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Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
Executive forums   integration of hiring sales and brand reinforcement - q211
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Executive forums integration of hiring sales and brand reinforcement - q211

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Presentation to Executive Forums in South Bend, IN

Presentation to Executive Forums in South Bend, IN

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  • Who are these people?If this were your sister or daughter, how would you respond to her if the reached out to you with a phone call or email?Now, let’s take a look at your recruiting and hiring practices.How many of you cast a wide net to id people, carefully interview/screen each and every person uniquely for every open opportunity,
  • Might also be Board members, future partners, etc.
  • Gap Example of marketing DB
  • You can’t continually improve what is not measuredEEOC and OFCCP requires it if over 50 employees or have gov’t contractEach person’s communication chain can’t be left to chance
  • The world is a diverse place, and having a diverse workforce gives your company an advantage
  • Treat each person at least as well as you would a valued consumer or shareholderEvery single person deserves and get’s follow-up and closure regardless of the outcome
  • Every candidate deserves a fair and equal opportunity to apply and receive job-specific consideration.
  • Recruiting approaches should be responsive to different job types (Executive, technical, non-exempt, etc.).
  • Dangerous trend of discounting certain sources like job boardsAll sources should be incorporated into the recruiting process, including traditional, non-traditional and direct sourcing methods.
  • Referrals are a primary source of hirable candidates, and each recruiting effort should actively seek and follow-up with referrals via social media and direct personal outreach.
  • Every stakeholder deserves to be treated with courtesy, respect and complete confidentiality. Applicants may have many points of intersection with the hiring company as consumers, investors, referral sources and future hires, and the totality of this relationship must be considered.
  • Every job is as unique as the hiring manager, team, geography, function and company and should be profiled and managed accordingly.
  • The hiring process should be the path of least resistance for hiring managers. They will typically embrace this path regardless of the desires of other stakeholders.
  • 1.       Setting up the right processes, structures and technology2.       Review of the 6 steps to ensure each job is filled and all the applicants/candidates have a positive experience3.       Progressive candidate sourcing and referral programs that rock
  • The hiring process should be the path of least resistance for hiring managers. They will typically embrace this path regardless of the desires of other stakeholders.
  • The hiring process should be the path of least resistance for hiring managers. They will typically embrace this path regardless of the desires of other stakeholders.
  • Transcript

