The 5 MOST
Costly Hiring Mistakes
Companies Can Make
Newly Developed Technology Exposes Why...
You’re MISSING the BEST Tal...
Sound Familiar?
• AreYou Seeing More 

Less Qualified Applicants?	

• Is It Taking Longer to Fill the Right Position with t...
I’ll show you how to reduce
this by up to 78%, but first…
Times Have Changed...
• 20Years Ago a Single Ad 

Would Bring in 5-7 

Résumés a Week	

• Because of Certain 

Hiring Brea...
Hiring Breakthroughs
• 1994: Robert McGovern was the First to
Host a Job Posting Online1	

• 1995: LATimes, Boston Globe, ...
Where’s the Market at
Today?
I know this looks like my kids scribbled all over it, but it actually is very important
because job market problems today ...
The Beveridge Curve
Source:"
http://en.wikipedia.org/wiki/Beveridge_curve
• “A graphical representation of the
relationshi...
In Other Words…
Many of the Current Job
Seekers Do NOT Have the
Skills Necessary to Be Hired
for the Jobs They’re Applying...
US Job Market Snap Shot
• 119,335,000 Employed Workers Currently
Seeking Better Employment
Source:"
http://www.recareered....
27.1% 	

Searching for Employment Passive Job
Seekers
Job Market Snap Shot
• 12,806,000 Currently Unemployed Searching
for Work
Source:"
http://www.recareered.com/blog/2012/03/...
More Than 5.5 Million People 

Have Been Unemployed for 

6 Months or Longer!!
Job Market Snap Shot
119,335,000 US Employed Workers Currently
Searching for Better Employment	

12,806,000 Currently Unem...
For Every Job Opening
Available There Are 2.6 People
Competing for That Position
• 7,600,000 Applied for 65,000 Starbucks
Jobs 	

• 1,000,000 Applied for 2,000 Proctor and
Gamble Openings	

• 2,000,000 A...
Source:"
http://www.dailymail.co.uk/news/article-2352011/Up-160-graduates-chase-job-Leading-firms-increase-number-applicati...
Does Competition...
• Bring Out the Best?	

• Meaning: Does the cream
rise to the top?	

• Bring Out the Worst?	

• Meanin...
Source:"
http://career-advice.monster.com/job-search/company-industry-research/despite-unemployment-many-jobs-hard-to-fill-...
Technology:
Blessing: Now More Than Ever an Employer
Can Reach Hundreds, If Not Thousands of Job
Seekers or... 	

Curse: T...
Source:"
http://www.craigslist.org/about/factsheet
Source:"
http://www.careercast.com/career-news/employers-craigslist-job-postings-contain-hidden-cost
Sound Familiar?
• AreYou Seeing More 

Less Qualified Applicants?	

• Is It Taking Longer to Fill the Right Position
with t...
What No One Is Willing
to Talk About
The True Costs of a Bad Hire
Source: "
http://www.nbrii.com/resources/infographics/nbri-infographic-thecostofabadhire.png
Average Hiring Costs
Total = ...
What About…
What Will All That Cost You?
• Loss Productivity Costs	

• Disruption Costs	

• Missed Opportunities
Source:"
http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/
Are You Settling?
What isYour Hiring
Process Like?
• You’re Presented with 8 

“Qualified” Candidates	

• You Choose to Interview 6...	

• Af...
Source:"
http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/
Source:"
http://www.inc.com/tom-searcy/the-problem-with-being-good-enough.html
AreYou Accidentally
Building a Good Enough
Organization?
WouldYou Agree?
Source:"
http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/
You Can Hire the Best,
But FirstYou Need to
Watch Out for…
5 Hiring Mistakes 	

Companies Make
1. Overusing the Same Job Boards 	

2. Not Utilizing Facebook 	

3. Relying Too Much o...
1. Overusing the 	

Same Job Boards
• Problem:

