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How hearing what you don’t want to hear can make you RICH

How hearing what you don’t want to hear can make you RICH



Stacy Ethun's presentation for the Fordyce Forum 2008

Stacy Ethun's presentation for the Fordyce Forum 2008



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    How hearing what you don’t want to hear can make you RICH How hearing what you don’t want to hear can make you RICH Presentation Transcript

    • How hearing what you DON’T want to hear can make you RICH! Stacy Ethun h President/CEO Park Avenue Group Orlando, Orlando Fl
    • AGENDA Standard questions and answers at each stage of the recruitment process i Non-Standard questions at each stage of the recruitment Non- process Hiring Risks and on boarding Fear – what is it and how does it control us? Stages of Fear – predictable and manageable Lessons I’ve learned in life and recruiting
    • Answers we really don’t want to hear don t Will you marry What? Oh, let me me? take the weekend a d to think about it. I have the perfect job for you? Great, I just got fired from mine. I’d like to offer y you a job. j Why? Does my butt Yes look big in these pants?
    • The process of communication in recruiting Recruit Closing Call Presentation Market Offer Off Presentation Post Hire Call Reference Call On Boarding and Prep Call backend placements
    • Recruit Presentation Standard objections Standard rebuttals I’m happy. Why? Im I’m not looking. looking Why not? I’m not interested. In what? I haven’t mentioned anything ti d thi I don’t know yet. a yo e anyone. You sure? I just made a From where? move. move
    • Recruit Presentation - Questions Non- Non-standard questions What opportunity would be clearly superior to what you are currently doing? Why is that important to you? How would that take you in the direction you want your career to go? Tell me about your strategy for career enhancement and/or advancement for the coming y / g year? Who is someone you respect? Someone who would be a good person for me to network with? When do you feel is the best timing for you to make a strategic career move? t t i ? What is more important to you? The overall compensation package provided or the opportunity to grow in your career?
    • Marketing Presentation Standard Standard objections rebuttals I don’t have any But I saw your ad openings. on the internet. I can’t pay your Oh, you don’t have fee fee. the authority or is it a budget concern? Talk to HR. a Ok, what is their name? Your guy is just not Wh t’ ith
    • Marketing Presentation - Questions Non Standard Questions What was your team’s greatest accomplishment this past year and what do you need to do to replicate it? What keeps you up at night and what is your greatest concern? What is your strategy for “top grading” in the next year? Wh dd th t Where can I add the most value to you? l t ? What is the next step in your career?
    • Reference Calls - Questions Standard Non- Non-standard questions questions How long did he What was John work for you? Smith s Smith’s greatest contribution? What was his/her title and position? What sets John apart from his/her What was their peers? performance? Give me an Would you rehire example where them? John had to really J h h d ll stretch and grow while working with Would you o
    • Prep call Standard Prep p Non Standard Prep Questions/comments Questions/comm Q i / Ask about the HA’s ents reasons he joined the company. Ask the HA what his Bring a copy of your team’s greatest resume, arrive early, accomplishment has been dress professionally, and and their greatest take notes. challenge. Ask the HA what you would need to do to Research the company exceed their expectations beforehand and have a set in the first 6 to 12 months of 10 or more questions on the job. j prepared in advance advance. Prep the candidate to ask about their “fit” at the end Establish rapport, share a of the interview. laugh. Share several case examples of success stories that relate to the position you are interviewing for.
    • Debrief and Closing Calls Standard Closing g Non Standard Questions Closing Questions What else did you learn about the y So how did everything go? opportunity that you and I had not discussed? In what areas could you make the What did they tell you greatest impact? about the job? Ratings – g 1-5 = Dead 6 or 7 = maybe but doubtful Do you think they liked 8 or above = ask “what would you? make it a 10?” What are the reasons you would accept an offer? Do you want this job? What are the financial implications of making this move? What did they say is the y y Who else will be involved in helping you make a decision if an next step? offer is made?
