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Social Media Recruiting Presentation1

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Recruiting Presentation to Senior Leaders within one of our Sales Divisions

Recruiting Presentation to Senior Leaders within one of our Sales Divisions

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  • Why do people Gossip? It is probably the major form of communication in any business, social or family setting. Gossip can be pretty destructive and counterproductive especially when it is about you. For the person who is carrying the information, he or she may feel as though it is a civic duty to share their knowledge with anyone who will listen. It also seems to be necessary to embellish it a little, in the event that the topic of gossip isn’t juicy enough. You probably heard about the office gossip who said “…that is all that I can tell you…, I have already told you more than I heard myself.” We have been told that knowledge is power. So, the person who seems to have a lot of knowledge may be perceived, or perceive him or herself as “in the Know” and therefore powerful. In fact, often that is not the case. Sometimes even when our friends are accused of wrongdoing or gossip is started about them, we disloyally accept and repeat what we hear without knowing all the facts. It is sad indeed that sometimes friendships are destroyed and enmity created on the basis of misinformation. Gossip is the worst form of judging. The tongue is the most dangerous, destructive, and deadly weapon available to man. A vicious tongue can ruin the reputation and even the future of the one attacked. Insidious attacks against one’s reputation, loathsome innuendoes, half-lies about an individual are as deadly as those insect parasites that kill the heart and life of a mighty oak. They are so stealthy and cowardly that one cannot guard against them. As someone has said, “It is easier to dodge an elephant than a microbe.” Now, what do we do about the office gossip? Gossip requires a talker and a listener. If no one listens then he or she can’t gossip. It’s up to each individual to make the choice to participate, or not, in this past time. In breaking free of the practice of gossiping, we could apply the Rotary Club’s four-way test.

Social Media Recruiting Presentation1 Social Media Recruiting Presentation1 Presentation Transcript

  • Where the “FRIG” is all the Top Talent!!
  • Our Discussion today
    • Understanding where “Top Talent” is found.
    • Examine how to attract “Top Talent”
    • Develop capacity to:
      • analyze our job
      • Create messaging that attracts “Top Talent”
    • So we can make sure we allocate our resources to areas of highest return!
  • Recruiting – Are we strategic or Tactical?
    • How important is Recruiting “Top Talent”?
      • The Top 20% account for over 40% of the Tele-Sales Revenue.
    • Proactive vs. Reactive Recruiting.
      • Are we waiting until we have an empty seat to begin recruiting/sourcing?
      • Do we know what our turnover averages are, year over year?
      • Do we know what our best “source” of hire is?
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  • Types of Candidates
    • Active candidates
    • Semi-active Candidates
    • Semi-passive candidates
    • Passive Candidates
    • Which one’s should we focus on?
  • Active Candidates
    • Those who need a job and are always looking. For the most part they are under-qualified and will do whatever it takes to find a job. While there are a few good people in this pool, the best, as a percent of the total, are under represented.
      • They will take a lateral job opportunity.
  • Semi-Active Candidates
    • Passive candidates who are fully employed but not totally satisfied with their work. They look infrequently, generally on tough days, using the same techniques as active candidates, but with a more discriminating eye. There are many good people in this pool, and the best are over represented as a percent of the total.
      • Will look at a lateral job, but looking for a “Good Job”.
  • Semi-passive candidates
    • Fully-employed and quite satisfied with their work. If you call them with an offer to explore a better opportunity, it’s quite easy to get them interested. Who you call and what you say is critical when sourcing this group. The quality level of this pool is representative of the population at large.
      • Early Birds.
  • Passive candidates
    • Fully-employed and are very satisfied with their work. It’s hard to pull these people from their current work without a great deal of effort. Stronger candidates are over represented in this pool.
      • Explorers
      • Career Movers
      • Early bird group as well.
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  • Different Sourcing Strategies are needed to find Passive Candidates.
    • 75% of companies spend a bulk of their recruiting time sourcing “active candidates”.
    • Not all positions need to be filled by Passive Candidates.
  • Where to find Passive Candidates
    • True “passive candidates” won’t ever apply for a job on their own.
    • Referrals (credible link)
      • Internal employee referrals
        • Ask the best employees who they have worked with in the past (pre-qualified candidates!!).
      • Networking referrals.
      • Candidate Interview Referrals/References.
      • Current Worldmark Owners.
    • Competitive intelligence (purchased lists)
  • The big issues involved in recruiting passive candidates
    • Application Process – Make it easy.
    • Sourcing Strategies – needs to be proactive.
    • Recruiter skills
      • Major research indicates that good recruiting skills are one of two essential elements of hiring top people. The second is “job branding” (good jobs/great managers).
    • Passive Candidates Pre-interview is different.
      • Focus on Candidate’s career goals first.
      • National studies show that Passive candidates are looking for a 25 - 30% job improvement (job stretch).
  • The big issues involved in recruiting passive candidates (continued)
    • Job Branding
      • Good people are interested more in what they’ll be doing, not the level of skills needed to make the cut.
      • Minimize the emphasis on skills and what the company needs. Focus on “job stretch”.
    • Compensation Plan
      • Needs to be aggressive/above average, but not extravagant. (Remember, this is only part of the reason passive candidates look).
    • Hiring Managers
      • Next to the quality of the job, top people consider the quality of the hiring manager second in importance when accepting an offer.
    • Pipelining and CRM
      • Taleo “Candidate management system”
  • Recruiting Philosophy
    • Hire for long term retention
    • Focus on where “Top Talent” hang out.
    • Recruiting is everyone’s job
    • When in doubt, don’t hire
  • Our Tele-Sales TOP TALENT Where did they come from?
    • The Top 20% account for over 40% of the Tele-Sales Revenue.
    • 80%+ of our Top Talent came to us by an Employee Referral!!
    SALES REPRESENTATIVE Mike Oliveira Phil Luong Zac Burback Jennifer Miner Gayle Lacker Jeremy Moyes Justin Vincent Jason Case Rhonda Schulke Kristina Beste Lori Organ HIRING SOURCE Employee Referral Employee Referral Employee Referral Monster.com Seattle Times Employee Referral Employee Referral Employee Referral Employee Referral Employee Referral Monster.com
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  • Interactive Session
  • Where are we looking for Top Talent?
    • What are some real examples of Recruiting for “Top Talent”?
    • How are we engaging “Top Talent”.
      • What is the focus of our initial conversation?
    • How are we engaging our workforce to attract “Top Talent”?
      • Do our employees know how to refer someone?
      • Do our employees know how to Tee up a referral?
      • Do they know what to say to a referral that guarantees a smooth TO?
  • What does our Interview/Selection Process look like?
    • Is our process designed to recruit, select, and hire “Top Talent”?
  • By asking questions, you will be seen as someone interested in expanding his/her professional development? This in turn could lead to being selected for future projects, on diverse teams from across the organization. Which could lead to further career growth opportunities for YOU!! So….Any Questions ;)