Stop Pushing Paper and Become a Super Recruiter - Recruiting Trends Orlando FL Nov 2015
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Gail Houston and Leslie Mason share their strategy for becoming a Recruiter Consultant rather then a paper pusher at the Recruiting Trends Conference in Orlando, FL. Explore how they identify market and competitor trends, how they build their sourcing strategies, and how they make their jobs easier to do.
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Stop Pushing Paper and Become a Super Recruiter - Recruiting Trends Orlando FL Nov 2015
- 2. Our Goal Is To Help You Succeed Traits of a Recruiting Consultant They understand the position Act as brand ambassadors Data Driven Market experts Able to articulate their sourcing plan Experts at developing relationships Continual Learner
- 7. Build A Competitive Intake Form Example Product Manager Competitor Overview • Company: CoolPMCompany.com – add brief description • Products: • X • X • X • Location/s • Bay Area, CA – 139 current PM’s in bay area (39 ex PM’s) • San Diego, CA – 25 current PM’s in bay area (8 ex PM’s) - • Chicago, IL – 15 current PM’s in bay area (10 ex PM’s) – the platform PM’s sit in Chicago • We have hired X # of CoolPMComany.com’s PM’s to date (include list) • Education – CoolPMCompany.com tends to hire MBAs from Kellogg (Booth), Dartmouth (Tuck), Stanford, Berkeley (Haas). Most of their Product Managers do have their MBA • Typical PM background - The PM’s that are working on CoolPMCompany’s platform do have the software engineering background. PM’s working on the retail products tend to have more of a retail or marketing background. • Compensation • CoolPMCompany.com tends to hire even more junior level PM’s at the senior PM level. Most candidates will not accept a lower level title even though the compensation is similar to our PM level comp • Bonuses are paid in Nov of each year – their PM % is X, SPM % is x, Principal PM % is X, Director PM % is X
- 19. Connect With Us Gail_Houston@Intuit.com - @ghouston. Connect on LI – https://www.linkedin.com/in/gailhouston or http://tinyurl.com/link2gail Leslie_Mason@intuit.com - @leslie12002. Connect on LI - https://www.linkedin.com/in/lesliemason
Editor's Notes
- http://www.gild.com/2013/07/gild-technology-glossary-for-recruiters/ www.wikipedia.com www.slideshare.net www.youtube.com www.pinterest.com www.indeed.com
- Textio.com 30 day free trial Import your job description $99 to $329 a month
- Hire Reports – where did your hires come from (where did they work and get their degree from – do they even have degrees?) Compensation Reports (where in the range are you having to pay, did it include relo?) Source of Hire | Applicant Reports (what source are your hires for this skill set typically coming from?) Internal Interviews of incumbents Research your company leaders in the space and find their presentations and videos and social footprint Build LIR Project of all employees within a skill set (add those employees to a list utilizing Connectifier or a Spreadsheet so you can manipulate the data)
- Review your competitors sites (web and social) Competitor Research (building your target list) Indeed | SimplyHired | Linkup | JuJu – free resources ZoomInfo Wanted Analytics – paid - https://www.wantedanalytics.com/ Location Information – what is cool about the area you work in. What type of talent resides in your targeted area Compile Social Data – find and follow key influencers in the space (on Twitter put in private twitter list); connect on LI Review other job descriptions and resumes to find keywords US Bureau of Labor Statistics Wanted Analytics - What if you had a database of the 700 Million job postings that have been circulated since the mid 2000s? What if that was supplemented with Department of Labor data on the supply of people around the US? What if you were smart enough to correlate the two? What if you could extract compensation and benefits data from the subset of ads that carry it? What if you were an early leader in the solution of big data problems?
- Things to consider when determining what is important to capture on a Competitive Intake Form: Your Internal Population: What does your current employee population look like for a particular skillset (i.e. how large is your population; where did they go to school; how much experience do they have; who did they used to work for, how much are you having to pay them, did you have to relocate them) When looking at your competitors for Talent: Determine how many employees in a particular skill set work for them Where did they go to school Where did they work before they worked at your competitor How much are they being paid Why would they consider leaving How many of your current employees worked for a particular competitor
- Learn how to present Data by learning how to analyze data. It isn’t enough to know how many of what type of person is at your competitor for Talent. You need to understand where they come from, how they are trained, where they are located, what do they value, why would they leave. Once you understand that, then you need to determine how that talent does when they interview at your company. Do they typically get an offer? Do they typically bomb the interview? How many of your current employee population came from that employer? Once you understand what the data is telling you – you can build your plan, help educate the hiring manager, save time in filling the need.
