Plan B for Hiring Top Performers
Upcoming SlideShare
Loading in...5
×
 

Plan B for Hiring Top Performers

on

  • 272 views

All businesses want to hire top performers. Sorting through hundreds of resumés and interviewing dozens of candidates that seem to run together at the end of the day is Plan B. Technology can ...

All businesses want to hire top performers. Sorting through hundreds of resumés and interviewing dozens of candidates that seem to run together at the end of the day is Plan B. Technology can streamline the hiring process and produce far greater results in less time and for less money. Laugh a little as you tour Plan B and get a glimpse of a better way.

Statistics

Views

Total Views
272
Views on SlideShare
270
Embed Views
2

Actions

Likes
0
Downloads
0
Comments
0

1 Embed 2

https://twitter.com 2

Accessibility

Categories

Upload Details

Uploaded via as Apple Keynote

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n

Plan B for Hiring Top Performers Plan B for Hiring Top Performers Presentation Transcript

  • PLAN BFOR HIRING TOP PERFORMERS …YOU WON’T LIKE PLAN B.
  • Here are the resumés fromthe latest job posting.
  • But first I have a question.
  • If you want to hire salespeople, why read the resumés ofapplicants who cannot close a sale?If you want to hire financial analysts, why read theresumés of applicants who cannot work with details?If you want to hire managers, why read the resumés ofapplicants who cannot direct the actions of others?
  • What if it was as easy as screening out children who aretoo short to ride the roller coaster.
  • With DATA, you can screen out job candidates whocan’t do the job… • online • in 25 minutes • before reading dozens of resumés • before spending hours of time interviewing people you wouldn’t want to hire anyway.
  • Or…You could read through all those resumés,Meet all those candidates,Spend time with them,Pick a few,Spend more time with them,Talk it over,Have others interview some of them,Talk it over some more,And then really get down to business withthe final ones.
  • But I have another question… It’s multiple choice.
  • Interviewing unscreened candidates is: 1. The best use of your time 2. What you enjoy most about your job 3. A really fun exercise in detective work 4. A key part of PLAN B
  • DATA also helps you fast start new hires with •Onboarding tips •Training insights •Quick performance guide for the managers •Information on the best career path
  • Or you can always use PLAN B. • Give them the employee manual. • Show them their desk. • Introduce them to everyone, or not. • Train them like everyone else. • Watch how they do things. • Take them to lunch. Ask how they like it. • Discuss them with others on the team • Wait until the “honeymoon period” is over. • Then see how they really do things.
  • Professional interviewers expect to pick good performers7 out of 10 times, at their best.* *Survey of 150 professional recruiters
  • That is 3 BAD HIRES or non-performers out of every 10. (And by the way, 7 out of 10 was their IDEAL result. 6 out of 10 was OK for them.)
  • So if you hire 100 people and…If you can match the professionals’ best…You will hire about 70 good performers.
  • And about 30 POOR performers.
  • Using DATA, about 29 of the 30 POOR hires wouldhave been screened out…most even before an interview.
  • It would probably have cost you about 50¢ per applicant. THIS ONE! NOT THAT 50¢!
  • SAY NO TO PLAN B.
  • SAY YES TO DATA. www.bestworkdata.com Lauretta@bestworkdata.com