Reversing Job Search Strategies When Building a Recruitment Program

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I created and delivered this presentation to a local SHRM chapter whose attendees had questions about recruiting as a small to mid-size company - Reversing Job Search Strategies
When Building a Recruitment Program

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  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Wayne Johnston - CCI Inc. - wjohnston@cciconsulting.com
  • Reversing Job Search Strategies When Building a Recruitment Program

    1. 1. Wayne Johnston Career Concepts, Inc. (CCI) March 2010 Reversing Job Search Strategies When Building a Recruitment Program
    2. 2. Today’s Agenda <ul><li>Discuss how people in transition look for a job </li></ul><ul><li>“ End Users” response in recent recruiting process poll </li></ul><ul><li>Recommendations and ideas to improve your recruiting process </li></ul>
    3. 3. History Lesson <ul><li>2000 – 2003 Recession / Recovery (networking) </li></ul><ul><li>2004 – 2008 War for Talent (job boards, send resumes, employment agencies) </li></ul><ul><li>2009 – Present Recession / Depression / Recovery (networking, social networking) </li></ul>
    4. 4. Current Employment Environment <ul><li>80 – 20 Rule Applies </li></ul><ul><li>80% of the jobs are never advertised. </li></ul>
    5. 5. Four Methods of Searching for a Job <ul><li>Networking </li></ul><ul><ul><li>Face-to-Face, Email, Phone </li></ul></ul><ul><ul><li>Social Networking (e.g. LinkedIn, Facebook, Twitter) </li></ul></ul><ul><li>Responding to published openings </li></ul><ul><ul><li>Indeed, Craigslist, Monster, Careerbuilder, Professional Associations, etc. </li></ul></ul><ul><li>Working with recruiters, employment agencies, temporary agencies, etc. </li></ul><ul><li>Contacting companies directly </li></ul><ul><ul><li>Philly B-Journal Top 100, OneSource, Hoovers, etc. </li></ul></ul>
    6. 6. Poll - What has been the most frustrating part of your job search when dealing with the company/organization recruiting process? <ul><li>“ Recruiter told me to call them at 2 PM on Tuesday. I did and that was 3 weeks ago. Still no contact.” </li></ul><ul><li>“ No follow through, no status, no closure, not considered for other jobs in organization.” </li></ul><ul><li>“ The long silences (days to weeks) between contact with the recruiter (external or internal) even when I go back for a number of interviews is frustrating.”  </li></ul><ul><li>“ The issue is receiving no response after a phone interview or in-person interview. I find it unacceptable that a recruiter (or any HR staff member) can't at least return a call or e-mail letting a person know the status of their candidacy.” </li></ul>
    7. 7. Poll - What has been the most frustrating part of your job search when dealing with the company/organization recruiting process? [cont’d] <ul><li>“ Recruiter not getting back to you after they tell you to call them on a specific date.  Their lack of communicating to you regarding your status after a phone interview.” </li></ul><ul><li>“ Biggest problem I have had is sitting in the lobby to interview with a group of people for a high level HR role with other candidates.   It was rude and I felt inconsiderate to the candidates.  I was totally offended and turned off by the company.   If offered the job, I would not have taken it.” </li></ul>
    8. 8. Poll - Based on your answer above, what would you recommend to the company/organization to fix it? <ul><li>“ Respond to people who apply, tell them they have no shot at the job, tell them the job has been filled.” </li></ul><ul><li>“ Either implement an ATS so that it's as simple as turning on a switch or train those that recruit to set aside a day (or an hour per day) to get back to candidates that are in the process OR to train them on how to set communication expectations for the candidate up front.” </li></ul>
    9. 9. Poll - Based on your answer above, what would you recommend to the company/organization to fix it? [cont’d] <ul><li>An email should be sent to the applicant saying: Upon review of your application the following action has been taken: </li></ul><ul><ul><li>You are no longer considered  a candidate for the position - this could be because you do not meet the requirements or the positions is filled or likely to be filled shortly by someone else. </li></ul></ul><ul><ul><li>The search is no longer active this could be because the position is no longer needed or it has been filled </li></ul></ul><ul><ul><li>Based upon your qualifications your resume has been forward to the next level for consideration and if you meet the criteria you will be contacted for further discussion within the next 60 days.  If you do not hear from us within 60 days then the position has been filled with another candidate.  </li></ul></ul><ul><li>It boils down to common courtesy.  They need to understand that as an unemployed individual every day is a day without a job or a pay.  Maybe have HR assistants get back to candidates with simple status of opening when applicable. </li></ul>
