Staffing World 2015 Recap - Haley Marketing Group...HOW TOP PRODUCERS RUN DESKS Danny Cahill • How...

11/5/2015

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Presented by

Brad, Kelly, Maggie, Ryan,Paula & David

Staffing World 2015 Recap

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Staffing World 2015 Keynotes

Opening Remarks Richard Wahlquist, President and CEO

• Staffing firms need to do a better job

at telling our story.

• Staffing penetration rates are at their highest ever,

but still enormous room for growth.

• The story of North America’s top HDTV

manufacturer.

(http://www.zdnet.com/article/how-does-vizio-keep-its-tv-prices-so-low-lots-and-lots-of-outsourcing/)

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Attendee Poll

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Opening Remarks Richard Wahlquist, President and CEO

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• Disruption is occurring in every industry,

and the consequences of change are hard to predict.

• Predicting incentives that will work is as hard as

predicting the future.

• To design incentives, get data that reflects reality.

• To solve problems, redefine the problem so you can

eliminate artificial barriers.

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RETRAIN YOUR BUSINESS BRAINStephen Dubner, Author: Freakonomics

• 90 million millennials are shaping the workforce

• Motivation is more than a paycheck- Main goal: having a purpose

- Job satisfaction: making an impact/making a difference

- Engaged worker: believes company cares

• Strengths vs. Weaknesses

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GOOD TO GREAT? OR LOUSY TO GOOD? Jim Clifton, CEO, Gallup

• “We are in an era of unprecedented access to

information, exponential reach & hyper immediacy.”

• “We need COURAGE to challenge the unwritten rules

of our organization.”

• “Are there places where you could

or should share more information?”

• “Love people. Serve people.

Add value. Have fun!”

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BUILDING NEXT-GENERATION ENTERPRISESSeth Mattison

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Staffing World 2015 Sessions

HIRING VIA TWITTERRoundtable Session

• Common question: how to organize responsibility

for Twitter between recruiters?

• What are the best ways to measure Twitter success?

• How should you grow a Twitter following?

• What is the best way to post jobs on Twitter?

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DEALING WITH DIFFICULT CLIENTSRoundtable session

• Is it a difficult client…or

a client that is not a good fit for a partnership.

• What is the key to overcoming these challenges?Hint: It’s all about relationships!

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BENCHMARKING DATA & DETERMINING ROIRoundtable Session

• Data is vital to evaluating ROI.

• Conversation focused around measuring

ROI of individual recruiters.

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MARKETING STRATEGIES & TECHNIQUES Roundtable Session

Common questions:

• How do we optimize our recruiting efforts?

• What are the best jobs boards to post on?

• What social sites are the best places to find top talent?

• What is the best way to post jobs to get response?

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WOMEN AND LEADERSHIPLoretta Penn

• LP’s LPs • Learn to succeed and prepare to fail

• Be authentic

• Network, network, network

• Do even better at the things you already do well

• Surround yourself with smart people

• Take on more

• Practice

• Take care of yourself

• Listen with the intent to understand

• Express gratitude

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WOMEN AND LEADERSHIPLoretta Penn

• Do you want to be a leader…or

do you think you should want to be a leader?

• 4.6% of Fortune 500 companies have women CEOs • 52% of American workforce is women.

• 2.3% of women execs express an interest in CEO position.

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THE WAR FOR INTERNAL TALENTPanel Discussion – Robin Mee

New Innovative Techniques to Recruit

• How to appeal to millennials

• College recruiting plan

• Engagement & Retention

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RECRUITING IN THE AGE OF SOCIALGerry Renoe

• “Recruiting is the last thing you should worry about.”

• Four things you should focus on instead:• How are you making your customers and workers feel?

• Hello? Are you there?

• Do you know where Waldo is?

• Social

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MISE EN PLACE YOUR STAFFING FIRMJason Leverant, CSP, PHR

• Mise en Place = Put in Place

• Who would you ask for help?

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HOW TOP PRODUCERS RUN DESKSDanny Cahill

• Top producers can’t help you because they don’t

know how they do it, it’s instinctive.

• Qualities all top producers have:

• An inner belief that they will do great things.

• Driven by money.

• Hyperbolic sense of urgency - do what is hard first,

never put important tasks off.

• Great people-reading skills.

• They don’t close, they nudge and encourage.

• They have a beast mode. (Just like HIIT - high intensity interval training.)

• Attention span is the most scarce resource.

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• They are bleeders.• Refer down

• No isn’t personal

• Who is the most talented person you know that I should be aware of?

• They are specialists - generalists will not survive!

