Employee Selection In Today s Market

Transcription

1 Employee Selection In Today s Market Western PA American Payroll Assn. Wednesday, July 12 th, 2017

2 Speaker Bryant Covelli Market Manager / Client Development Director - Pittsburgh native - 10 years with Kforce - Finance, Accounting, and Payroll-related staffing experience - Temporary, Temp to Perm, and Permanent needs - In charge of Finance and Accounting team in Western PA, Northwestern PA, and West Virginia - Have lots of good stories 2

3 THE WAR FOR TALENT CANDIDATE ATTRACTION AND ENGAGEMENT Only 12% of candidates are actively looking Only 20% of job postings are online Referrals are the No. 1 method candidates learn of opportunities HYPER-SPECIALIZED TALENT TRENDS Demand for hyper-specialized resources significantly higher than available supply Compensation expectations growing at unprecedented levels Opportunity and environment are gaining importance as influencers on attraction and retention Client demand for specialty software skills (i.e. ADP Workforce Now) has increased as ability to spend time with new hires to train has dwindled Strong, consistent demand for payroll talent in Pittsburgh has led to strong candidates having multiple offers to choose from 3

4 So you need a candidate WHY? The need BEHIND the need Where does this fit in: DELIVER Execute recruiting strategy and deliver right match. - Now - 6 mos. From now - 3 years from now - Succession Planning 4

5 WRITING THE JD JOB DESCRIPTIONS Approximately 85% of companies supply a job description Only 25% have been written within the last 2 years! MUST be as accurate to what you and your team are searching for currently! Put important details specific to your role Software Years of experience Number of employees / volume expectations Data Entry / Processing / Customer Service / Payroll Taxes Be as accurate as possible within the description with many possibilities, analytical candidates will pass your job by if there are details they don t have or understand Mark skills that are required as required, those that are not, mark as preferred, but not required or preferred, but willing to train for the right candidate Remember: Your goal at this point in the process is to ATTRACT as many qualified candidates as possible to review 5

6 WHERE TO FIND TALENT? External Recruiting Social Media and User Networks (Facebook, Twitter, Google+) Personal / Alumni Connections Referral Networks Job Boards (Dice, Monster, CareerBuilder) Internal Recruiting LinkedIn Conferences, networking groups, community involvement 6

7 INTERVIEW PROCESS DECISIONS TO MAKE What is your timeline? Rule of Thumb: 4 weeks from posting to job offer at a MAXIMUM Most companies should look at a 1-2 week resume period, followed by 1 week interview process, and offer the same week. For temporary workers, can be as quick as 72 hour turnaround from need to start What and how many interviews? Phone Screen Preliminary interview to be sure candidate is applicable to job Can be performed by hiring manager or HR Face to Face Interview(s) Will there be skills testing? Try to combine into 1 so candidate does not have to take additional PTO they will appreciate this! Will there be a background / credit check / drug screening? 7

8 INTERVIEW PROCESS (Cont.) PHONE INTERVIEWS Goal: To see if candidate is worth bringing in for a face to face interview Can be a quick way to judge a candidate s viability Should NOT replace the face to face interview minutes maximum this is a screening, not a judgement Explain to candidate what you are searching for Review resume & confirm that they are seeking what you are offering QUESTIONS TO ASK IN A PHONE INTERVIEW Why are you searching for a new role? What are you looking for in a new role? What type of company are you looking for culturally? Can you talk to me about your salary history and expectations? 8

9 INTERVIEW PROCESS (Cont.) IN-PERSON INTERVIEWS Goal: To understand if candidate is a fit technically and culturally Time to understand a candidate s feel for payroll Culture fit does s/he fit in with the team? Is this someone that can contribute something we don t already have while fitting in with what we do that s working? Be able to determine if you would like to move forward with an offer! QUESTIONS TO ASK IN AN IN-PERSON INTERVIEW Review of previous roles focus on last 7 years Have candidate walk through their processes, companies, etc. so you understand What can you bring to our team? What drive you? What type of role is your ultimate goal? What software and Excel skills do you have? How soon could you start? What type of notice do you need? What other offers are you entertaining? 9

