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Accolo, Inc Where The Jobs Are And How To Get Them 10 5 09

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Presentation given by John Younger, founder and President, Accolo, Inc. to the SING group in Danville, CA on October 5, 2009

Presentation given by John Younger, founder and President, Accolo, Inc. to the SING group in Danville, CA on October 5, 2009

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  • Uncertain economic and business environment makes hiring planning almost impossible Hiring uncertainty creating the need to reduce the resources and fixed costs of recruiting With reduced recruiting resources (due to fixed costs decrease) ability to scale recruiting capacity on demand is mandatory Inability to scale on demand directly impacts business growth and net income/EPS
  • Decrease cost of recruiting Minimize fixed costs Recruiting capacity on demand Consistent process Increase hiring stakeholders’ satisfaction and reduce frustration Ensure compliance Keep candidates engaged Improve candidate quality 11.9% -> 6.5% RCR Eliminate completely No fixed costs for recruiting department Increased predictability and transparency More productive Hiring Managers Eliminate adverse affect audits Improve employment brand ? Metric Maintain individuality of each job/ candidate
  • Decrease cost of recruiting Minimize fixed costs Recruiting capacity on demand Consistent process Increase hiring stakeholders’ satisfaction and reduce frustration Ensure compliance Keep candidates engaged Improve candidate quality 11.9% -> 6.5% RCR Eliminate completely No fixed costs for recruiting department Increased predictability and transparency More productive Hiring Managers Eliminate adverse affect audits Improve employment brand ? Metric Maintain individuality of each job/ candidate
  • Craft your cover letter and resume to most closely align your experiences with the job Include keywords Follow the application process Apply as soon as you hear about the job (use agents!) Seek out the Hiring Manager/others at local events - network, network, network (70% of jobs found through personal contacts) Write a related White Papers or articles - send link/document

Accolo, Inc   Where The Jobs Are And How To Get Them 10 5 09 Accolo, Inc Where The Jobs Are And How To Get Them 10 5 09 Presentation Transcript

