Hiring Faster - and why you should

Shannon has over 30 years of experience as leader in recruiting, talent acquisition and employee management and is the author of Temporary Sanity, Managing Today's Flexible Workforce, SOCAA Publishing, 1995. She has lead high performing teams to implement both talent acquisition and contingent staffing strategies and has consulted with large and small employers to develop recruitment plans that support their company goals. With a focus on local and regional recruitment and employment trends, Shannon has contributed to many major business and employment publications and has spoken at both national and regional levels on the subject of hiring and managing a flexible workforce. As Senior Executive Recruiter for The Lawton Groups Executive Search and Consulting Division, Shannon focuses on providing leadership consulting and global search for senior management and executive positions, helping CEO’s round out their teams. Shannon is a member of both local and national chapters of SHRM, and is also a member of ERE, MIT Forum, California Chamber of Commerce, and a former board member of SME Connect (now SDTech) and VISTAGE International. She is Vice President for the San Diego Chapter of California Staffing Professionals, Best-Practices Chair for the State CSP Board and has served as Co-Chair of San Diego Workforce Partnership Youth Council. She is a graduate of LEAD San Diego and volunteers for numerous local non-profits. Ms. Erdell holds a BS in Biochemistry and resides in Rancho Bernardo.

The Lawton Group, founded in 1985 as TLC Staffing, a brand that is still active today, has received numerous business awards including, Fastest 100 Private Companies in San Diego, Top 50 Woman-Owned Businesses in San Diego County and Top 500 Woman-Owned Businesses in the USA. Headquartered in San Diego, The Lawton Group provides, Temporary, Contract, Contract-to-Hire, Consultants and Permanent Placement services Nationwide.

Shannon ErdellSenior Executive Recruiter & Global Contracts Manager

The LAWTON GroupStaffing Consulting Training Executive Search♦ ♦ ♦4747 Viewridge Avenue, Suite #106, San Diego, CA 92123

Shannon Erdell, CSP, CACHR Summit ~ San DiegoNovember 1, 2016

Sally,What happened

to that great

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interviewed 4

weeks ago?

Joe

Hiring Faster! And Why you Should

AgendaThe case for hiring faster How to make it happen, without sacrificing on your HR professional due-diligence & talent quality.

Not completely convinced? Hamstrung by rules? You can still make a positive impact on speed and results with a few process changes.

Q&A

Why does speed matter?

Is “Hire Slow and Fire Fast” the big lie? Answer: “It depends.”Top performers with high-demandskills can be hired within 10 days.

Avoid “Brand ArroganceJust ask (Washington Post: An Inside Look at Google’s Data-Driven Hiring Process Improvements)

Faster offers mean less $$ competition for compThe longer any candidate is on the market, the more likely you are to be facing competing offers – this is even true for ‘passive’ candidates who were not actively looking for a new job.

What is the monthly cost of your open positions?!

Productivity costs of unfilled job openings

“Top performers are extraordinarily valuable. Top performers can produce 5, 10 and even 25 times more than the average employee in technical jobs.” ERE Recruiting

This!

https://www.officevibe.com/blog/12-recruiting-stats

You can improve speed AND quality of hire

Get Exec pre-approval for job offer on high demand, priority, top talent

Write more interesting, goals-driven and results-oriented position descriptions

Use an anticipated “Hire-By” Date NOTE: “HIRE-BY” DATE is NOT the “START” DATE

PRE-CALENDAR INTERVIEW TIMESLOTS with hiring teams!

Administer Assessments earlier in the process – “Fail Faster”

Make use of Video

Advertise your process timeline.

Train your managers: how to conduct behavioral interviews, how to truly engage candidates, and how make better hiring decisions faster.

Prioritize jobs not only by internal urgency, but also candidates supply/demand.

Can you advertise and stick to an estimated Hire-By date? Can you get Exec pre-approval on offers for high-priority positions? Can you test and fail faster?

Maintain continuous communication. Maintain personal contact with top level and mission critical candidates.

Keep hiring-managers actively involved in continuous candidate communication loop. Just like service and product quality, attracting and engaging great talent should be everyone’s job!

Get your super-star on board by hiring on short-term contract until you can get the offer completed, (if you don’t already have preapproval.)

Use a Trusted Executive Search Partner for Top Talent who will give your search priority and be your advocate.

Work with a Proven Staffing Firm to outsource lower level and contract positions

“Thanks but . . .there really is no way I can speed up our process.”

Can you make incremental improvements?

Resources: https://www.eremedia.com/ere/steps-for-increasing-your-speed-of-hire-in-order-to-improve-your-quality-of-hire-part-2-of-2/

https://www.weforum.org/agenda/2015/12/the-19-most-in-demand-jobs-for-2016/

https://hiring.careerbuilder.com/talentstream/recruitment-analytics/emsi-analytics


http://fortune.com/2015/08/06/want-quality-talent-hire-faster/

https://www.eremedia.com/ere/steps-for-increasing-your-speed-of-hire-in-order-to-improve-your-quality-of-hire-part-2-of-2/

https://www.eremedia.com/ere/steps-for-increasing-your-speed-of-hire-in-order-to-improve-your-quality-of-hire-part-2-of-2/








Questions? Suggestions?

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www.lawtongrp.com

Hiring Faster - and why you should

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