The Lost Recruiter

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The Lost Recruiter

  1. 1. Recruiter Finding Direction in the Search for Solutions Presented by: Steve Lowisz
  2. 2. Statistics show us that recruiters often feel unprepared and stranded
  3. 3. Most Professions Require Training Real Estate Agent • Nevada law requires 90 hours of real estate course credits (Real Estate Law, Broker Management Training, etc.) • Must pass national and state real estate examination • Must apply for licensing with proof of examination, course work and transcript
  4. 4. Most Professions Require Training Cosmetologist • Cosmetologist License: 1800 training hours • Hair Designer License: 1200 training hours • Nail Technician License: 600 Training Hours Three state licensing exams: theory, practical, and law
  5. 5. Recruiters Often turn to the Web for Answers What does it take to be a good recruiter???
  6. 6. Online Research Methodology • In-house web analytics tracked a year’s worth of recruiter web searches • Compared these searches to global monthly search topics on Google • Found which keywords and phrases are searched most frequently in Recruiting, Talent Acquisition and HR • The Results are alarming!
  7. 7. In this session… What are the top questions searched by recruiters? Why are recruiters asking these questions?
  8. 8. So, What are Recruiters Searching? 8
  9. 9. #1 - “How Do I Leave an Effective Voicemail?”
  10. 10. “How Do I leave an Effective Voicemail?” The Problem • Many recruiters are experiencing horrible return call ratios • Too many recruiters avoid the phone because they “don’t have time” • Focus has become how to automate the process, removing the human element
  11. 11. “How Do I Leave an Effective Voicemail?” The Solution • • • • Remember it’s not about you Present with confidence When they call back, LISTEN! What is the reason for reaching out? o Get them to respond o Learn more about them • Don’t try to sell them before you know them!
  12. 12. #2 - “What are the Key Attributes of a Recruiter?”
  13. 13. “What are the Key Attributes of a Recruiter?” The Problem • Varying definitions across the web (5.7 million) • The ‘Secret Sauce’ still seems to be a secret • If we can’t define skills for our profession, how do we define skills for other positions??
  14. 14. “What are the Key Attributes of a Recruiter?” The Solution Keep These Skills in Mind • • • • • • Relationship Building Skills Sales/Influencing Skills Results Focused Listening Skills Research Skills Optimism
  15. 15. #3 - “How Do I Talk to a Hiring Manager?”
  16. 16. “How Do I talk to a Hiring Manager?” The Problem • Inherent “disconnect” between Recruiters and Hiring Managers • Manager wants to see more and more resumes • Manager is unresponsive • Manager doesn’t know what they want or need • Manager expecting a candidate that doesn't exist
  17. 17. “How Do I talk to a Hiring Manager?” The Problem • Recruiter not setting expectations • Recruiter not leading the recruitment process • Recruiter not asking questions to determine the right profile
  18. 18. “How Do I talk to a Hiring Manager?” The Solution • • • • • Lead the process Set expectations up front Pre-interview meetings Candidate debriefs Drop the HR Speak
  19. 19. #4 - “What is the Cost of a Poor Hiring Decision?”
  20. 20. “What is the Cost of a Poor Hiring Decision?” The Problem • Losses due to a bad hire rarely ends up on balance sheet but can be detrimental to the organization • Lost opportunities, wasted time, overall business degradation occurs when hiring not based on quality
  21. 21. “What is the Cost of a Poor Hiring Decision?” The Solution Avoid “Bad Hire Procrastination” • Managers spend too much time trying to change behaviors in the “DNA” of a poor performer • Avoid promoting an individual based on something other than performance (tenure, etc.) Understand the “DNA” of each candidate • Skill • Attitude • Competency • Culture
  22. 22. #5 - “What Are Effective Recruiting Metrics?”
  23. 23. “What Are Effective Recruiting Metrics?” The Problem • To many metrics measure symptoms and not root cause • Often companies talk about quality and measure quantity and cost • Source of hire is hard to measure – is it tied to quality?
  24. 24. #6 - “How Do I Maintain a Talent Pipeline?”
  25. 25. “How Do I Maintain a Talent Pipeline?” The Problem • Hiring Managers and Recruiters define pipelines differently, resulting in confusion and missed opportunities o “On demand” vs. “pond” • Improper maintenance leads to candidate disengagement and dropoff • The road to a well-maintained pipeline requires clear and well-defined goals o Outreach o Store & Maintain o Engage
  26. 26. #7 -“What is Unconscious Bias?”
  27. 27. “What is Unconscious Bias?” The Problem • Think of a surgeon and a nurse – who do you picture? • Without realizing it, we are all guilty of unconscious bias, predominantly in job roles • Unconscious bias – hidden beliefs or unconscious assumptions – can lead to poor hiring decisions
  28. 28. #8 - “Why is HR a Necessary Evil?”
  29. 29. “Why is HR a Necessary Evil?” The Problem • Recruiters and HR often considered “frenemies” • Conflict due to fundamental differences, different skill sets, authority issues
  30. 30. “Why is HR a Necessary Evil?” The Problem Recruiters vs. HR on Google
  31. 31. The Lost Recruiter Questions? Contact Me: Steve Lowisz P: 734.521.2800 steve@stevelowisz.com Check out my Blog www.stevelowisz.com Presented by: Steve Lowisz Author, Educator International Speaker
  32. 32. Recruiter Finding Direction in the Search for Solutions Presented by: Steve Lowisz

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