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Airs Training Principles Of Recruiting Recap


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AIRS Training "Principles of Recruiting"

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Airs Training Principles Of Recruiting Recap

  1. 1. Aires Training Principles of Recruiting Recap By: Steve Morris
  2. 2. The Recruiting Process What Makes a Successful Recruiter?
  3. 3. PROFILE <ul><li>Being able to define the qualities of the job and of successful candidates </li></ul><ul><ul><li>Why is profiling important? </li></ul></ul><ul><ul><ul><li>Company </li></ul></ul></ul><ul><ul><ul><li>Position </li></ul></ul></ul><ul><ul><ul><li>Behavioral Competencies </li></ul></ul></ul><ul><ul><ul><li>Technical Competencies </li></ul></ul></ul><ul><ul><ul><li>Other Requirements </li></ul></ul></ul><ul><ul><li>Strategic Alignment and Diversity </li></ul></ul><ul><ul><li>Emotional Intelligence Attributes </li></ul></ul><ul><ul><ul><li>Self Awareness </li></ul></ul></ul><ul><ul><ul><li>Self Regulation </li></ul></ul></ul><ul><ul><ul><li>Motivation </li></ul></ul></ul><ul><ul><ul><li>Empathy </li></ul></ul></ul><ul><ul><ul><li>Social Skill </li></ul></ul></ul><ul><ul><li>Working with Hiring Managers </li></ul></ul>
  4. 4. SOURCE <ul><li>Finding excellent candidates for the job </li></ul><ul><ul><li>Why is sourcing important? </li></ul></ul><ul><ul><ul><li>Finding the right people </li></ul></ul></ul><ul><ul><ul><li>Evidence </li></ul></ul></ul><ul><ul><ul><li>Clues </li></ul></ul></ul><ul><ul><ul><li>Good sources </li></ul></ul></ul><ul><ul><ul><li>Coming to the right solution </li></ul></ul></ul><ul><ul><li>Pipelining Candidates – Recruiting is a numbers game </li></ul></ul><ul><ul><li>Active and Passive Candidates </li></ul></ul><ul><ul><ul><li>Ease of finding </li></ul></ul></ul><ul><ul><ul><ul><li>Active – They come to you </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Passive – Requires specific skills and programs to find excellent passive candidates </li></ul></ul></ul></ul><ul><ul><li>Internet Sourcing </li></ul></ul><ul><ul><ul><li>Explore Job Boards – ie. Monster, Career Builder </li></ul></ul></ul><ul><ul><ul><li>Use Search Engines </li></ul></ul></ul><ul><ul><ul><li>Explore Social Sites – ie. My Space, Facebook </li></ul></ul></ul><ul><ul><li>Employee Referral </li></ul></ul><ul><ul><li>Active Networking </li></ul></ul>
  5. 5. CONTACT AND SCREEN <ul><li>Establishing a personal relationship and determining which candidates are qualified </li></ul><ul><ul><li>Four broad types of contacting activities that occur throughout the recruiting process: </li></ul></ul><ul><ul><ul><li>Initial contact between recruiter and candidate </li></ul></ul></ul><ul><ul><ul><li>Cold calling </li></ul></ul></ul><ul><ul><ul><li>Phone screen </li></ul></ul></ul><ul><ul><ul><li>Continuing communication! </li></ul></ul></ul><ul><ul><li>Always remember the 7 R’s: </li></ul></ul><ul><ul><ul><li>Reconfirm Candidacy – is the person still interested in the job? </li></ul></ul></ul><ul><ul><ul><li>Readiness to take a new job – is the person ready to make a move? </li></ul></ul></ul><ul><ul><ul><li>Relevant Qualifications – what is the person’s track record? </li></ul></ul></ul><ul><ul><ul><li>Reference similar skills and activities – what specific skills does the person have to match the position? </li></ul></ul></ul><ul><ul><ul><li>Review person motivations and interests – how does the opportunity match the person’s needs? </li></ul></ul></ul><ul><ul><ul><li>Revisit compensation – is the compensation equitable? </li></ul></ul></ul><ul><ul><ul><li>Re-energize commitment – what excites the person about the opportunity? </li></ul></ul></ul><ul><ul><li>COMMUNICATION IS IMPORTANT!!! </li></ul></ul>