- Now that you have learned to gather all of the data it is time to build you sourcing plan. The key is to document your strategy – the sourcing plan is an ever changing document – as you learn what works and doesn’t work, the document should be updated. It does not matter how you document – excel, PowerPoint, word, email, text, writing on the wall of a cave – the key is to document
- Tailor your sourcing plan Target Candidates Internal, External, Contingent, UR Target Companies Job Titles Key Words Boolean Search Strings Job Postings Create once per profile and then update Include Info on your Total Available Market Keep notes on what worked, what didn’t
- Most recruiters only look at the external market place. You need to build a holistic recruiting plan – look at every type of candidate when building your plan. Internals – work with leaders to identify the high potentials, ready for promotion Contract Conversions – build a calendar that indicates when a contractors contract will end. Work with leaders to determine performance. Know if you have a “buy out” clause on the contract if you convert. Interview 15 to 30 days prior to end of contract date to identify potential opportunities and or pipeline for future University – keep list of university applicants you would have liked to have hired but didn’t have a spot for. Connect on LinkedIn – where did they go, what are they working on. Send congratulatory notes after they have started a new job. Follow their career. Run “offer reject reports”. Reskilling – you have a wealth of talent – reskill them for the needs of today by creating in house educational programs (or even external)
- Pull together all your earlier research Company Info – Sizzle Position Information Hiring Manager Info (connect on LI) Target Companies
- Click on escape first and open Excel document Things to think about when creating a sourcing plan Social Campaigns – personal and corporate YouTube | Slideshare | Pinterest | Instagram Event Planning – job fairs, conferences, webinars, chats, in house tech events, Education – University, High School, Middle School Crazy Recruiting Ideas – Part 1 - http://www.slideshare.net/ghouston/recruiting-ideas-are-you-crazy-enough-to-try Crazy Recruiting Ideas – Part 2 - http://www.slideshare.net/ghouston/are-you-crazy-enough-to-try-recruiting-techniques-that-will-blow-your-mind-part-2
- Develop Personas – Marketing has been utilizing personas to build marketing campaigns for years. Now Talent Acquisition is learning to build personas. A candidate personas is a fictional, generalized representations of your target candidates. You can use Personas in every aspect of the recruiting cycle – from the initial outreach to closing the candidate. By building a persona, you can begin to tailor your messages based on the type of candidate you are reaching out to. Personalize the message – show you are interested in them – mention something you saw in their resume or on a social site. No form letters Utilize new tools like CrystalKnows - Crystal knows millions of personalities and tells you the best way to communicate with each one of them. Use with LinkedIn, Twitter and Facebook. https://www.crystalknows.com/ Utilize tools like Connectifier.com; Social360 to see all social profiles
- Preparing your recruiting templates up front saves you time in the long run. It allows you to source in pockets because you already have ready to go templates to use so you don’t have to spend considerable amounts of time creating customized messages. That being said – each note should be personalized in some way. Let the applicant know you have actually read their background and you do feel they would be a good match for the role because you of XYZ. You also want your templates to look and feel as if they have come from a real person – not a “marketing” person in the company. It is okay to show your personality in your templates. Phone Screen Templates – review with your hiring manager, adjust as you get better at interviewing for a particular skill set applicants social footprint. View this information prior to making contact to help personalize your outreach (i.e. are they a blogger, did they create a cool video, do they answer a lot of questions on Quora)
- Tracking candidates / applicants - Keep a list of your candidate outreach; the number of candidates contacted and status of each one, number of candidates you interviewed and submitted and the number of candidates that were interviewed and the time to hire. Keep notes on the candidates that are interviewed and why they were or were not moved forward in the interview process. You will also want to document any special circumstances such as a change in the search/job specs (they want a more senior/junior person or different technology), changes in the company (hiring manager or interview team changes), location changes, etc. You can automate candidate files by using Google Forms or another survey type tool (either the recruiter or the candidate can enter in brief info / answers to questions and it will auto populate an excel spreadsheet). We only send the quick survey out to candidates that have been invited in to interview. This survey is never used as part of the outreach efforts.
- Job Board ROI – click thru rates/applies/hires Social Media Campaigns – click thru rates/applies/hires (typically must add special tracking code) Email / CRM Response Rates - click thru rates/applies/hires Free tools Google Analytics | Google URL builder Bitlys Run your internal reports Paid tools Jobs2Web & Smashfly Survey Your Candidates – be sure to include both candidates that interviewed (how was the overall experience), those that were hired (ask about onboarding, do 90 day follow ups) and even those that never got a call at all (ask about the apply experience and any follow up information they received) http://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting/ https://support.google.com/analytics/answer/1033867?hl=en&rd=1
- http://booleanstrings.ning.com/ https://webinars.topechelon.com/ Booleanblackbelt.com www.thesourcinginstitute.com AIRS Training - https://www.airsdirectory.com/mc//AIRS.home?oemID=AIRS&siteLive=true www.accordingtodanny.com http://recruitingwebinars.com/ https://www.brighttalk.com/channel/5068/manpowergroup-webinar-series Conferences Recruiting Trends Conference Sourcecon Conference TalentNet