10 THE OFFER THINGS TO KNOW Once you identify the candidate you d like to offer, move quickly! Candidates have multiple offers in this market, and you want to be first to the table, as majority of candidates will move on the first offer given that meets their criteria Give a verbal offer, either yourself, through HR, or through the 3 rd party organization, as quickly as possible, and follow up within 24 hours with a written offer Make sure to discuss salary during the interview and come in with a reasonable offer that the candidate will accept do NOT lowball Ask the candidate if they have any questions, and if they have any additional interviews Ask where this opportunity ranks on a scale of 1-10 and what would make it a 10 Some candidates may ask for time respect that, but give a firm deadline within hours for a decision. Let the candidate know that if they are not prepared to accept, that you d like the respect to know that so you can move to the 2 nd choice Candidates will respect you for that, and keep your company and your company s name in good graces in the Pittsburgh community Once offer letter is signed, commit to start date, run any pre-employment background checks, be sure there is somewhere to sit, computer, software, etc. is ready to go for the first day maybe even some swag! 10

11 PART 2: WRITING THE RESUME

12 PREPARING YOUR RESUME THINGS TO KNOW The average accounting candidate will write a total of 10 resumes in their lifetime! Where to start? Write down all of your roles from the last 10 years Write down step by step what a normal day looks/looked like at that job Write down your goals of that job what were you to accomplish every day/month/year and what does success look like? What were your big accomplishments in each of those jobs? Improve a process? Part of an interdepartmental project? Save the company money? Receive a promotion? List all of the software skills you have, include ERP systems, payroll systems, Excel, etc. Specific software systems are becoming more desirable, and if you list the one that a company is searching for, the odds the company will find you increase! 12

13 PREPARING YOUR RESUME (cont) ORGANIZING THE RESUME List your roles out reverse chronologically (most recent role first) Include Company, City/State, and dates worked on the first line, your official title on the 2 nd line If combining more than one role with the same company, start the heading with the company, city and state, and total work experience at that company i.e. ABC Company, Cranberry Township, PA Payroll Accountant 08/2011 Current 11/2014-Current Payroll Specialist 08/ /2014 List out main 3 repsonsibilities first i.e. payroll processing, GL responsibilities, HR responsibilities, payroll tax, etc. that were your main roles day to day and thus those you are most skilled at and most interested in completing moving forward Use power words under each bullet point, such as: Responsible for Directed Created Developed 13

14 SAMPLE RESUME 14

15 SEARCHING FOR JOBS RESOURCES TO LOOK AT Monster.com Careerbuilder.com Indeed.com LinkedIn Networking events Western PA American Payroll Association perhaps? Alumni groups high school / college / seminars Facebook Personal family / friends Former co-workers 3 rd party recruiters Company websites 15

16 SUBMITTING YOUR RESUME THINGS TO NOTE Re-read your resume to be sure there are no misspellings Tailor your resume to the skills the posting is searching for If the posting you are applying to asks for someone with ADP Workforce Now experience, but you do not have it listed on your resume, be sure to add it under the job where you had that experience Many companies are using search technologies within the resumes and if your resume doesn t have the keywords they are searching for, you may be left out of the interview process! Before you submit the resume, see if you know anyone in your network that can get your resume in the hands of the manager directly! If submitting an online form in addition to your resume, be sure to be precise and do not skip any steps ESPECIALLY if asking for compensation requirements 16

17 PREPARING FOR AN INTERVIEW THINGS TO NOTE Do your research! Look up the company online, in the Pittsburgh Business Times, and do a general Google search for company website to get a vibe of what the company does and what they are looking for in employees Suit up! Be in business professional attire unless specifically asked not to be Bring something to write with and a leather or vinyl portfolio Have questions prepared for your interviewer at the end of the interview Bring copies of your resume with you you never know who may be asked to join the interview at the last minute, and will reflect well on you if prepared Know what you are looking for and how you can help the company and manager While the company is interested in what your long-term goals are, their #1 priority is to fill the open role, and you must show what value you can bring to their team to save time, money, hassle, etc. BE SPECIFIC! Talk in terms of specific examples in your professional career rather than general terms use numbers, stories, etc. Say Thank You nothing is taken for granted in this day and age! 17

18 AFTER THE INTERVIEW THINGS TO NOTE Send a hand-written thank you to each individual that took time to interview you Much more professional and makes you stand out vs. an from your iphone Plan to follow up in 2 weeks with the HR Manager, Hiring Manager, or Recruiter if you have not heard a response If you end up accepting a role, be sure to call all open roles you have been interviewing for to let them know you have accepted a new role and are no longer on the market. 18

19 DISCUSSION & QUESTIONS Bryant Covelli (work) (cell)