  6. 6. MANAGE <ul><li>Being able to work with a number of open jobs, hiring managers and candidates effectively </li></ul><ul><ul><li>Why is managing important? </li></ul></ul><ul><ul><li>Recruiter wears a project hat </li></ul></ul><ul><ul><ul><li>Balancing multiple jobs </li></ul></ul></ul><ul><ul><ul><li>Multiple candidates </li></ul></ul></ul><ul><ul><ul><li>Multiple hiring managers </li></ul></ul></ul><ul><ul><ul><li>Roles and responsibilities </li></ul></ul></ul><ul><ul><ul><li>Milestones and deliverables </li></ul></ul></ul><ul><ul><ul><li>Schedules </li></ul></ul></ul><ul><ul><ul><li>Expectations and service agreements </li></ul></ul></ul><ul><ul><li>Candidate Surveys – Get Feedback </li></ul></ul><ul><ul><li>Managing problems that can occur </li></ul></ul><ul><ul><ul><li>Hiring takes too long </li></ul></ul></ul><ul><ul><ul><li>Candidates start to drop out </li></ul></ul></ul><ul><ul><ul><li>Poor candidates are hired </li></ul></ul></ul><ul><ul><ul><li>Interviews are poor </li></ul></ul></ul><ul><ul><ul><li>Milestones are missed </li></ul></ul></ul><ul><ul><ul><li>High turnover in the 1 st 6 months </li></ul></ul></ul>
  7. 7. CLOSE <ul><li>Overcoming objections and hiring the best person </li></ul><ul><ul><li>Why is closing important? </li></ul></ul><ul><ul><ul><li>Closing is a process and not a technique </li></ul></ul></ul><ul><ul><ul><li>Look for solutions </li></ul></ul></ul><ul><ul><ul><li>Guide the candidate </li></ul></ul></ul><ul><ul><ul><li>Always remember the war for talent </li></ul></ul></ul><ul><ul><ul><li>Convince them that Ryder is their best choice </li></ul></ul></ul><ul><ul><li>Remember these Closing Potholes: </li></ul></ul><ul><ul><ul><li>Compensation – Get it out there early </li></ul></ul></ul><ul><ul><ul><li>Competition – Be knowledgeable of other opportunities that the candidate is pursuing </li></ul></ul></ul><ul><ul><ul><li>Hidden Objections – Get them out in the open and have a personal relationship with your candidate </li></ul></ul></ul><ul><ul><ul><li>Cold Feet – Listen for real issues </li></ul></ul></ul><ul><ul><li>Closing problems that can occur: </li></ul></ul><ul><ul><ul><li>Candidate drops out inexplicably – Suggestion – recruiter has not established a good relationship and not asked the key questions to uncover important motivations </li></ul></ul></ul><ul><ul><ul><li>Candidate loses interest in the job – Suggestion – probably another issue arisen that the candidate may not want to share </li></ul></ul></ul><ul><ul><ul><li>Last minute surprises – Suggestion – key provisions were not tested with the candidate beforehand </li></ul></ul></ul><ul><ul><ul><li>Family/Personal issues prevent acceptance – Suggestion – should have asked questions in the recruiting process to determine if personal issues were significant </li></ul></ul></ul><ul><ul><ul><li>Old company doubles salary – SUGGESTION – say goodbye! This is why several candidates need to be in the pipeline </li></ul></ul></ul><ul><ul><ul><li>Candidate declines offer – Suggestion – try to get the real reasons and learn from the experience </li></ul></ul></ul>
  8. 8. LEVERAGE <ul><li>Continuing to build your base of contacts and personal network </li></ul><ul><ul><li>Leverage names only from qualified candidates </li></ul></ul><ul><ul><ul><li>Some candidates are not very good, under-qualified and do not have the breadth and depth of experience that is required. It would not be useful to seek additional references from these individuals. </li></ul></ul></ul><ul><ul><li>Leveraging Problems that can occur </li></ul></ul><ul><ul><ul><li>Poorly qualified referrals </li></ul></ul></ul><ul><ul><ul><li>Not enough referrals </li></ul></ul></ul><ul><ul><ul><li>Too many referrals to organize </li></ul></ul></ul><ul><ul><ul><li>Referral network is stale </li></ul></ul></ul><ul><ul><ul><li>Network is not current </li></ul></ul></ul><ul><ul><li>Always remember that the recruiter’s greatest asset is his/her personal network </li></ul></ul>
  9. 9. THE JOURNEY AHEAD <ul><ul><li>A Great Recruiter can find, attract and enlist ten’s if not hundred’s of people who bring new ideas, skills and networks to the company. </li></ul></ul><ul><ul><li>These new candidates can become the lifeblood of Ryder and the source of our competitive strength </li></ul></ul><ul><ul><li>Talent is what we do </li></ul></ul><ul><ul><li>The challenge is to raise ourselves and our profession to a heightened expectation </li></ul></ul><ul><ul><li>It’s not only possible but it’s realistic if the effort and commitment are there </li></ul></ul>