Going After the Same Hiring
Pool

Source:"
http://blogs.hbr.org/cs/2013/03/why_employers_arent_filling_th.html
Job Boards Only Target
Active Job Seekers
• You’re Missing Out On the 

Hidden/Passive Job Seekers	

• You’re Not Finding ...
2. Not Using Facebook
• Problem:

Not Using the “Facebook
Stalk” to FindTopTalent
Source:"
http://techcrunch.com/2011/11/16/social-recruiting/
3. Relying Too Much 	

on LinkedIn
• Problem:

Using LinkedIn asYour Go-To
Hiring “Silver Bullet”
Source:"
http://www.fastcompany.com/1815993/fast-talk-meeteor-facebook-stalk-job-you-want
LinkedIn’s Main Goal is
for People to Network
How Many Business Professionals

DoYou Know Who Are Still Not 

on LinkedIn ...
4. Ignoring Twitter
• Problem:

#NotKnowingHowToUseTwitter
Source:"
http://www.cbsnews.com/8301-505143_162-40245242/how-to-use-twitter-to-find-amazingemployees/
5. Not Leveraging 	

Video Interviews
• Problem:

WastingTOO MuchTime
Interviewing
Spending All Day or
Several Days Interviewing?
Video Interviews Reduce the 

Amount of TimeYou Spend

Conducting Face-to-F...
Who ALREADY Uses
Video Interviews...
You?
Source:"
http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm
Source:"
http://www.perfectlaborstorm.com/2012/recruitment-2/how-many-job-applicants-does-it-take-to-find-one-qualified-cand...
The BEST Way to Find
Top Talent FAST!
Virtual Interviews...
...Create a Faster Time-to-Hire	

...Reduce Travel Expenses	

...Produce a Sustainable Hiring
Model
Virtual Interviews...
...ExpandYour Candidate Pool	

...Can BeViewedVirtually
Anywhere	

...Reduce Interview Fatigue	

......
Source:"
http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm
Source:"
http://staffingtalk.com/are-video-interviews-becoming-the-norm/
Easy As 1-2-3
3. Review
Recorded
Interviews at
Your Leisure
1. Choose and
RecordYour
Questions	

2. Send OutYour
Virtual
I...
Recording
Your Questions
• RecordYour Own	

• Choose from a List of
Pre-Recorded
Questions
Post an Interview Link
• Send OutYour Interview
Link to Their Applicant
Pool or 	

• HostYour Link on a Job
Board or Socia...
Review AtYour Leisure
“Can you see how much
easier it will be to find the
right person for the job?”
Streamlined Process
• OnceYou’ve Found the
Right Candidate for the
Right Position...	

• Invite Them in for Live
Interview
CanYou Do This
OnYour Own?
Of CourseYou Can! 	

BUT...
and
• You’ll Still Have to 

Coordinate Schedules	

• Eliminates Reviewing at 

Your Leisure	

• Hope that Technology 

Wo...
But There’s Still 

One Problem…
LiveVideo Interviews Are 

Nothing More Than an 

Untested Resume
• You Can Review atYour
Leisure 	

• BUT Their Interview 

Is Also Scripted	

• You Only See What They
WantYou to See “Tak...
What This Hides...
• All the Non-Verbal 

Communication They 

Don’t WantYou to See	

• 93% of All Communication is 

Non-...
Step Backwards...
• Your Job is to Find the 

BEST Possible Candidates 

and Hire Them	

• Trying to Figure Out New 

Tech...
A Tale of Two 	

Hiring Managers
A Day in the Life of...
Traditional Tom Savvy Shaye
Hiring Decisions...
Traditional Tom Tries
to Find His New 

Hire on His Own
Shaye Uses a
Recruiter who Uses
Virtual Interv...
Weeding Out Process...
• Both Tom and Shaye’s Recruiter
Receive Résumés from 200
“Qualified” Candidates	

