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The Talent Transformers:
Turning Prime Research into Optimal Hires

Iris Libby
Iris Libby Recruitment Consultants Corp.
Ne...
Global Warming It Ain’t, but
    Still an Inconvenient Truth

                                                    A Story…...
Two Big Questions




Why would a recruiter not
make the most of the
research he/she is given?

What are the biggest barri...
In My Humble Opinion




                                        Call preparation

                                       ...
There’s Gold in Them There Hills —
         Call Preparation




 Once you have good
 research, what do
 you do with it?

...
The Beauty of the Spec


The position profile informs you of everything.




                                             ...
Good, Bad, or Okay?




When you get research,
how do you determine
what’s good?




                                     ...
Research Autopsy




How do you look at it?

How do you organize it?




                                                 ...
Make Life Easy for Yourself



Cherry-pick, but consider names around each candidate.




                                ...
Preparation Is the Key




How do you prepare for a call?
 •  What do you highlight when
    preparing script
 •  Have fol...
I’m Just Networking




Only call 1 or 2
candidates per
office per day.

Make it seem as if
you’re networking.




       ...
Turning Straw into Gold — Call Execution


      Once you make the call, what do you say?




                            ...
You’re Special and They Should Know It


Establish a connection and separate yourself from the pack.
 •  If you are funny,...
“No” Means More Information




With uninterested
candidates —
pump for information
and be proactive.




                ...
Let ’Em Say “Yes” as Long as They Like


              With interested candidates — spend
                 as much time as...
So Simple Yet So Difficult
   (for Most Recruiters) — Follow-up



How you separate yourself
from the pack.

How many time...
It Doesn’t Have to Be So Difficult to
        Follow-up (Cont’d.)




 Care and nurturing of
 active candidates.

 Summary...
Paths of Glory — Performance Management




    You, Managers, need
    to manage all this!




                          ...
Have to Walk Before You Run




Encourage individuality
once recruiters have
your process down.




                      ...
Recruiter DNA




Basic requirements:
      Writing sample
 • 
      Excel
 • 
      Outlook
 • 
      Reference check on ...
Can’t Leave the Nest Yet




Monitor recruiters closely
for first couple of months.




                                  ...
Trouble in Paradise




By three or four weeks,
recruiters should have
their systems down.

If your recruiters are not
get...
Where the Rubber Hits the Road —
     Results Management




                                                      23
  © ...
The Numbers Don’t Lie




Spreadsheets — review
weekly summaries.




                                                    ...
The Truth Will Set You Free

                                Feedback and surveys.




                                   ...
ROI Expectations


What kind of ROI of should you expect from research:
 •  Cold calling/networking/referrals from researc...
We’re All in This Together —
             Limited Resources



How to make in-house staff
more efficient:
 •  Identify whi...
Tough Times Create Opportunities —
       Limited Resources (Cont’d.)


Outsource:
 •  Determine what part of the recruitm...
Your FAIL Safe!


You may not have the budget now, but that’s okay!




                                                  ...
How It All Works — A Success Story!




                                                       30
   © Copyright Iris Libb...
The Big Finish!




You, too, can transform your
talent acquisition team’s quality
and results, and go from mere
mortals t...
Your Safety Net — for Tool Kits,
     Fail Safe or Whatever!



    Contact Information:

    Iris Libby
    Iris Libby Re...
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The Talent Transformers: Turning Prime Research Into Optimal Hires

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Iris Libby's presentation from the ERE Expo 2009 Spring.

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Transcript of "The Talent Transformers: Turning Prime Research Into Optimal Hires"