  • SING Where the Jobs Are and How to Get Them October 5, 2009 John Younger President & CEO Accolo [email_address] 415.755.1202
  • Today’s Goals
  • Hiring volatility is increasing: How do you plan? Past Present - Future 0 2 4 6 8 10 12 Recruiting needs Recruiting staff
  • Universal Hiring Best Practices Hiring Intelligence Based On Success Knowledge Best Practice Workflow Engine Software OnDemand Hiring Consultants Service
  • Accolo: Delivers Real Hiring Performance Impact Requirement Benefits Reduce total costs of recruiting Integrated platform, knowledgebase and on demand resources Average RCR is 6.2% versus national average of 11.9% Recruiting capacity on demand Trained and Certified hiring consultants on demand Minimize fixed costs associate with recruiting resources Increase consistency of recruiting process regardless of resource being utilized Embedded best practices, recruiting process and data driven, execution platform Hiring Manager satisfaction @ 85% or twice national norm
  • Accolo: Delivers Real Hiring Performance Impact Requirement Benefits Promote Employment Brand Every candidate is treated with respect and communicated with at every step of the process Company develops positive employment brand one candidate at a time Improve candidate quality Markers for talent across hundreds of companies and thousand of jobs Reduce time to present candidate hired to < 8 Days Ensure hiring compliance Standard EEOC and OFCCP Reporting Minimize time and risks associated with compliance
  • Demand More - Candidate Bill of Rights Confidentiality – The candidate’s information is not shared outside the company Credibility – Real jobs open with the intent to fill them Accuracy – The description accurately describes the need, including the company hiring Fair Consideration – Each person should be fairly and thoughtfully considered Consistency – All candidates objectively considered Follow Up – Everyone deserves follow-up and closure, regardless of the outcome Preparation – Each candidate to be provided with relevant information to interview well Respect – Sensitivity to the time committed in the process at every stage Communication – Every inquiry is worthy of a timely response Information – Each applicant to receive the necessary information about the company
  • Only one rule - there are no rules As long as it’s not Illegal Immoral Or Fattening
  • Having a Plan And Choosing the Right Opportunity
  • Time Start of Search Accept Job Focus: Information Gathering and Expanding Network Focus: Narrow number of opportunities and select the right job for you
    • Basic Rules:
    • Find the person through your network
    • Purpose: Information gathering only (non threatening)
    • Know as much as possible about the person, company and industry
    • Understand the economics of their business
    • Have a specific resume for that company, but only as a point of reference – you are not asking for a job
    • Come bearing gifts
    • Send a hand written thank you note within a few days
    • Send another gift 3 weeks later
    • Recontact once cross center line
  • Sal Monella
  • Passion Experience Education
  • Assessment Exploration Job Search Get Noticed Get Hired Interests Skills Values Personality Research and evaluate careers and opportunities Determine Preferences Active Networking Set Goals Target Companies Desired Locations Prepare “Master” resume Plan search strategies Express Interest Send Job-Specific Resume and cover letter Interview Follow-up Drive negotiation verbally Know your parameters Seek win-win The Job Search Process
  • Your Master Resume
  • Work Your Network
  • Found VP Sales & Marketing job on Craigslist Looked at company, location, and possible pain points Applied and got turned down Used LinkedIn to find out more about Exec Team Contacted CEO (me) directly by phone and email Asked for coffee conversation – gave sales & marketing strategies that she found worked in the past Stressed openness to employment structures and higher variable comp. Started work 3 months ago Meet Robin
  • Understand the Company’s Pain Understand the company’s pain and how you can help
  • How are you feeling about the company? Why is job open? How will this person’s success be measured? What impact does this job have on the company’s success? Ask the hard questions
  • Use the recruiter’s priorities to your advantage
  • A day in the life of a recruiter
  • Reduced budget 25-40+ to 1 ratios No outside help Average 150+ applicants for each job Dissatisfied Hiring Managers Upset Candidates Limited knowledge of job details
  • Make it easy for the recruiters
  • Getting Noticed Finding a job is a contact sport!
  • Q. What do you consider your greatest strength? Where do you see yourself in five years? How do you rate your ability to understand a new task quickly? Have you been convicted of a crime? How would others describe your personality? A. I can sit at my desk for hours and look busy. Bermuda. Pardon me? You did say “convicted” right? I’m generally confused and confrontational. Answers sure to ruin an interview
  •  
  • The Killer Resume Be specific Brief - no more than two pages Aligned specifically for the job Compelling - Make them want to learn more Use action words Use measurable terms Describe your results realistically Emphasize job-related skills Have at least 3 people “scan” your resume
  • The Killer Resume Don’t State your salary requirements Include unnecessary personal information Write vague or wordy sentences Use adjectives Send multiple copies to the same recruiter/department Use fancy typeface List References
  •  
  • The Right Protocol Follow the company’s requested process Leverage personal and professional contacts Follow-up if you don’t hear something within one week Send additional job-related information such as an article or white paper you’ve written Respond quickly to any requests for additional information Don’t outsmart yourself Always send thank you notes
  • The Interview
  • This is your opportunity to present yourself as the best qualified candidate for the job by highlighting relevant skills and experience
  • Compensation requirements Commute tolerance (during rush hours) Environmental fit with the company Company history Acceptable work/life balance Know your:
  • Behavioral Questions - Be Ready! World Company Department Team I Candidate Interviewer
  • Every question is an opportunity to convey your value Interviewers want to see how you interact with them personally Arrive early Be Positive Listen Carefully Be natural and relaxed Be brief and direct when answering questions Be self-assured and honest Maintain eye contact Interviewing
  • Get Hired
  • Discuss all key terms and conditions before they are written in an offer letter Be ready to accept if your terms are met If you have another opportunity pending, be up-front and honest Be responsive to requests for additional information Be realistic about the value of your skills If you accept, show up on the first day Closing the deal