• 150 of the Appl...
Finding the Best...
• 50 Candidates is Still Too Many	

• Both Parties Narrow it Down to the 

Exact Same 20 Applicants
No Substitutes...
• Tom Interviews Who He Feels

Are the Top 6 Candidates	

• Missed the Real Winner	

• Screening Will NE...
Tom’s Interviews...
• After 6 Hours of Interviews 

Tom is Ready to Call it Quits	

• On Paper Each Applicant 

Looked Lik...
TheVirtual Interview
Difference
• Shaye’s Recruiter Sends Over 20 

Résumés Accompanied with 20 

Virtual Interviews	

• M...
Shaye’s Interviews...
• In the Time it Took Tom to Perform 2 Live
Interviews, Shaye Reviewed All 20Virtual
Interviews	

• ...
3 Kind of Recruiters
1. Résumé Mill	

2. Knowledgable Partner	

3. Knowledgable Partner Plus
Let Me Introduce
You To...
• Recruitment Agency Specializing

inVirtual Interviews to Make 

Your Hiring Easy	

• As a Knowledgable Partner Plus 

We...
Best of All...
• You’ll Be Like a Kid in a 

Candy Store	

• You’re Only Job is to 

Chose Which One of the 

Qualified Can...
Is Right forYou?
• Let Us Take on All the Risk	

• We’ll SendYou QualifiedVirtual 

Interviews	

• IfYou Like WhatYou See,Y...
Let Us Start 

Working forYou!
• Set Aside 20 Minutes to Let Us Understand the PositionYou
Want to Fill	

• We Guarantee A...
http://www.cvirtual.com/new
Click to Begin…
5 Most Costly Hiring Mistakes Companies Can Make
5 Most Costly Hiring Mistakes Companies Can Make
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5 Most Costly Hiring Mistakes Companies Can Make

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Is your company making these top 5 hiring mistakes?

Most companies that make them are unaware that they are making them and how that affects their company, profits and moral.

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5 Most Costly Hiring Mistakes Companies Can Make

  1. 1. The 5 MOST Costly Hiring Mistakes Companies Can Make Newly Developed Technology Exposes Why... You’re MISSING the BEST Talent for Hire
  2. 2. Sound Familiar? • AreYou Seeing More 
 Less Qualified Applicants? • Is It Taking Longer to Fill the Right Position with the Right Person? • AreYou Experiencing Interview Fatigue Trying to Fill AllYourVacancies?
  3. 3. I’ll show you how to reduce this by up to 78%, but first…
  4. 4. Times Have Changed... • 20Years Ago a Single Ad 
 Would Bring in 5-7 
 Résumés a Week • Because of Certain 
 Hiring Breakthroughs,Today, a Single Ad Can Bring in As Much As 200 New Résumés a Week!
  5. 5. Hiring Breakthroughs • 1994: Robert McGovern was the First to Host a Job Posting Online1 • 1995: LATimes, Boston Globe, ChicagoTribune, NewYorkTimes, San Jose Mercury and Washington Post Create CareerPath.com2 • 2003: LinkedIn Launched3 • 2013: CVirtual IntroducedVideo Interviews Sources:
 1. Peter Behr, David Segal, “High-Tech Turks Lure Big-Buck Backers; Outside Investment Grows but Trails Other U.S. Centers”, The Washington Post, Nov. 4, 1996, pg. F05! 2. Jesus Sanchez (1995, October 18), "THE CUTTING EDGE: COMPUTING / TECHNOLOGY / INNOVATION; 6 Papers Launch On-Line Help-Wanted Classifieds; Advertising: With 23,000 entries, employment service initially will be free to job-seekers :[Home Edition]", Los Angeles Times ,p. 4. Retrieved December 18, 2008! 3. http://www.linkedin.com/about-us
  6. 6. Where’s the Market at Today?
  7. 7. I know this looks like my kids scribbled all over it, but it actually is very important because job market problems today lead to hiring problems tomorrow.
  8. 8. The Beveridge Curve Source:" http://en.wikipedia.org/wiki/Beveridge_curve • “A graphical representation of the relationship between unemployment and the job vacancy rate.” • “Higher levels of unemployment... imply decreasing efficiency in the labor market.” • “Inefficient labor markets are due to mismatches between available jobs and the unemployed.”
  9. 9. In Other Words… Many of the Current Job Seekers Do NOT Have the Skills Necessary to Be Hired for the Jobs They’re Applying for
  10. 10. US Job Market Snap Shot • 119,335,000 Employed Workers Currently Seeking Better Employment Source:" http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/
  11. 11. 27.1% Searching for Employment Passive Job Seekers
  12. 12. Job Market Snap Shot • 12,806,000 Currently Unemployed Searching for Work Source:" http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/
  13. 13. More Than 5.5 Million People 
 Have Been Unemployed for 
 6 Months or Longer!!
  14. 14. Job Market Snap Shot 119,335,000 US Employed Workers Currently Searching for Better Employment 12,806,000 Currently Unemployed Searching for Employment Source:" http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/ + 132,141,000 People Currently Competing for Employment
  15. 15. For Every Job Opening Available There Are 2.6 People Competing for That Position
  16. 16. • 7,600,000 Applied for 65,000 Starbucks Jobs • 1,000,000 Applied for 2,000 Proctor and Gamble Openings • 2,000,000 Applied for 7,000 Google Openings Source: http://knowledge.wharton.upenn.edu/article/why-the-job-search-is-like-throwing-paper-airplanes-into-the-galaxy/
  17. 17. Source:" http://www.dailymail.co.uk/news/article-2352011/Up-160-graduates-chase-job-Leading-firms-increase-number-applications-role.html
  18. 18. Does Competition... • Bring Out the Best? • Meaning: Does the cream rise to the top? • Bring Out the Worst? • Meaning: Does it take longer than normal to find the right candidate because they’re getting lost in all the clutter?