Must have at least two of these:

• Function (e.g., sales)

• Industry (e.g., software)

• Level (e.g., CxO)

• Location (e.g., Houston)

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• How to use technology:• Text for motion

• Email for content (never send an email that you have to scroll)

• Call for persuasion

• “Let’s Diss-Connect”

• 83% of LinkedIn InMail not responded to

• 40% of LinkedIn Profiles have falsehoods or are “fluffed”

• The front end (sourcing) has never been easier - fast access to talent

• The back end has never been harder (contacting, placing)

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HOW TOP PERFORMING STAFFING FIRMS SUCCEEDEric Gregg

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• If you don’t take care of what your brand means,

then ultimately your brand begins to mean nothing.

• 4 out of 5 people who get referrals still vet staffing firm online.

• Online reviews are the second most trusted source.

• 2 biggest complaints:• Pushy

• Misrepresenting people they are trying to place

• 2 differentiators:

• Remarkable people and process

• (Not responsibility → take opportuniQes)

• 78% of talent will accept less than their minimum required salary if there

are positive reviews online about the employer.

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• High growth firms report turnover 75% less

• Key issues driving turnover:

• feel underpaid

• don’t feel that immediate manager is doing enough

• don’t feel receive performance feedback

• What makes a satisfied employee? NPS + feeling of optimism

+ enjoy peers + opportunity for growth/recognition

• A prospect is 22% more likely to take a meeting with you

if you can provide data that directly impacts their company

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• Importance of hiring for fit

• Manage expectations

• Compensation

• Culture

• External vs. internal hiring

• Great managers

• Developing management skills

• Value of “B” players

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SPOT FUTURE MANAGERS & DEVELOP LEADERSTom Gimbel

DIFFERENTIATION: ARE YOUR READY FOR 2016? John Maly

• Attraction & Awareness

• People want to share good stories (without prompting)

• Experience

• Process

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SEO & YOUR ONLINE BRANDRuth Burr Reedy

• Back to the basics.

• Your entire online brand should be consistent.

• Measure results.

• When selecting keywords, focus on ones that you

have an opportunity to be competitive with.

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SPEED UP THE SALES CYCLEJill Konrath

• When we prospect, we are on cruise control.

• To shorten the sales cycle:

• Simplify what we are selling, saying & offering

• Look for trigger events

• Change your messaging

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HOT TECH The Top Features to Hit Staffing in 2015

• Bullhorn Pulse

• Monster Social Job Ads

• eStaff365

• Joberate

• Textkernel

• Fyre Sidebar

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Staffing World New Stuff

SOCIAL MEDIA IS A SCIENCEBrad Smith & David Searns

• More leads now coming from inbound rather than

outbound activities.

• Inbound marketing can drastically cut cost per lead.

• Social is about measurement and adjusting.

• You need 22 minutes/day.

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CLIENT BRAINSTORMING MEETINGS Brad Smith

• Pre-show marketing works.

• We bring what works for other staffing/recruiting

firms back to our clients.

• We ask about/listen to the biggest challenges our

clients face, then brainstorm solutions.

• We look for repeatable success.

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Staffing World VOICE Awards

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StaffExWebsite

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RealStreeWebsite – BEST IN CLASS!

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PrideStaffWebsite

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Strategic IT StaffingSocial Media – BEST IN CLASS!

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CoWorx StaffingSocial Media

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Team1MedicalWebsite

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Advance Staffing SolutionsCorporate Identity

Staffing World Lessons Learned

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Ryan

• Act like a recruiter, think like a marketer!You send an InMail, what happens next?

1. They visit your profile

2. They visit your website

3. They view your open job opportunities

4. 17% of the time, they reply

• One size does NOT fit all

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Paula

Sharing Content on Social Media Works!

1. A true sales and recruiting tool

2. Leading staffing firms are using it

3. Get total team to buy-in

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Maggie

• Don’t fear change.

• Video will increase social engagement.

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Kelly

• Mobile, mobile, mobile

• Millennials - they are 90 million strong in the

workforce, but what does that mean?

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Brad

• There is still a lot of confusion about how to

use social media.

• Preshow marketing works.

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Rick

• Technology is changing the fabric of the

staffing industry.

• The velocity of staffing is increasing.

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Vicki

• Staffing World has come a long way

in 10 years!

• Technology plays a huge role in a staffing

company’s success.

• Staffing is cyclical.

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David

• To make conferences a success,

get out in front and don’t follow the herd.

• Build your company around your team…

not yourself.

• Make the best use of every minute

(you can sleep once you get home).

#lunchwithhaley

Coming Next:

Recruit More Candidates NowThursday, December 17 at 2 PM EST

Reserve your seat: www.lunchwithhaley.com

Staffing World 2015 Recap - Haley Marketing Group...HOW TOP PRODUCERS RUN DESKS Danny Cahill • How...

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