How Good Values Attract Good People (AA-ISP Chicago 2013)


Published on

Published in: Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

How Good Values Attract Good People (AA-ISP Chicago 2013)

  1. 1. How Good Values Attract Good People
  2. 2. Ralph BarsiInside Sales ManagerInsideView @rbarsi in/ralphbarsi
  3. 3. People Pipeline Account Executive Lead Gen (Outbound) Lead Qual (Inbound)
  4. 4. Employers (and Managers)
  5. 5. Meet the Sharks (& Their Net Worth) Mark Cuban Kevin O’Leary Robert Herjavec $2.5B $300M $100M Daymond John Barbara Corcoran $250M $
  6. 6.
  7. 7. “This job isn’t for everyone, and we begyour patience with us as we work to find someone with a very particular set of skills and goals…” “We all work with goals, independence and very little oversight. We push people to make big promises and then to keep them.” “Deadline for applications is noon on January 15, 2013. One application per person, get it right the first time!”
  8. 8. Questions You Might AnswerDon’t answer them all, but help us understand where your skills lie, how you see,what you do, and why.Point to your personal website.Show us work you’ve done on the clock and how you made it work.Point to a blog post that changed the way you think about connecting with people.Have you created anything worth watching on Vimeo or YouTube?Where do you work now? What’s great about it?Find a particularly lame example of UX on the web and fix it intosomething better than good.Four book covers you think are both effective and beautiful.Are you restless?What do you do in your spare time that leaves a trail and makes an impact?Show us some of the projects that you’ve led that have shippedand made an impact.And be sure to share your salary needs and geography as well.
  9. 9. People go where they’re celebrated, not tolerated.
  10. 10. How good is your organization? How good are you?On recognition and reward?35% of workers (& 30% of CXOs) cited frequent recognition of accomplishments as the mosteffective non-monetary reward.On mentorship?70% of Fortune 500 Companies offer mentorship programs.On great management?The #1 reason people leave their jobs. They don’t leave the company, they leave the people.On orientation & onboarding?75% of US CEOs & 70% of global CEOs invest in training to ensure a pipeline of qualifiedemployees.On culture?71% of the workforce is disengaged, causing US businesses $300B annually. Does your reputation precede you?
  11. 11. Employees(Ok, all of you)
  12. 12. Wouldn’t it be great to “get the call?” On June 18th, I got the call. “I’m doing a CEO search. It’s a Fortune 500 company. It’s in the consumer Internet space. It’s in Silicon Valley – you wouldn’t even have to move. It’s the perfect job for you. The board is asking for you by name. Are you interested? It’s Yahoo.” Marissa Mayer
  13. 13. Stand Out 40% of employers now do social media background checks 65% of all job openings are filled through internal employee movements & referrals 80%+ use LinkedIn for recruiting & research for candidates 1 of 3 employers rejected candidates, based on what they read about them online86% of employers say candidates must make online profiles more employer-friendly
  14. 14. Be Present The Google Search“If you Google yourself and there are no search results, do you really exist?”
  15. 15. Walk the Walk The RésuméShows results, outcomes. (Averaged 132% of plan.) (Included highlights.)
  16. 16. Expose Your Brand to the MarketplaceDescribe your brand (Bio) Smile! (Profile Picture)80% professional tweets, Personalize your URL (Contact Info)20% personal tweets Share articles (Home Feed, Activity)Track conversation trends & engage(Hint: Use HootSuite) Tell us about you (Summary)Be yourself, for the love of God! Let others tell us, too! (Endorsements, Recommendations)Include hashtags (#) to categorizeyour tweets Where else do you add value? (Organizations, Groups)
  17. 17. Thank You!Ralph BarsiInsideView @rbarsi in/ralphbarsi