Competitive Techniques in Recruiting

Transcription

1 Competitive Techniques in Recruiting Getting Strategic Talent We Need in Today s Market PRESENTERS: Dan Bagley and Grady Cope, Reata Engineering DATE: 26 October 2017 Copyright 2017 B&B Management Labs All Rights Reserved

2 Topics Today Part 1 1. People matter in execution of strategy more than any other factor. 2. Recruiting is competitive. Are you? Part 2 1. Our stories good and bad. 2. Techniques for finding appropriate candidates for the main job roles & functional areas within a company 3. Sources to find and communicate with candidates 4. How to review resumes and profiles to determine if a candidate should proceed to the interview stage. 5. Ideas for recruiting & onboarding process

3 Strategic Ink Differentiating, competitive, sustainable strategy requires deep insight. Vision Mission Internal Organization Our Results S.W.O.T. View External Business Trends Strengths Weaknesses Resources Competition Culture Opportunities Threats Enduring Needs Processes Profit Pools Create Strategic Options Choose Competitive Strategy Prioritize & Resource Strategy De-Prioritize & Cleanse Execute & Measure

4 People are the only way strategy gets deployed. Peter Drucker

5 For 2016, there were a lot of no answers (BBML Survey of Industrial Manufacturers, January 2017) FOR 2016, DID YOUR COMPANY ACHIEVE GOALS IN THE FOLLOWING AREAS? 30% 52% 61% 36% 45% 79% 70% 48% 39% 64% 55% 21% REVENUE PROFITABILITY MARKET SHARE NEW PRODUCT SALES NEW MARKET SALES COST REDUCTIONS

6 Priorities for 2017 (BBML Survey of Industrial Manufacturers, January 2017) Creating organic sales growth Supply chain speed Cost controls Price command for new New market entry Supply chain cost Price command for existing Investment tracking

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8 Recruiting is competitive. And if you don t win, you lose.

9 PEOPLE = RESULTS

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11 BETTER PEOPLE CREATE BETTER RESULTS

12 Cost of a Mis-Hire Cost Ops Sales Quality Purchasing Wages during employment $40,000 $35,000 $25,000 Search, advertising or fees $2,500 $2,500 $2,500 $2,500 Lost employees $50,000 Missed sales $250,000 QC shipment returns $50,000 Missed productivity $50,000 Delayed strategy $500,000 Missed savings $100,000 $50,000 Total: $742,500 $287,500 $52,500 $77,500

13 Mis-hires

14 Benefits of a Fit-Hire BENEFIT Ops Sales Quality Purchasing Increased Production $200,000 $35,000 $50,000 $200,000 Reduced scrap & rework $50,000 $2,500 Increased Utilization $50,000 $50,000 Improved OTD $250,000 $100,000 $25,000 Reduced returns Improved Cash flow $50,000 $25,000 Increased sales $200,000 Reduced costs $100,000 $50,000 $50,000 Total: $650,000 $287,500 $200,000 $350,000

15 Don t hire unless you must. Risk of new employees is high. Training and development of known employees is much lower risk If you need new positions, rotate your people through to put least risky positions in as new Focus on only hiring A-players when you hire. Driving productivity is far more efficient with funds than recruiting or hiring.

16 RECRUITING = SALES

17 Think about your customer. Relating to jobseekers you want to hire is the first key to successful recruiting. Think back Have you been recruited or competed for a job at a new company? What would it take you to join a company again and relearn the totem pole? Why would you leave? Why would you stay? Who is looking and why?

18 Myths about hiring now. Millennialism People want to change jobs Money isn t the main factor in most hires Top talent is looking for a new job It s a buyers market Companies are alike in attractiveness to talent HR can recruit

19 Why would anyone work for my company? Same wages as others in the market. Few career advancement opportunities Locked in one job for many years Rare educational opportunities No tuition or class support Don t have a development plan Believe that employees are limited to their current jobs

20 The talented people you really want already have good jobs. They are not often looking and when they are it is for: Opportunity Promotion Dissatisfaction with leadership and/or mentor Can t see growth in their careers Money & earning potential Did not get merit raise or enough Realize that skills and training have value to others Great employees are loyal, focused, dedicated and stable at another company.

21 Unemployment is VERY low and competition for A Players is high. Top feeling companies get the best employees. Money matters. Top attractors: Work place culture Quality of leadership Opportunity for advancement Stability & growth

22 Elapsed time to find a new job is much less, now.

23 Best places to find your next employee?

24 What do you want, really? What do we want?

25 Competencies

26 Make a Specific Competencies List

27 Competencies

28 What s an A-player? Top 10% of the talent available. Programming, accounting, etc. hard skills Behavioral characteristics Attendance Self-direction Ambition Self-awareness

29 Where would you go to find a job?

30 And more and more are coming every year

31 My favorites Indeed all positions Execunet executive leadership positions

32 A solid list of sites, here.

33 I use Indeed.

34 Great tools.

35 Screening is EASY. Set some time aside each day. Respond to great candidates immediately.

36 About coaching Sports teams and military units do not hire great people then expect them to do it They plan, train, practice, and feedback to their athletes Honestly, how much devotion do we have to rigorous personal development? Do we teach our leader levels to be students? And to teach?

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38 Who to Interview??

39 Screening: What you think or feel about work isn t the question. We are looking for: What have you done? What have you done? Accomplishments. References. Honesty about role in accomplishments. Stories how did the work get done? Self-education? Volunteer action? Why are you looking? NO LETTER - NO FURTHER

40 Track how you are doing.

41 Topics Today 1. Techniques for finding appropriate candidates for the main job roles & functional areas within a company 2. Attendees will learn how to utilize different sources to find and communicate with candidates 3. How to review resumes and profiles to determine if a candidate should proceed to the interview stage. 4. My recruiting process for what it s worth

42 Finding people is easy. Finding Talent takes devotion to the task. Hunt social media but someone must respond Employee referrals Association meetings (purchasing, ops, etc.) Continuous ads e.g. when you sponsor a local team, focus on recruiting