Tips for hiring managers

Scott Thompson

 Capstone Search Group • 7 years Insurance Recruiter • Placement of sales professionals and service staff that surrounds them Scott the Insurance Recruiter Blog • The basics of a job search • Changes in the hiring process

 Navigate the hiring process everyday • Mistakes made by candidates • Mistakes made by companies Changing environment Companies need to adapt

 25years newspaper to internet 8% Unemployment Recent study • Projected 15 Million new jobs by 2018 with only 10 Million to fill them Replacing the Boomers will be Millenials • Also called Gen Y • Different generation different values

 Tech Savvy • Most grew up with a computer Connected • The Facebook Generation Spend more time on internet than TV Individualistic • Egocentric – feel that opinions are important

 Communication • People communicate differently  Smart Phone  Text  Email  Social Networking Consumption of Information • Constant barrage of information Values • Loyal to ideas and themselves • Watched parents get laid off • Not to a company

1. Build a Pipeline2. Develop a College Recruiting Plan3. Create an Onboarding Plan4. Have a Succession Plan5. Build an Online Strategy

 Biggest Problem I see • Companies interview and hire for current openings • Only think in terms of here and now Vicious Cycle • Opening • Start process of advertising • Interview • Hire Lasts 4 – 8 weeks

 Need to cut this time in half Interview people that will fit future openings Who do you interview? • Look for the traits that matter  Culture  Education  Experience

 If they don’t fit your current need • Ask for permission to consider for other openings  Create a file of candidates  Contact them regularly (once a quarter)  Shortens the time between the opening and interview Keep the flow going! • Keep a running advertisement • Create an employee referral program • Get a recruiter

 When I went to college • College recruiting consisted of big job fairs  2-3 minute conversations followed by a resume drop  Received generic company information • Today – same thing…no resumes • Great free advertising – not recruiting

 Targetcolleges with career services Take on interns Give out a scholarship Reach out over social networking Share what they want to know • What entry level employees do • What the company values are • What philanthropic activities the company participates in

 Onboarding – Proactively integrating new employees Almost 50% of new employees last six months or less Cost of replacing an employee is between $4K and $25K Hiring process is a courtship that immediately ends after the hire • No honeymoon period

 Acclimate them to the culture Make them feel valued Assign a mentor or buddy • Meet regularly Give 1 week, 30, 60, 90 day reviews • Allows them to ask questions

 Must plan for the future Hire for five years from now New hires should be slotted to fill positions that aren’t open yet

 Identify key employees • Discuss retirement plans Draw a map Review current employees Look for holes

 Facebook, LinkedIn, Twitter Is it Valuable? • Method to communicate • Expected by Millenials • Free advertising • 6 degrees

 Difficult to measure value Can’t just set it and forget it Can’t copy your other advertisements or communication – less formal Can cause liabilities

 Probably the most important Extension of your brand All employees should be on it • Full profiles – tangible information Post jobs Distribute information • My blog

 Your company should have a page Should be updated regularly • Once a week Encourage employees to like it Share accomplishments, pictures • Things that make the company real • People like babies and puppies

 Wave of the future Cheapest and often most effective for smaller companies All or nothing

Tips for hiring managers

by emaj61 on Jul 27, 2012

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