
Search & Recruitment Planning
Role -Accountabilities Behaviors - Work Style Team compatibility Company culture –mission -goals
What are my clients looking for
Transferable skills Transferable environment
Where are my “ideal” candidates now
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• Results not resume based presentations
• Make solid, long term, impact placements
Maximize Your Effectiveness
in the role, at the company and on the team
Identifying and assessing who the candidate needs to be for a natural ‘successful fit’
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Tri-convergence of the 3 indicates potential for levels of performanceTri-convergence of the 3 indicates potential for levels of performance
FRONTAL LOBE learned competencies
CORTEX flight or fight behaviors
STRUCTURAL BRAIN
values are stored
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Sourcing
Advertising
Data base
Internet
Sources
Networking
Direct sourcing
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RED FLAGS
bring the future
to the present
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Is it a Match?Fundamental for career satisfaction
• Success Behaviors What are the Success Behaviors needed for a successful placement – are those natural for you
• AssessmentsWhat are the core components of personality needed in this role and is that who you are
• Skill assessmentsWhat are the walk in the door skills needed to hit the ground running – do I possess those
• Attitudes and valuesHow will I be rewarded and acknowledged in this role and in this company and does that appeal to my core motivations
• Communication, work style, compatibilityWhat is the culture and communication style that will lead to a natural success in this role and is that my natural style
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Core Elements
KeenHire™
Candidate Assessment Process
• Profiling the fit
• Assessing personality, values, communications
• Comprehensive interviewing
• Behavioral interviewing
• Powerful impact matching
• Employer research
• Briefing process
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HowWILL your candidate differentiate themselves
to choose them – every time !
CAUSE the right opportunity
from the sea of competition…
And
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Bibliography Good to Great Jim Collins
Top Grading Bradford D. Smart, PHD
Raving Fans Ken Blanchard, Sheldon Bowles
The Truth about Managing People Stephen P. Robbins
The One Minute Manager Ken Blanchard
7 Habits Stephen R. Covey
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Making an Impact
Career Satisfaction
Appreciation
Respect
Development
Challenge
Recognition
Growth
Money
What would have you making placements
That had your candidates lov’n their job
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Toll – 888-533-6447Cell – 408-679-4122
Follow me on twitter: @keenmargo
LinkIn to me for the latest buzz on Talent Management- Margaret Graziano
Read and post to my blogblog.keenhire.comwww.keenhire.comwww.keentalent.net
www.keencoaching.com
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