Win the War for Talent : Effective Strategies for Tapping Passive Job Seekers to Answer Your Hiring Call

Transcription

1 Win the War for Talent : Effective Strategies for Tapping Passive Job Seekers to Answer Your Hiring Call Presented by: Kim Seeling Smith Ignite Global Tuesday, June 30, :00 3:00 p.m. Eastern 1:00 2:00 p.m. Central 11:00 12:00 p.m. Pacific or For CD and other purchasing information, contact customer service at: or service@blr.com 2015 BLR and HR Hero Business & Legal Resources and HR Hero. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission. This program has been approved for 1.0 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI website at

2 Win the War for Talent : Effective Strategies for Tapping Passive Job Seekers to Answer Your Hiring Call Presented by: Kim Seeling Smith Ignite Global June 30, 2015 Customer

3 44% of hires were rated not good by their hiring manager technology / globalization

4 2014 Ignite Global Licensing Pty Ltd Industrial Age Routine Tactical Predictable the workplace shift Social Age Innovative Creative Strategic aging workforce

5 85 Million global jobs unfilled by 2020

6 Gen Y old school practices

7 to hire social age staff what to do?

8 last to leave turn off the lights #MRFM Customer

9 Top Talent low hanging fruit

10 interviewed over 5,000 candidates not rocket science

11 Know what you want and when you want it Top Talent Know what you want when you want it Workforce planning

12 Know what you want when you want it Workforce planning Outcome based job objectives task based job descriptions

13 Outcome Based Job Objectives Sometimes called Performance Based Job Objectives Outcomes not tasks Any role will have 3 5 max Can typically be measured Embed a why Uses real language Sample OBJECTIVES: Receptionist Answer phones and greet customers. Becomes: As the face of ABC Company, you are responsible for providing a great first and long lasting impression for potential customers, suppliers and business partners. You will do this by greeting everyone, by phone or in person, quickly (within 1 minute of arrival if in person or within 3 rings if by phone) and professionally and by providing assistance to help them with their specific inquiry or need. Successful completion of this objective should result in no more than one complaint per quarter.

14 Sample OBJECTIVES: Operations Manager You are responsible for inspiring and leading the team of people who deliver on our promises to our clients (elaborate) and for helping your team to achieve their individual and collective business goals and their personal development plans. Safety and quality standards should adhere to those laid out in SOP... Employee retention will be greater than 90% per year At least 2 employees per year should be considered for promotion as a result of their Personal Development Plans. Free Resource info@igniteglobal.com Job Objectives Template with examples

15 Know what you want when you want it Workforce planning Outcome based job objectives Strengths vs Skills hire for skills

16 Strengths vs Skills Skills can be taught In a skills short market they are hard to come by Changing rapidly! Strengths are hard wired into our brain between 3 15 They bring them to the interview! They are the underlying foundation that ensures someone will be successful at deploying the skills needed for the job Know what you want and when you want it EVP Top Talent

17 Employer Value Proposition EVP Heart of the recruitment process Gravitational pull Not to be confused with a marketing brand ALL interviewers must be on the same page Should not be developed by HR or Marketing Ask! High performers Alumni Recruiters Current candidates Know what you want and when you want it Applicant Tracking System EVP Top Talent

18 Applicant Tracking System Is your CRM Can be expensive and sophisticated or simple and free (Excel, Outlook or free database) Most important features are to store, tag and retrieve Is also very helpful to be able to track activity Know what you want and when you want it Traditional Methods Applicant Tracking System EVP Top Talent

19 Traditional Methods Job Boards DO NOT write an job posting that sounds like everyone else s Recruiters me for How to Vet and Manage Recruiters (Info@IgniteGlobal.com) Know what you want and when you want it Traditional Methods Referral Fees Applicant Tracking System EVP Top Talent

20 Referral Fees The amount is irrelevant What s important are the two Cs Communication Celebration Know what you want and when you want it Online Methods Traditional Methods Referral Fees Applicant Tracking System EVP Top Talent

21 Online Methods Company Website Keep refreshed with content DO NOT write an job posting that sounds like everyone else s me for How to Write a Great Job Ad (Info@IgniteGlobal.com) Social Media Do not use as glorified job board LinkedIn vs Facebook vs Twitter Know what you want and when you want it Online Methods Traditional Methods Referral Fees Networking Applicant Tracking System EVP Top Talent

22 Networking Alumni Tracking Networking Events Live or virtual Community Outreach Know what you want and when you want it Online Methods Traditional Methods Market Mapping Referral Fees Networking Applicant Tracking System EVP Top Talent

23 Market Mapping Hire a resourcer Outsource Know what you want and when you want it Online Methods Traditional Methods Market Mapping Referral Fees Networking Applicant Tracking System EVP Know when to Woo and when to Interview Top Talent

24 Woo ing vs Interviewing Don t approach a passive candidate like you would an active one Don t ask them to marry you on the first date Set clear expectations if both parties are interested there will be a structured interview Get to know them, what they want, what they can offer and where they want to go in their career Sell them milk! Then sweeten the deal Benefits / incentives Don t forget the trailing spouse! Currencies of Choice Your Staff Want to:

25 Know what you want and when you want it Online Methods Traditional Methods Market Mapping Referral Fees Networking Applicant Tracking System EVP Know when to Woo and when to Interview Close the Deal Top Talent Close the Deal! Engagement starts with the offer Hiring manager should make the offer after HR or recruiter pre closes them Know how to pre close! Know how to manage counter offers Beware of buyers remorse Touch points Brand them

26 Know what you want and when you want it Online Methods Traditional Methods Market Mapping Referral Fees Networking Applicant Tracking System EVP Know when to Woo and when to Interview Close the Deal Top Talent US: E: W: Kim Seeling Smith 10% Discount on Programs by Mentioning this Webinar

27 questions Disclaimers *This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

28 Kim Seeling Smith Kim Seeling Smith, the founder and CEO of Ignite Global, has spent the last six years helping her clients hire better people and keep them once they have them. She authored Mind Reading for Managers: 5 FOCUSed Conversations to Increase Employee Engagement and Productivity and co-authored (with Brian Tracy) 101 Great Ways to Enhance Your Career. She is a frequent contributor to business and trade publications in the United States, Canada, Australia, New Zealand, and India and has recently been quoted in Forbes. A summa cum laude graduate from Ohio State University, Seeling Smith holds a BSBA with double major in Accounting and Computer Information Systems. She began her career as a CPA and Management Consultant with KPMG, then subsequently spent 15 years working with and managing international recruiting firms, giving her a front-row seat from which to study why some companies are great at attracting and engaging staff while others constantly struggle with turnover.