    10. 10. Poll - Can you list 3 company/organization's who you have had a positive experience with during the job search process? <ul><li>Dunwoody Village </li></ul><ul><li>AmerisourceBergen </li></ul><ul><li>Tait Towers </li></ul><ul><li>Glatfelter </li></ul><ul><li>TastyKake </li></ul><ul><li>Aspire Recruiting  </li></ul><ul><li>Peirce College </li></ul><ul><li>Bayada Nurses who interviewed me and then got back to me to tell me that they were not going further with the process and why--I did not have experience running a large training department. </li></ul><ul><li>Cigna </li></ul><ul><li>Pepsi </li></ul><ul><li>Bunge </li></ul><ul><li>Campbell's Soup </li></ul><ul><li>Wawa </li></ul><ul><li>Take Care Health </li></ul><ul><li>SAP </li></ul>
    11. 11. Poll - Can you list 3 company/organization's who you have a negative experience with during the job search process? <ul><li>“ The three worst were XXXX who have a wicked online form and then have an honesty test that I found offensive; XXXX where the recruiter talked to me for an hour and a half on the phone but when she saw me in person, she actually began and ended with, &quot;Any questions?&quot; It was age discrimination at its finest; and XXXX where the director was supposed to be available to speak to me but then had an ‘emergency’.” </li></ul><ul><li>“ At XXXX, everyone involved on the hiring end has appeared frazzled.  Some have even shared with me - during the interview - that they are not happy working in the respective company and/or with their direct managers/leaders (unfortunately - this happens so much).” </li></ul>
    12. 12. Poll - Can you list 3 company/organization's who you have a negative experience with during the job search process? [cont’d] <ul><li>“ XXXX has been OK until I actually went in to interview with them--then I have received nothing.  I followed up with an article and got a thank you from my boss's boss but nothing from her. I talked to a total of 8 people before the silence.” </li></ul><ul><li>“ Based on the lack of clear organizational goals I have turned down 2 jobs and quit a 3rd (after finding a great replacement).”   </li></ul>
    13. 13. Poll - Did the WAY the company’s representative(s) treat you in the above two questions affect your willingness to buy their goods or services in a positive and/or negative way? <ul><li>“ Yes, I tell others that I would not want to do business with these companies and/or use their products.” </li></ul><ul><li>“ Pepsi and Bunge were helpful on a personal level and I am more inclined to purchase/recommend their goods as a result.” </li></ul><ul><li>“ Rumors circulate so recruiter's may have difficulty filling their requisitions going forward.” </li></ul><ul><li>“ Absolutely and I told family and friends about my negative experiences so no one would become a customer of XXXX Bank, especially.”  </li></ul><ul><li>“ Yes.  I came away with a very negative impression of the companies and would look for alternatives to their products.” </li></ul>
    14. 14. Poll - Outside of having a job posted in your field, can you give me 1 or 2 items that has attracted you to a particular company/organization when searching for your next role? <ul><li>“ A) growth potential  B) skills and reputation of executive leadership team C) how much their employees are involved in community activism D) quality of the service offering.” </li></ul><ul><li>“ Leadership team/Mission/vision of the company/Job requirements (challenging).” </li></ul><ul><li>“ Brand (Name) familiarity, location and size (i.e. opportunity to grow)--not necessarily in that order.” </li></ul><ul><li>“ I loved the website for Getty Images and it made me want to work there immediately.”  </li></ul>
    15. 15. Poll - Outside of having a job posted in your field, can you give me 1 or 2 items that has attracted you to a particular company/organization when searching for your next role? [cont’d] <ul><li>“ On Elsevier's website I learned about interesting products and about their charitable giving that both made me want to work there.” </li></ul><ul><li>“ Sometimes a company's description that accompanies the job specs will be appealing--today I saw a position with RCM Technologies that listed them as employee owned as well as a couple of other things that said great place to work to me.”  </li></ul><ul><li>“ Benefits.  For example, as a senior professional, I do not want a job with 2 weeks paid vacation.” </li></ul><ul><li>“ What usually attracts me to a company is its image either from public relations or from those who have worked there before.” </li></ul>