  19. 19. Source:" http://career-advice.monster.com/job-search/company-industry-research/despite-unemployment-many-jobs-hard-to-fill-hot-jobs/article.aspx
  20. 20. Technology: Blessing: Now More Than Ever an Employer Can Reach Hundreds, If Not Thousands of Job Seekers or... Curse: The Same Employer Can Have Their Post Overlooked Because of Every Other Competing Job Post Out There
  21. 21. Source:" http://www.craigslist.org/about/factsheet
  22. 22. Source:" http://www.careercast.com/career-news/employers-craigslist-job-postings-contain-hidden-cost
  23. 23. Sound Familiar? • AreYou Seeing More 
 Less Qualified Applicants? • Is It Taking Longer to Fill the Right Position with the Right Person? • AreYou Experiencing Interview Fatigue Trying to Fill AllYourVacancies? • NowYou Know Why!
  24. 24. What No One Is Willing to Talk About
  25. 25. The True Costs of a Bad Hire
  26. 26. Source: " http://www.nbrii.com/resources/infographics/nbri-infographic-thecostofabadhire.png Average Hiring Costs Total = $32,500 $500 Advertising Expense $2,500 Interview Costs $7,500 Hiring Costs $22,000 Training Costs
  27. 27. What About… What Will All That Cost You? • Loss Productivity Costs • Disruption Costs • Missed Opportunities
  28. 28. Source:" http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/
  29. 29. Are You Settling?
  30. 30. What isYour Hiring Process Like? • You’re Presented with 8 
 “Qualified” Candidates • You Choose to Interview 6... • After 6 Hours of Interviews 
 No One Stands Out • Interview Fatigue Begins to Set In • What DoYou Do? • DoYou Settle for Good Enough?
  31. 31. Source:" http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/
  32. 32. Source:" http://www.inc.com/tom-searcy/the-problem-with-being-good-enough.html
  33. 33. AreYou Accidentally Building a Good Enough Organization?
  34. 34. WouldYou Agree?
  35. 35. Source:" http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/
  36. 36. You Can Hire the Best, But FirstYou Need to Watch Out for…
  37. 37. 5 Hiring Mistakes Companies Make 1. Overusing the Same Job Boards 2. Not Utilizing Facebook 3. Relying Too Much on LinkedIn 4. Ignoring Twitter 5. Not LeveragingVideo Interviews
  38. 38. 1. Overusing the Same Job Boards • Problem:
 Going After the Same Hiring Pool