    • Offer and Resignation – Do’s, Don’t and Questions Do Extend the “unofficial” offer yourself. E t d th “ ffi i l” ff lf Only extend an offer that you know will be accepted. Have your HA contact the candidate immediately following their verbal acceptance. • Don’t D ’t Don’t make an offer on a Friday Don’t let them take longer than 24 hours to make a decision Don’t bad mouth other opportunities that y pp you have not presented to the candidate. Let them compare. • Questions Remind me, how does this opportunity provide you the goals you are seeking in your career (pull) and/or alleviates the negative influences present i your career (push)? ti i fl t in ( h)? Walk me through your resignation. How do you think your manager will respond and how will that make you feel? If given a counter offer, how big a difference would it need to be before you went back on your word?
    • Hiring Risks Harvard Press 64% of New Hires Will Fail 4% leave after a devastating first day The new counteroffer… comes 14- 14-28 days after start date
    • On Boarding What Your Clients Should Do What Your Clients Should Do Upon Verbal Acceptance Upon Start Date 1. Send welcome package 1. Orientation Speech 2. Notify payroll 2. Welcome from CEO (in person or Webinar) 3. Formal notices to the line manager 3. Photo – Security – Badge 4. Office announcements (with 4. Assign Mentor – Peer Auditor email/phone #) /p ) 5. The Vision – Culture Lunch 5. Industry announcement 6. First Month Review 6. Enroll in health and benefits 7. Second Month Review 7. Book flight/realtors (if applicable) 8. Quarterly reviews in first year 8. Allocate – evaluate work area 9. On going satisfaction surveys 9. 9 Create email account/voicemail 10.Load 10.Load – configure – Laptop/PDA 11.Order 11.Order business cards
    • Fear – It’s what drives us (and them!) Fear – what is it? How does it keep us from getting what we want? How g g can we prepare our candidates and clients knowing what they (and we) are going through? i th h? Webster’s d fi iti W b t ’ definition of fear: A painful ff i f l emotion or passion excited by the expectation of evil, or the evil apprehension of impending danger; anxiety; alarm.
    • Major Fears #1 Fear of the Unknown/Fear of Change We are most at ease when we are completely familiar with our surroundings and sure of what the future holds for us. As a result, fear of the unknown can paralyze us.
    • Fear of the Unknown in our Candidates and Clients Candidates, Candidates, There is a huge motivation for the status quo. Knowledge is powerful. Educate, inspire and motivate. Your goal t d Y l today i t establish a relationship. is to t bli h l ti hi Maintain the relationship over time. Clients “How will this hire reflect on me?”. Help them evaluate and compare your candidate’s skills, experience and verifiable performance to those of their lowest performers. Share the candidate’s motivations for making a g change.
    • Fear of the Unknown – In yourself Yourself The fear of change rears it’s ugly head when you look at your activity levels over ti time. R ti Routines set in, excuses ti become the norm and hitting your goals once in blue moon makes you feel like y you’ve just run a marathon. You’re exhausted? Why? One of the culprits is fear of change which leads to fear of failure, fear of success and a host of many more but it starts with f fear of change. f How do we get past it? Take one small step One challenge and don’t quit until
    • Major Fears #2 Fear of Failure Typical questions you might ask yourself are: quot;What if, after I try What it, it doesn't work out and I look foolish? Won't I be a laughingstock?quot; You’ll see this in candidates when they were just given an offer You ll that is 40% above where they are now. “No one is worth this much money. Certainly not me!” You’ll hear this in a client when you have found a candidate that You ll meets all their expectations and yet they can’t pull the trigger and want to see more candidates. You’ll see this in yourself when your manager (and other You ll significant others) tell you for the 10,000th time “you’re so close”. Record performance is just one more SO a week!
    • Major Fears #3 Fear of Commitment This fear is why people don't set firm goals or accomplish what they set out to do. They are afraid to focus on what they want out of life. The excuse they use is that they will be trapped. lif Th th i th t th ill b t d Candidates with a fear of commitment will interview with anyone. They are always comparing and nothing is just “perfect ” “Let’s perfect. Let s keep looking.” Clients are very similar Watch for unrealistic expectations or poo similar. pooing even the strongest candidates. You are experiencing this fear when distractions are a welcome diversion. If I really committed I’d have to perform. See “fear of failure.”