    16. 16. Suggestions for building a Recruitment Department (Assumption – Small organization with no ATS) <ul><li>Manage your organizations reputation in the market. Respond back to people who you phone screen and interview. Easiest way to make a big impact on your recruiting efforts! </li></ul><ul><li>Review each new open req with hiring manager BEFORE you start the process. Confirm requirements, “must have vs. wants”, marketability / details in job description, location, relo, salary range, etc. Talk about recent hires in the department and WHY they were chosen over the other candidates. </li></ul><ul><li>Make sure you post your openings on the company website to be picked up by Indeed, Simply Hired, etc. </li></ul><ul><li>In today’s market, there is a lot of great talent at the local outplacement agencies. CCI, LLH, Right, etc. You can post at these sites for free. </li></ul>
    17. 17. Suggestions for building a Recruitment Department (Assumption – Small organization with no ATS) [cont’d] <ul><li>Build your recruitment brand and post “sexy” job descriptions in the marketplace. Director of Personnel vs Human Capital??? </li></ul><ul><li>Have a white glove process for employee referrals. Guarantee a phone screen with in 48 hours of a resume being submitted. Make sure the employee sending you the resume writes a paragraph on WHY this person would be a good hire for the organization. This will help remove people from just passing the resume from their desk to yours. Employee referral process should reward employees for good hires (cash awards, time off, movie tickets, etc). </li></ul><ul><li>Make sure if you use a 3rd party vendor or employment agency, they know your business in depth. They have seen your facility and met you in person. That is the only way understand “cultural fit”. </li></ul><ul><li>Build “draft” emails with screening question, an introduction paragraph promoting the organization and ending paragraph giving direction to the submittal process. (sample to follow) </li></ul>
    18. 18. Screening Email <ul><li>SUBJECT – Your resume - Benefits Consultant ( Sales ) - 2 positions </li></ul><ul><li>Our client is looking for an experienced Salesperson who has deep knowledge of Health and Welfare benefits. </li></ul><ul><li>Your background appears to be a good fit for this role. If you are interested, please answer the following questions and attach your current resume to the reply email. </li></ul><ul><li>How many years of experience to you have selling benefits to Senior Managers and C-level professionals? </li></ul><ul><li>In this role, you will be provided leads from the inside sales team. Your main duties will to make presentations to decision makers and make the deal happen. </li></ul><ul><li>Have you been in this type of role before? If so, where and when? </li></ul><ul><li>Do you have a non-compete and/or no solicitation contract? </li></ul><ul><li>What was your total compensation for 2008 (salary, commission, bonuses, etc. </li></ul><ul><li>Are you able to work in the US without sponsorship? </li></ul><ul><li>What is your motivation for making a job change at this time?  </li></ul><ul><li>If you are not interested, please feel free to share this opportunity with others who may be qualified.  </li></ul><ul><li>Thank you for your time. </li></ul><ul><li>Wayne </li></ul>
    19. 19. Screening Email [cont’d] <ul><li>Benefits Consultant ( Sales ) - 2 positions </li></ul><ul><li>Locations: Southern New Jersey and Philadelphia, PA Suburbs </li></ul><ul><li>Total compensation - $150,000 - $300,000 depending on your ability to close the deal. </li></ul><ul><li>Voted one of the &quot;Best Places to Work&quot;, our client is a brokerage and consulting company focusing exclusively on group employee benefits and human resources solutions.  </li></ul><ul><li>We are looking for the top 1% of sales people who succeed through relationship building. These are strong listeners and smart problem solvers who can uncover the benefits needs of potential clients-needs they may not realize they have and that can be satisfied by our suite of services. </li></ul><ul><li>You need to have an impressive sales record, a professional demeanor and a desire to succeed. You must also be comfortable relating to CEO's, CFO's, HR directors and other senior level executives. In addition, you must possess excellent communications skills, knowledge of Microsoft Office and an aptitude for learning new software applications. </li></ul><ul><li>Requirements: </li></ul><ul><li>At least 5 plus years sales