  1. 1. The Talent Transformers: Turning Prime Research into Optimal Hires Iris Libby Iris Libby Recruitment Consultants Corp. New York, NY April 1, 2009 A proud member of www.AsherTalent.com
  2. 2. Global Warming It Ain’t, but Still an Inconvenient Truth A Story… 2 © Copyright Iris Libby 2009. All Rights Reserved.
  3. 3. Two Big Questions Why would a recruiter not make the most of the research he/she is given? What are the biggest barriers to turning research into “A” player hires? 3 © Copyright Iris Libby 2009. All Rights Reserved.
  4. 4. In My Humble Opinion Call preparation Call execution Follow-up Performance management 4 © Copyright Iris Libby 2009. All Rights Reserved.
  5. 5. There’s Gold in Them There Hills — Call Preparation Once you have good research, what do you do with it? 5 © Copyright Iris Libby 2009. All Rights Reserved.
  6. 6. The Beauty of the Spec The position profile informs you of everything. 6 © Copyright Iris Libby 2009. All Rights Reserved.
  7. 7. Good, Bad, or Okay? When you get research, how do you determine what’s good? 7 © Copyright Iris Libby 2009. All Rights Reserved.
  8. 8. Research Autopsy How do you look at it? How do you organize it? 8 © Copyright Iris Libby 2009. All Rights Reserved.
  9. 9. Make Life Easy for Yourself Cherry-pick, but consider names around each candidate. 9 © Copyright Iris Libby 2009. All Rights Reserved.
  10. 10. Preparation Is the Key How do you prepare for a call? •  What do you highlight when preparing script •  Have follow up email ready •  Background information on target companies compared to current company 10 © Copyright Iris Libby 2009. All Rights Reserved.
  11. 11. I’m Just Networking Only call 1 or 2 candidates per office per day. Make it seem as if you’re networking. 11 © Copyright Iris Libby 2009. All Rights Reserved.
  12. 12. Turning Straw into Gold — Call Execution Once you make the call, what do you say? 12 © Copyright Iris Libby 2009. All Rights Reserved.
  13. 13. You’re Special and They Should Know It Establish a connection and separate yourself from the pack. •  If you are funny, use wit and humor •  If you are abstract and conceptual, use analogies and high concepts •  If you are a drama queen, spice it up! •  Be personable — find something in common with the candidate •  Be interested — pretend you are doing an interview for a TV show •  Ask questions — candidates love to talk about themselves and their background •  Never misrepresent any information to a candidate! 13 © Copyright Iris Libby 2009. All Rights Reserved.
  14. 14. “No” Means More Information With uninterested candidates — pump for information and be proactive. 14 © Copyright Iris Libby 2009. All Rights Reserved.
  15. 15. Let ’Em Say “Yes” as Long as They Like With interested candidates — spend as much time as they’ll allow. 15 © Copyright Iris Libby 2009. All Rights Reserved.
  16. 16. So Simple Yet So Difficult (for Most Recruiters) — Follow-up How you separate yourself from the pack. How many times should you contact a potential candidate? •  Three voicemails •  Two emails Call when they say to call! 16 © Copyright Iris Libby 2009. All Rights Reserved.
  17. 17. It Doesn’t Have to Be So Difficult to Follow-up (Cont’d.) Care and nurturing of active candidates. Summary: do what’s right for the company and the candidate! 17 © Copyright Iris Libby 2009. All Rights Reserved.
  18. 18. Paths of Glory — Performance Management You, Managers, need to manage all this! 18 © Copyright Iris Libby 2009. All Rights Reserved.
  19. 19. Have to Walk Before You Run Encourage individuality once recruiters have your process down. 19 © Copyright Iris Libby 2009. All Rights Reserved.
  20. 20. Recruiter DNA Basic requirements: Writing sample •  Excel •  Outlook •  Reference check on recruiter •  Work demonstration •  Sample intake call •  20 © Copyright Iris Libby 2009. All Rights Reserved.
  21. 21. Can’t Leave the Nest Yet Monitor recruiters closely for first couple of months. 21 © Copyright Iris Libby 2009. All Rights Reserved.
  22. 22. Trouble in Paradise By three or four weeks, recruiters should have their systems down. If your recruiters are not getting “A” player candidates, find out why. 22 © Copyright Iris Libby 2009. All Rights Reserved.
  23. 23. Where the Rubber Hits the Road — Results Management 23 © Copyright Iris Libby 2009. All Rights Reserved.
  24. 24. The Numbers Don’t Lie Spreadsheets — review weekly summaries. 24 © Copyright Iris Libby 2009. All Rights Reserved.
  25. 25. The Truth Will Set You Free Feedback and surveys. 25 © Copyright Iris Libby 2009. All Rights Reserved.
  26. 26. ROI Expectations What kind of ROI of should you expect from research: •  Cold calling/networking/referrals from research •  80% are the right fit •  Hit your Hiring Manager’s sweet spot for dream candidate’s background •  Cold from applicant tracking system •  Out of 100 resumes •  Maybe 16 candidates are kind of appropriate •  Maybe 5 are the most appropriate •  Maybe 1% in the ball park With Properly Targeted Research Your Team Spends Their Time on Recruiting Your Hiring Manager’s Targeted Audience. 26 © Copyright Iris Libby 2009. All Rights Reserved.
  27. 27. We’re All in This Together — Limited Resources How to make in-house staff more efficient: •  Identify which positions can be handles in groups •  Prioritize hires •  Tackle key hires first 27 © Copyright Iris Libby 2009. All Rights Reserved.
  28. 28. Tough Times Create Opportunities — Limited Resources (Cont’d.) Outsource: •  Determine what part of the recruitment process can be outsourced to make your team more efficient •  You can hire a firm to provide research, interested candidates, etc. Increase Employee Referral Programs. Use staff from your hiring Manager’s team to do some coordinating. 28 © Copyright Iris Libby 2009. All Rights Reserved.
  29. 29. Your FAIL Safe! You may not have the budget now, but that’s okay! 29 © Copyright Iris Libby 2009. All Rights Reserved.
  30. 30. How It All Works — A Success Story! 30 © Copyright Iris Libby 2009. All Rights Reserved.
  31. 31. The Big Finish! You, too, can transform your talent acquisition team’s quality and results, and go from mere mortals to the superheroes of your organization! 31 © Copyright Iris Libby 2009. All Rights Reserved.
  32. 32. Your Safety Net — for Tool Kits, Fail Safe or Whatever! Contact Information: Iris Libby Iris Libby Recruitment Consultants Corp. 212-246-0417 Iris@IrisLibby.com www.IrisLibby.com A proud member of www.AsherTalent.com 32 © Copyright Iris Libby 2009. All Rights Reserved.
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