  39. 39. Source:" http://blogs.hbr.org/cs/2013/03/why_employers_arent_filling_th.html
  40. 40. Job Boards Only Target Active Job Seekers • You’re Missing Out On the 
 Hidden/Passive Job Seekers • You’re Not Finding the Ones
 Who Are Not Looking
  41. 41. 2. Not Using Facebook • Problem:
 Not Using the “Facebook Stalk” to FindTopTalent
  42. 42. Source:" http://techcrunch.com/2011/11/16/social-recruiting/
  43. 43. 3. Relying Too Much on LinkedIn • Problem:
 Using LinkedIn asYour Go-To Hiring “Silver Bullet”
  44. 44. Source:" http://www.fastcompany.com/1815993/fast-talk-meeteor-facebook-stalk-job-you-want
  45. 45. LinkedIn’s Main Goal is for People to Network How Many Business Professionals
 DoYou Know Who Are Still Not 
 on LinkedIn But Are on Facebook?
  46. 46. 4. Ignoring Twitter • Problem:
 #NotKnowingHowToUseTwitter
  47. 47. Source:" http://www.cbsnews.com/8301-505143_162-40245242/how-to-use-twitter-to-find-amazingemployees/
  48. 48. 5. Not Leveraging Video Interviews • Problem:
 WastingTOO MuchTime Interviewing
  49. 49. Spending All Day or Several Days Interviewing? Video Interviews Reduce the 
 Amount of TimeYou Spend
 Conducting Face-to-Face 
 Interviews
  50. 50. Who ALREADY Uses Video Interviews... You?
  51. 51. Source:" http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm
  52. 52. Source:" http://www.perfectlaborstorm.com/2012/recruitment-2/how-many-job-applicants-does-it-take-to-find-one-qualified-candidate/
  53. 53. The BEST Way to Find Top Talent FAST!
  54. 54. Virtual Interviews... ...Create a Faster Time-to-Hire ...Reduce Travel Expenses ...Produce a Sustainable Hiring Model
  55. 55. Virtual Interviews... ...ExpandYour Candidate Pool ...Can BeViewedVirtually Anywhere ...Reduce Interview Fatigue ...Are Easy to Use
  56. 56. Source:" http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm
  57. 57. Source:" http://staffingtalk.com/are-video-interviews-becoming-the-norm/
  58. 58. Easy As 1-2-3 3. Review Recorded Interviews at Your Leisure 1. Choose and RecordYour Questions 2. Send OutYour Virtual Interview Link + +
  59. 59. Recording Your Questions • RecordYour Own • Choose from a List of Pre-Recorded Questions
  60. 60. Post an Interview Link • Send OutYour Interview Link to Their Applicant Pool or • HostYour Link on a Job Board or Social Media Site
  61. 61. Review AtYour Leisure “Can you see how much easier it will be to find the right person for the job?”
  62. 62. Streamlined Process • OnceYou’ve Found the Right Candidate for the Right Position... • Invite Them in for Live Interview
  63. 63. CanYou Do This OnYour Own? Of CourseYou Can! BUT...
  64. 64. and • You’ll Still Have to 
 Coordinate Schedules • Eliminates Reviewing at 
 Your Leisure • Hope that Technology 
 Works Properly • Can’t Be Recorded or Shared
  65. 65. But There’s Still 
 One Problem… LiveVideo Interviews Are 
 Nothing More Than an 
 Untested Resume
  66. 66. • You Can Review atYour Leisure • BUT Their Interview 
 Is Also Scripted • You Only See What They WantYou to See “Take 57”
  67. 67. What This Hides... • All the Non-Verbal 
 Communication They 
 Don’t WantYou to See • 93% of All Communication is 