experience selling to C-level executives with a proven track record of consistently meeting and/or exceeding sales goals </li></ul><ul><li>Prior formal sales training required </li></ul><ul><li>Insurance licensing in both health and life products a plus. Insurance industry and/or insurance brokerage experience a plus </li></ul><ul><li>Knowledge of benefit plans and employee benefit terminology a plus </li></ul><ul><li>Ability to travel regionally </li></ul><ul><li>We offer a competitive compensation package including a comprehensive benefits package (Medical, Dental, Vision, Prescription, 401k, FSA, STD, LTD, and Paid-Time-Off). Relocation not provided for this role. </li></ul><ul><li>If you are interested in this role, please send your updated resume to [email_address]   </li></ul>
    20. 20. Suggestions for building a Recruitment Department (Assumption – Small organization with no ATS) [cont’d] <ul><li>Use your recruiting budget wisely. </li></ul><ul><ul><li>Investment into your company website/career page </li></ul></ul><ul><ul><li>employee referral process </li></ul></ul><ul><ul><li>Linked-in membership </li></ul></ul><ul><ul><li>Niche association and free outplacement postings </li></ul></ul><ul><li>Build interview guidelines (technical, organizational fit, company fit) and train your hiring team on how to use them. </li></ul><ul><li>Create a positive experience for the candidate. Offer coffee/water, tell them about the company, SELL them on the mission/people/leadership/culture/etc. </li></ul>
    21. 21. Social Media
    22. 22. Social Media [cont’d] <ul><li>LINKEDIN - is a business-oriented social networking site. Founded in December 2002 and launched in May 2003, it is mainly used for professional networking. As of October 2009, LinkedIn had more than 50 million registered users, spanning more than 200 countries and territories worldwide. Top Benefit – Ease of use  </li></ul><ul><li>FACEBOOK - is a social networking website that is operated and privately owned by Facebook, Inc. Users can add friends, send messages, and update their personal profiles to notify friends about themselves. Additionally, users can join networks organized by city, workplace, and school or college. The website's name stems from the colloquial name of books given at the start of the academic year by university. The website currently has more than 350 million active users worldwide. Top Benefit – Reach of potential contacts </li></ul><ul><li>TWITTER - is a micro-blogging service that allows users to post short messages called tweets to a stream that can be viewed by the user's friends and contacts. Users can also see the tweets of their friends. Tweets can be posted via the web site, text messages from a cell phone or any of the various third-party applications designed to work with Twitter. Top Benefit – Speed </li></ul>
    23. 23. Suggestions for building a Recruitment Department (Assumption – Small organization with no ATS) [cont’d] <ul><li>Create a Job Jacket for Compliance and Law Suits </li></ul><ul><li>External candidate </li></ul><ul><ul><li>Application </li></ul></ul><ul><ul><li>Resume </li></ul></ul><ul><ul><li>Background Screen and Release Form </li></ul></ul><ul><ul><li>Reference Letters (if requested) </li></ul></ul><ul><ul><li>Interview guides filled out and signed by interviewer </li></ul></ul><ul><ul><li>Photo-copy of signed offer letter </li></ul></ul><ul><li>Internal candidate </li></ul><ul><ul><li>Resume </li></ul></ul><ul><ul><li>Interview guides filled out and signed by interviewer </li></ul></ul><ul><ul><li>Photo-copy of signed offer letter </li></ul></ul>
    24. 24. Additional Resources <ul><li>Recruiting Roundtable </li></ul><ul><li>https://rr.executiveboard.com/Public/Default.aspx </li></ul><ul><li>Dr. John Sullivan </li></ul><ul><li>http://www.drjohnsullivan.com/ </li></ul>
    25. 25. <ul><li>Wayne Johnston </li></ul><ul><li>Senior Director of Consulting Services </li></ul><ul><li>Career Concepts, Inc. </li></ul><ul><li>P 484.302.1685 </li></ul><ul><li>[email_address] </li></ul><ul><li>www.cciconsulting.com </li></ul><ul><li>Career Concepts is the largest independently owned </li></ul><ul><li>Human Capital Consulting firm in the Delaware Valley with Practices in: </li></ul><ul><ul><li>Human Resources </li></ul></ul><ul><ul><li>Recruitment Consulting </li></ul></ul><ul><ul><li>Interim Staffing </li></ul></ul><ul><ul><li>Professional and Executive Search </li></ul></ul><ul><ul><li>Individualized and Organizational Learning </li></ul></ul><ul><ul><li>Organizational Effectiveness </li></ul></ul><ul><ul><li>Career Transition / Outplacement </li></ul></ul><ul><li>300 offices worldwide with 7 local offices </li></ul>

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