Recruiting Alchemy: Turning 500 Applicants into a Successful Hire

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ERE Webinar Series: Recruiting Alchemy Turning 500 Applicants into a Successful Hire

Iris Libby ILRC Recruitment Consultants

New York, NY

July 20, 2011

Welcome

2 © Copyright Iris Libby 2011. All Rights Reserved.

Today's Resident Alchemist-in-Chief

Iris Libby Managing Principal LRC Recruitment Consultants [email protected]


Alchemists’ Trial Run

© Copyright Iris Libby 2011. All Rights Reserved. 4

How many people were considered to be out of work during 2010?

1.  11,508,000 2.  14,825,000 3.  15,119,000 4.  15,935,000 5.  18,458,000

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The Challenge


Poll Time!


What is the more important challenge for you as a recruiter

or recruiting leader?

1. Getting more people to apply for your jobs

2. Getting the right candidate from the ones who already have?

Poll Time!


On average, how many applications do you receive for every role you post?

a.) Fewer than 50 d.) More than 200 b.) 51-100 e.) I don’t know; we don’t keep track c.) 101-200

On average, what percentage of people applying meet the qualifications of the role you’re recruiting for?

a.) Less than 5% c.) 15.1 and 25% b.) Between 5.1 and 15% d.) More than 25%

Your Candidate Short List


Your Golden Candidate


The Magic Recipe

A Pinch of Questions (Smart Variety)

A Peck of WinningSell

A Bushel of Candidates

100 Grams of Attention (Should be Undivided)

100 Grams

1 Bunch of WhatMatters

Generous Serving of TellMe

1 Liter of HeresWhy


A Generous Serving of TellMe


My TellMe Checklist

✓ Do I understand the role’s responsibilities?

✓

Do I know how to identify my WhatMatters?

✓

Have I set Hiring Manager expectations?

Poll Time!


Do all your searches begin with a TellMe – also known as an Intake call, Briefing session, Launch meeting, etc.?

a.) Yes b.) No

Do you have a standard form to capture all your information from your TellMe?

a.) Yes b.) No

A Generous Serving of TellMe


My TellMe Checklist

✓ Do I understand the role’s responsibilities?

✓

Do I know how to identify my WhatMatters?

✓

Have I set Hiring Manager expectations?

The TellMe Form


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Confidential Intake Call Information Date:

♦ What is the position title?

♦ Location of the position? Is this at the corporate offices?

♦ Who is the hiring manager?

♦ Who does this position report to? (If possible, get an org chart.)

♦ Who are this person’s peers?

♦ Does this person have a staff?

♦ Why is this position open? (Is this a new position or replacement?)

♦ Who will this person interact with at the company?

♦ What are the key responsibilities?

♦ What are the most important competencies that the successful candidate will need to possess?

♦ What are the must-have skill sets?

♦ What is the career path for this the person in this position?

♦ What is it about this role/company that will entice someone away from his/her current position?

♦ What is the compensation range? What other compensation is available (bonus stock, car allowance, etc.)?

♦ Will you relo a candidate?

♦ What are the travel requirements for this position?


Before After

•  BA/BS

•  Communications Skills

•  Potential to Grow

•  BS in Business with Marketing Focus

•  Record of Public Speaking, Published Articles or an Error-Free Resume

•  Record of Steady Career Progression


Position profile

• BA/BS

• Communications Skills

• Potential to Grow

Poll Time!


Why do you think so many job requirements are so vague as compared to other details included in a job posting?

a.) We are worried about being too restrictive and losing potential candidates.

b.) Our legal department has warned us against having too many requirements that we can’t justify.

c.) Hiring managers are not very good at making up their minds or we don’t really know what we are looking for. d.) No one thought about this as a problem.

e.) I don’t think this a problem.


Before After

•  BA/BS

•  Communications Skills

•  Potential to Grow

•  BS in Business with Marketing Focus

•  Record of Public Speaking, Published Articles or an Error-Free Resume

•  Record of Steady Career Progression


100 Grams of Attention (Should Be Undivided)

• Dedicate your time—no distractions

•  Be realistic about attention span

•  Identify your system

•  Set goals

•  Quit while you’re ahead

•  Act on your Yes pile

100 Grams




According to the Search Tactics Poll (sponsored by Career Journal), what are the top 3 most commonly used tools that candidates use to find job opportunities? 1. Internet job postings; personal

contact/networking; ads in newspapers

2. Ads in newspapers; career fairs; recruited by a professional recruiter

3. Personal contact/networking; ads in newspapers; career fairs

4. Internet job postings; career fairs; recruited by a professional recruiter $20.00 Amazon.com Gift Card

A Pinch of Questions


A Pinch of Questions


•  Focus on open-ended questions

•  Plan to allow time to answer questions

•  Leave them wanting more

1 Liter of HeresWhy


HeresWhy: Key Information


• Candidate Contact Information

• Relocation Summary

• Compensation

• Experience & Competencies

• Motivation

• Job Requirements

• Education

23

The HeresWhy Form




A Peck of WinningSell

✓ Company reputation or culture

✓ Exciting boss and/or interesting work

✓ Don't miss the opportunity!

✓ My ABCs


A Bushel of Candidates


Customizing the Magic Recipe

100 Grams


Putting it all Together

Profiling Screening • Reminder

• Piles

• Batches

• Keep it interactive

• Engage your candidates

• Remember ABCs


Poll Time!


Which two ingredients would you like to discuss?

a.) TellMe b.) WhatMatters c.) Attention

d.) Questions e.) HeresWhy f.) WinningSell g.) Candidates

Q&A Break

100 Grams




According to a recent ERE article, what was the primary source of hire in 2010. (In other words, where do most companies find their talent?)

1.  Colleges 2.  Direct sourcing 3.  Internal transfers and/or

promotions 4.  Career fairs 5.  Job boards

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Questions?


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Thank You!

Managing Principal ILRC Recruitment Consultants

[email protected]

Recruiting Alchemy: Turning 500 Applicants into a Successful Hire

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