 Non-Verbal • 55% is Physiological • 38% is Tonal • Only 7% Are the Words Used Source:" Mehrabian, Albert (2009). ""Silent Messages" – A Wealth of Information About Nonverbal Communication (Body Language)". Personality & Emotion Tests & Software: Psychological Books & 
 Articles of Popular Interest. Los Angeles, CA: self-published. Retrieved April 6, 2010.
  68. 68. Step Backwards... • Your Job is to Find the 
 BEST Possible Candidates 
 and Hire Them • Trying to Figure Out New 
 Technology Only Adds to 
 Your Already Overwhelming 
 List of Duties
  69. 69. A Tale of Two Hiring Managers
  70. 70. A Day in the Life of... Traditional Tom Savvy Shaye
  71. 71. Hiring Decisions... Traditional Tom Tries to Find His New 
 Hire on His Own Shaye Uses a Recruiter who Uses Virtual Interviews to Help Her Find Her New Hire
  72. 72. Weeding Out Process... • Both Tom and Shaye’s Recruiter Receive Résumés from 200 “Qualified” Candidates • 150 of the Applicants Don’t Meet Their Needs
  73. 73. Finding the Best... • 50 Candidates is Still Too Many • Both Parties Narrow it Down to the 
 Exact Same 20 Applicants
  74. 74. No Substitutes... • Tom Interviews Who He Feels
 Are the Top 6 Candidates • Missed the Real Winner • Screening Will NEVER 
 Replace a Live Interview
  75. 75. Tom’s Interviews... • After 6 Hours of Interviews 
 Tom is Ready to Call it Quits • On Paper Each Applicant 
 Looked Like They Were the 
 “One” • Not Only is Tom Tired BUT He’s Now Behind on His Normal Work Load • Late Night for Tom • Does Tom Settle?
  76. 76. TheVirtual Interview Difference • Shaye’s Recruiter Sends Over 20 
 Résumés Accompanied with 20 
 Virtual Interviews • More Choices atYour Disposal • More Really is Better
  77. 77. Shaye’s Interviews... • In the Time it Took Tom to Perform 2 Live Interviews, Shaye Reviewed All 20Virtual Interviews • Shaye Spots 2 that Tom Missed • She Interviews Them and Hires the 
 Better of the Two • She’s the Office Hero! • Now That’s Working Smarter
  78. 78. 3 Kind of Recruiters 1. Résumé Mill 2. Knowledgable Partner 3. Knowledgable Partner Plus
  79. 79. Let Me Introduce You To...
  80. 80. • Recruitment Agency Specializing
 inVirtual Interviews to Make 
 Your Hiring Easy • As a Knowledgable Partner Plus 
 We’ll Seek to UnderstandYour 
 Position • We’ll Find and Invite All Qualified Candidates the Market Has to Offer to Take aVirtual Interview
  81. 81. Best of All... • You’ll Be Like a Kid in a 
 Candy Store • You’re Only Job is to 
 Chose Which One of the 
 Qualified CandidatesYou 
 Want to Invite in for Live Face-to-Face Interview • Then,When Ready We Repeat the Process for You Again as Often asYou Desire New Hires
  82. 82. Is Right forYou? • Let Us Take on All the Risk • We’ll SendYou QualifiedVirtual 
 Interviews • IfYou Like WhatYou See,You Can Contract for Our Services • Standard Contract Rates are 25% of Annual Salary
  83. 83. Let Us Start 
 Working forYou! • Set Aside 20 Minutes to Let Us Understand the PositionYou Want to Fill • We Guarantee ALL 
 Placements Up to 180 Days • We’ll Replace Any Placement 
 Who’s Been Fired or Quits 
 within 6 Months of Placement for FREE! • If After 45 Days We’ve Not Been Able to HelpYou,We’ll Gift You 3 Months Use ofVirtual Interviews
  84. 84. http://www.cvirtual.com/new Click to Begin…
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