    • Major Fears #4 Fear of Disapproval/Rejection Some might call this the fear of rejection. Typical question: quot;What if I commit myself to my goals and people disapprove?“ Candidates will mask this making the first pre-emptive strike to turn pre- down a job prematurely. Clients spend all their time on an interview talking. You’ll need to coach them on interviewing tips and what your candidate needs to hear and learn learn. You only make the safe calls. Telling a candidate you can’t help them is avoided. With clients who heavily negotiate their fees, you capitulate. You cause distraction of others you work with so you can appear to be their friend.
    • Major Fears #5 Fear of Success Typical questions:. When people get through the changes and they are feeling good, they sometimes feel guilty for feeling good. P l ft People often t this ilt back t b i t ht th t th trace thi guilt b k to being taught that they are selfish and egotistical for taking care of themselves. You’ll see this in candidates who always performs just below or right You ll at the bar. Clients even show this fear but rarely to you. They tend to stifle you their employees success though so as not to make them look bad. Talk to someone on their team when taking a JO. And your fear of success. If you’re not experiencing it, this may be the cause. Ask yourself what if I were ….. did….. had……? How does it make you feel. If anything other than elated, this is yours.
    • Stages of Fear in the Recruitment Process Stage One - The Stage of Crisis This stage is very similar to what is going on when a recruiter calls and challenges a candidate on why they are so darn happy; or with a client on whether EVERYONE on their team is performing to p g expectations. You feel you ve got to change or else You re backed into a you've else. You're corner. It may be a business crisis...or a personal crisis. This sense of crisis - usually very emotional - is a wake-up wake- call telling y g you that you are confronting a need for change. y g g
    • Stages of Fear Stage Two - The Stage of Hard Work This stage is similar to what is going on throughout the interviewing process. “Hurray, a way out. Greener pastures, etc.” This is the stage that most people enjoy. Often this involves hard mental work. You may take classes, read books, network with business contacts, even interview for a new contacts job. There is a sense of control in this stage - you're working hard trying to figure out the solution to the crisis.
    • Stages of Fear Stage Three - The Stage of Tough Decision – THE OFFER You finally reach the stage where you must make a difficult decision. This stage isn't g easy, but it's a relief. You feel glad that you're making a commitment. Because you're choosing a direction, there is a ' h d h sense that just making the commitment will free you. There is usually a feeling of you optimism at this point.
    • Stages of Fear Stage Four - The Stage of Unexpected Pain – “Where’s the bathroom” or “Do I have to tell them how to do everything?” thi t d i th i ht thi At this stage you are doing the right things but getting the wrong b t tti th results. You are tempted to give up on your goal - and unfortunately a lot of people do - because you're feeling awful about your failings. y g But it's a shame that after all the hard work in the first three stages, the unexpected setback cause us to quit. We give up and don't finish. The resentment sets in. But when we don't change, we are left with depression, rejection and, most noticeably, anger. Usually if you just crawl f bl ll f l forward a f d few more steps from where you've been knocked down, you will be able to reach the next stage.
    • Stages of Fear Stage Five - The Stage of Joy and Integration We’re now past the guarantee period. Everyone h i d E has settled i ttl d in and I just bought a nice big something expensive with my thi i ith commission check. In this stage, the changes are truly a
    • Rules to Recruit By Rule of three “Who’s in charge?” “It’s “It’ not dead until I say it’s dead.” td d til it’ d d ” All behavior is explainable. All behavior is positively motivated. It’s all about them It s them. Challenge with respect. If you’re not learning, you’re as good ’ tl i ’ d as you’ll ever be yesterday.
    • Answers we really want to hear Will you marry me? Yes, of course! , Wonderful! Tell me all I have the perfect about it it. job for you? I accept. It’s a perfect fit for my family and I. I’d like to offer you a job. No way my dear You dear. Does my butt look make those clothes look good! big in these p g pants?