    • 1. Finding the Right People the Right WayJohn Younger, Founder and CEOjyounger@accolo.com, 415.755.1202 May 24, 2011
    • 2. Psychology of a CEO “If you don’t like choosing between horrible and cataclysmic, don’t become a CEO“ Ben Horowitz Blog by Ben Horowitz, General Partner at Andreessen Horowitz.2 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 3. A Patent Protected Model Accolo Certified Hiring Consultants Patented SaaS Hiring Performance Platform = Hiring Knowledgebase3 Collective Intelligence + Crowd Sourcing + Cloud Computing Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 4. Accolades Most Effective Recruitment established award winning credibility Campaign OnRec 2010 #1 Fastest Growing #1 Place Company 2009 to work SF #1 Place RPO SF Business to work services Chronicle Times #1 On launched #1 RPO HR.com 2008 Demand RPO Accolo Provider #1 On Provider founded HRO Demand HRO Today World 2007 RPO Magazine Provider 2006 HRO Today Magazine 2005 #42 of 2000 2002 Fastest Top Ten RPO Growing Provider Companies researchand4 Inc. 500 markets.com Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 5. Why Care About Hiring 1. Relationships Matter - Transform Your Business 2. Setting the Foundation - Out-hire Anything or Anyone in Your Way 3. Conducting the Perfect Interview 4. Making Offers That Get Accepted 5. Maximizing Retention - Keeping the Rock Stars 6. Putting It All Together5 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 6. 1. Create and Sustain a Breakthrough Value Proposition 2. Exploit a High Growth Market Segment 3. Marquee Customers Shape the Revenue Powerhouse 4. Leverage Big Brother Alliances for Breaking into New Markets 5. Become Masters of Exponential Returns 6. The Management Team: Inside-Outside Leadership 7. The Board: Comprised of Essentials Experts Blueprint to a Billion by David ThomsonAccolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 7. Section 1 RELATIONSHIPS MATTER7 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 8. 8 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 9. YourCo9 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 10. Numbers Larger Than Most Think10 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 11. Transparency: Friend of Foe “Working at Notre Dame” Pros This is a university with high aspirations, great resources, and talented, hard-working students. Cons There is a lot of tension between the universitys Catholic mission and its aspirations to be a great research institution, and the culture of the place is a throwback to the 1950s still in many ways. Advice to Senior Management Clean house, get rid of old deadwood, and hire the best, most talented and active young faculty possible.11 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 12. 10 Universal Hiring Best Practices12 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 13. UHBP #10 – Bullet Proof Tracking13 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 14. UHBP #9 – Include Diversity14 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 15. UHBP #8 – Follow-Up and Closure Thank you for your recent e-mail! I truly appreciate your taking time from your busy schedule to update me that the position is no longer available. Please keep me in mind if another position opens up, because a career at _____ would certainly excite me!15 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 16. UHBP #7 – Fair & Equal Opportunity16 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 17. UHBP #6 – Adaptable Process17 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 18. UHBP #5 – Source Inclusive Alumni Associations Employee Referrals User Groups Company Website18 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 19. UHBP #4 – Maximize Referrals 168 Connections on average Team has 10 employees 168 x 10 = 1,680 potential referrals/candidates 2nd degree of separation = 282,24019 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 20. UHBP #3 – Treat each Person With Courtesy, Respect and Confidentiality20 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 21. UHBP #2 – Every Job is Unique21 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 22. UHBP #1 – Must be Path of Least Resistance22 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 23. Section 2 SETTING THE FOUNDATION23 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 24. It’s All About Relationship Building24 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 25. Create & Nurture a Talent Pipeline25 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 26. Process: Ensures Consistency and Repeatability 2 Create 1 Profile Job Recruitment Plan 3 Marketing campaign to source Core Process candidates Applicant Decisioning, Performance Reporting 7 Hire quality EEO/OFCCP Data candidate Capture/Reporting 4 Pre-Interview & Document Review 5 Interview & Make 6 Decisions & Adjust26 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 27. 27 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 28. Section 3 CONDUCTING THE PERFECT INTERVIEW28 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 29. Make Quality Hiring Repeatable Prepare Have an agenda Use behavioral-based process Be consistent and follow-up Use silence Get to underlying reasons29 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 30. Let’s Pick One of Your Jobs Your Job30 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 31. Clarifying the Need What’s the pain and what needs to get done by when? How will success be measured quantitatively? What are common attributes of your top performers? Why would the right person want this job?31 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 32. Groundwork Develop questions that demonstrate talent needed/wanted Test questions and desired responses against current top performers Decide who’s on the interview team Start developing behavioral-based interview questions32 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 33. Managing the Interview Have rating system Develop effective interview questions Determine the candidates personal drivers Stay on track Who consistently identifies top performers?33 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 34. Managing Interview Teams Divide up the areas of exploration Personality & Technical Cultural Fit Skills Leadership & Management Ability34 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 35. How to Identify Top Performers Drive Self motivated, loves winning, achieves goals Curiosity Love what they do, intensely curious about field Ethics Honesty, integrity, ability to do the right thing35 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 36. Constructing Interviewing Questions “Describe a situation where you…?” “Give a specific example of when…?” “What has been your most difficult…?” “What was your most significant achievement…?” Try to get to their drive, curiosity and ethics36 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 37. Core Competency: Understands the _______ process Describe the successes/challenges you encountered in a _________ process? What did you do differently after this experience?37 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 38. Core Competency: Willingness to learn Tell me about a time when you had to learn a new skill/technology quickly. How did you accomplish this task?38 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 39. Core Competency: Team Fit Describe a team environment that was not a particularly good fit for you and why. What will your biggest critic say about you when we ask?39 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 40. Getting to “I” World Candidate Company Department Team I Interviewer40 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 41. Walk through their History “How did you find out about the job?” “What initially attracted you to the job?” “Why did you leave?”41 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 42. What Not to Ask - Legal Issues Age Sex Sexual Orientation Marital Status Ethnicity/Race Veteran Status Disability Focus on the essential functions of the job42 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 43. Understand Your Personal Filters Work Experiences Family Influences Ethnocentrisms Stereotypes Temperament Education43 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 44. Seek Contrary Evidence Challenge your assumptions on: weak areas strong areas44 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 45. Summary • Prepare for an interview • Construct effective interview questions • Become aware of your biases • Conduct highly effective and consistent interviews45 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 46. Section 4 MAKING OFFERS THAT GET ACCEPTED46 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 47. Making Offers That Can’t Be Refused47 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 48. Secrets From the Trade When does the offer process begin? Who is perhaps the most important person in the offer process? What 3 questions must be asked before formally extending the offer?48 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 49. Section 5 MAXIMIZING RETENTION49 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 50. Too Far?50 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 51. Retention Basics Fit Pay Opportunity Benefits On-Boarding Recognition51 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 52. I’ll Watch Out For You52 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 53. Inspired Leadership53 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 54. Section 6 PUTTING IT ALL TOGETHER54 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 55. Ask the Right Questions What needs to get done by when? How with this person’s success be quantitatively measured to know that you have a top performer? Why would the right person want your job? What are the common attributes of your top performers?55 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 56. A Personal Note and Measures for talent56 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 57. Candidate Relationship Mgmt. Progressive Target Sourcing Saves Candidate Mktg. Time and Money Job Boards Social Networking Referrals Talent Pool57 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 58. 58 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 59. 59 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 60. 60 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 61. 61 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 62. 62 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 63. 63 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 64. 64 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 65. 65 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 66. 66 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 67. 67 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 68. Resources – gohire@accolo.com Accolo Interviewing and Hiring Guide Accolo Employee Referral Campaign Guide Suggested Reading: Hire With Your Head by Lou Adler TopGrading by Bradford Smart, Ph.D. First, Break All the Rules by Marcus Buckingham The Great Game of Business by Jack Stack68 Accolo, Inc. Ranked #1 On-demand RPO Provider 2008 & 2009 San Francisco Bay Area | Los Angeles | Chicago | New York www.accolo.com 1-877-4ACCOLO
    • 69. hire intelligence™ hire technology™ hire performance™cloud recruiting™ The Relentless Pursuit ofConnecting the Right People John Younger, President & CEO jyounger@accolo.com 415.755.1202

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