Hire the SuperStar

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The plan to Recruit, Hire and Retain the best - the SuperStar

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  • The volume of resumes on the internet is staggering.
  • To control the increased volume of information, managers have developed informal or ad hoc systems
  • Fisrt Step - Workforce Planning (similar to a Sales, Marketing or Business Plan. Input - search for potential hires (W-W resumes and agents) Qualify - screen,categorize, file, & distribute (W-W superstar service) Interview - phone & in-person (W-W ‘webzine’, pre/post checklist) References - company or agent (W-W superstar or consultant) Offer - verbal or written (W-W ‘webzine’, ‘handling counteroffers’ Start - send thank you to runner-ups; record activity (W-W superstar) Continuous recruiting - input and manage information (W-W superstar & ‘webzine’ - articles and chat rooms with other companies.)
  • You are in the right place, when you answer ‘yes’ to the following questions:
  • Successful companies: Plan, not react Sell, ‘don’t let it happen’ Have a Systems for Information Capture and Retrieval You Retain as you Recruit
  • Because the job market is so tight - don’t waste a good candidate - do it right - don’t wait to compare
  • Hire the SuperStar

    1. 2. Agenda <ul><li>Attracting (Recruiting): Bob Thomason </li></ul><ul><li>Current Situations & Needs </li></ul><ul><ul><li>Solutions & Benefits </li></ul></ul><ul><li>SuperStar Recruiting Program </li></ul><ul><ul><li>Trends - What the expert’s are saying! </li></ul></ul><ul><ul><li>Why?, Who?, What To Do! </li></ul></ul><ul><li>Summary </li></ul><ul><ul><li>What SRP is? </li></ul></ul><ul><ul><li>Success </li></ul></ul><ul><li>Retaining: To be developed……... </li></ul>
    2. 3. Companies are inundated with information on individuals (resumes) from more sources than ever before Employment & Recruiting Agencies Response to Ads Referrals & Networking Internet Resume Services and Scouts/Agents
    3. 4. However! <ul><li>The individual with the specific qualities that you need - the ‘SuperStar’ - is still hard to find. </li></ul>
    4. 5. Which gives rise to the following business needs <ul><li>Recruit qualified individuals with specific skills to meet business goals and objectives. . . The ‘SuperStar’ </li></ul><ul><li>Source and track ‘potential’ candidates </li></ul><ul><li>How to Control the informal (the ‘bottom drawer’). </li></ul><ul><li>Time management </li></ul><ul><li>Develop the best Strategies and Methodology improving employment process effectivity </li></ul>
    5. 6. The Solution: A Plan and Strategy <ul><li>For business </li></ul><ul><ul><ul><li>A ‘SuperStar’ Recruiting Program </li></ul></ul></ul>
    6. 7. Benefits to your company <ul><li>The SuperStar is hired! </li></ul>
    7. 8. Superstar Recruiting Program <ul><li>Trends - What the experts are saying </li></ul><ul><li>Superstar Recruiting - Why? </li></ul><ul><li>Practices of Successful Companies </li></ul><ul><li>Superstar Recruiting To Do’s </li></ul><ul><li>What Superstar Recruiting is </li></ul><ul><li>The Superstar Recruiting Process </li></ul>
    8. 9. Trends - What the expert’s are saying <ul><li>Jeffrey Pfeffer - The Human Equation - Building Profits by putting People First : ’Rigorous selection requires a method…’ </li></ul><ul><li>John Sullivan (From FastCompany Magazine) - ‘ Hire the next Michael Jordan’ : ‘..move from coincidence hiring to continuous hiring…’ </li></ul><ul><li>Christopher Caggiano (From Inc. Magazine)- ‘ Recruiting Secrets of the smartest companies around’ : ..recruiting practices need to be a lot more systematic…’ </li></ul><ul><li>David Lee (From Interface Magazine)- ‘ If You Want to Become a Talent Magnet, Focus On The Fundamentals’ </li></ul>
    9. 10. Superstar Recruiting : Why? Have you heard the following? <ul><li>Who was that person we interviewed 6 months ago? (or Where’s that resume?) </li></ul><ul><li>You let John/Jane go - I could have used them! (Business Section Article - XYZ Layoffs; Help Wanted Section - XYZ is Hiring) </li></ul><ul><li>You hired who? ( They answered our Ad!………………. I worked with them at ABC) </li></ul><ul><li>There is a people shortage (There is a shortage of the RIGHT people ----- for your company ---------- the Superstar!) </li></ul><ul><li>Training is slow and expensive (#1 reason people stay on the job) </li></ul><ul><li>I need a person, hire the #2 or 3 candidate </li></ul><ul><li>John/Jane is not going to work out, eventhough they have only been with us for only 60 days. ( Analyze the Hiring Process - Close the Loop) </li></ul>
    10. 11. How do you compare? <ul><li>The Human Equation: Building Profits by putting People FIRST by Jeffrey Pfeffer </li></ul><ul><li>If You Want to Become a Talent Magnet, Focus On The Fundamentals b y David Lee </li></ul>
    11. 12. Practices of Successful Companies <ul><li>Practices of Successful Companies </li></ul><ul><ul><li>The Human Equation: Building Profits by putting People FIRST by Jeffrey Pfeffer </li></ul></ul><ul><ul><li>If You Want to be a Talent Magnet , Focus on the Fundamentals by David Lee </li></ul></ul><ul><li>Employment security </li></ul><ul><li>Selective hiring of new personnel (& Don’t Hamstring Your Employees) </li></ul><ul><li>Self-managed teams and decentralization of decision making as the basic principles of organizational design (Engage Your Employees Hearts and Souls -Provide Opportunities to Grow </li></ul><ul><li>Comparatively high compensation contingent on organizational performance </li></ul><ul><li>Extensive training </li></ul><ul><li>Reduced status distinctions and barriers, including dress, language, office arrangements, and wage differences across levels </li></ul><ul><li>Extensive sharing of financial and performance information throughout the organization (Keep People in the Know) </li></ul><ul><li>Respect Employee’s Right to have a Life </li></ul><ul><li>Show Appreciation, Show Employees That You Care </li></ul><ul><li>Give People the Chance to do Something Great </li></ul>
    12. 13. Superstar Recruiting To Do’s* <ul><ul><li>The Plan and the Strategy - ‘Business Case’ to Top Management </li></ul></ul><ul><ul><li>Have a large pool of applicants per opening - ‘Who’s who Database’ </li></ul></ul><ul><ul><li>Recruiting Systems and Tools </li></ul></ul><ul><ul><li>Screen for cultural fit and attitude - not for skills that can be readily trained </li></ul></ul><ul><ul><li>Be clear about what are the most critical skills, behavior, or attitudes crucial for success; isolate just a small number of qualities and be as specific as possible - ‘discourage the average’ </li></ul></ul><ul><ul><li>Metrics, Rewards, and Recruiting Targets </li></ul></ul><ul><ul><ul><li>Close the loop by assessing the results and performances of the recruiting process </li></ul></ul></ul><ul><ul><li>Use several rounds of screening to build commitment and to signal that the hiring is taken very seriously. </li></ul></ul><ul><ul><li>The People in the Recruiting Function </li></ul></ul><ul><ul><ul><li>Does the head have Sales & Marketing experience </li></ul></ul></ul><ul><ul><ul><li>To the extent possible, involve senior people as a signal of the importance of the hiring activity </li></ul></ul></ul><ul><ul><li>* The Human Equation: Building Profits by putting People FIRST by Jeffrey Pfeffer and Does Your Recruiting Strategy Stink? By Dr. John Sullivan </li></ul></ul>
    13. 14. What Superstar Recruiting is: <ul><li>Superstar Recruiting is Selling : The Company Opportunity is the Product and Employment (Starting) is the Close. </li></ul><ul><li>Superstar Recruiting plan is the output of the Business (Marketing, Development, etc..) Plan </li></ul><ul><li>The Lead Person should be designated - ‘Recruiter’. </li></ul><ul><li>Every Employee should be part of the recruiting process. </li></ul><ul><li>Superstar Recruiting should be continuous and opportunistic </li></ul><ul><li>The Recruiter should have the tools – a Recruiting Database, Public Relations (newsletter, WebPages, articles, trade shows, etc..), and be part of the Corporate Planning process. </li></ul><ul><li>Superstar Recruiting is NOT Human Resources or Personnel (HR should support the Superstar Recruiting Program ). </li></ul><ul><li>Develop a Superstar Recruiting Plan - similar to a Marketing and Sales plan. </li></ul><ul><li>Information Feedback (Close the Loop) on Candidates that did not make the screening process or found other opportunities. Document and send Follow up letter (Thank you or Congratulations). </li></ul>
    14. 15. Success in Superstar Recruiting follows a Plan & Strategy and has a Process <ul><li>IDENTIFICATION </li></ul><ul><ul><li>Workforce Planning </li></ul></ul><ul><ul><li>Input - search for potential hires (Source of Candidates, Resources….) </li></ul></ul><ul><ul><li>Qualify - screen,categorize, file, & distribute </li></ul></ul><ul><li>DECISION </li></ul><ul><ul><li>Interview - phone & in-person or on-line (video) </li></ul></ul><ul><ul><li>References - company or agent </li></ul></ul><ul><ul><li>Offer and Acceptance - verbal or written </li></ul></ul><ul><ul><li>Start - send thank you to runner-ups; record activity </li></ul></ul><ul><ul><li>Continuous recruiting - data and information management le </li></ul></ul><ul><li>CLOSE THE LOOP : Interview Data, Pre/Post Interview Data, ‘Superstar’ Input form, Post Event (Tradeshows, etc…) Data. </li></ul>
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