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Top 3 Challenges Hiring Managers Will Face in 2014 - David Szary

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Top 3 Challenges Hiring Managers Will Face in 2014 - David Szary

  1. 1. Copyright 1997-2014 Lean Human Capital, LLC *And how to overcome them! Top Three Challenges Hiring Managers Will Face In 2015*
  2. 2. Copyright 1997-2014 Lean Human Capital, LLC /ConnectMembers @ConnectMembers Data.com Visit connect.data.com Sign up for free todayand get 2 free contacts!
  3. 3. Copyright 1997-2014 Lean Human Capital, LLC About –David Szary “Fell” into recruiting in 1989! First half of career, recruited (and managed teams) in “high tech” industry for a publicly-held “high-growth” IT Service provider. In 1997, founded The RIO Group (www.riogrp.com) & The Recruiter Academy (www.recruiteracademy.com). In 2009 founded Lean Human Capital (www.leanhumancapital.com), combining The Recruiter Academy educational solution with analytic and process optimization best practices. Has worked with over 10,000 recruiters from thousands of companies across the entire United States, Canada, South America, Europe, Asia and the Middle East, including some of the most respected organizations in the world. Unique opportunity to work with recruiters and recruitment organizations performing in all types of market conditions within all major industries.
  4. 4. Copyright 1997-2014 Lean Human Capital, LLC Top Three Hiring Challenges –2015 Finding Top Talent! Candidate Bidding Wars Turnover “77% of CEO’s polled said that hiring Top Talent is their #1 key to success in 2014.”
  5. 5. Copyright 1997-2014 Lean Human Capital, LLC 32 % “Listeners”/Passively looking 34% NOT LOOKING! 14% Seriously/Actively looking 20% Casually Looking 14% are seriously/actively seeking a new position. 20% are casually looking (a few hours now and then). 32% are passively looking (if something comes along, I’ll take a look at it). We call them Listeners! 34% are not looking. Source –Staffing.org –2013, Bureau of Labor Finding Top Talent – Today’s Labor Market
  6. 6. Copyright 1997-2014 Lean Human Capital, LLC Finding Top Talent – Attributes of the ‘Best of the Best’  Virtually zero unemployment rate.  If they are unemployed, they will quickly find employment.  Everyone wants them.  They need to be ‘recruited’ (even the top college grads).
  7. 7. Copyright 1997-2014 Lean Human Capital, LLC Finding Top Talent FACT: 77% of all candidates start search at an internet browser. oCandidates need to be able to find you! oWhen they find you, your message must be compelling MYTH: All candidates can be found online. oNeed to be a sharpshooter oDo your research TRUE: “It is all about timing . . .” oCandidate Relationship Management
  8. 8. Copyright 1997-2014 Lean Human Capital, LLC Hyper Active Candidates Ultra Passive Candidates 77% of job seekers START their job search at a search engine (Google most popular) typing in Key words relevant to their search . Indeed postings consistently rank first in each search engine.* 23% start search directly going to specifics sites including company websites, job boards and social sites.* *Source: Gartner & CareerBuilder How do they find you? – Organic SEO & Targeted SEM
  9. 9. Copyright 1997-2014 Lean Human Capital, LLC Sharp Shooter versus Shot Gun Approach. Mindstorming with your ROCK STARS! oWhere do these ROCK STARS “live, work and hang out?” The Art of Investigative Questioning. P-ERP Technology P -Boomerang CRM Internet Mining Third Party ‘Research’ companies PERP –0.0!!! If they don’t find you – How Do You Find Them?
  10. 10. Copyright 1997-2014 Lean Human Capital, LLC Once they find you -What is their experience? What is your compelling value proposition? What is the application process like? Is it easy to engage? Is it mobile? What is your ‘brand’ socially? Glassdoor? Other sites? What is your compelling value proposition? What is the candidate experience like? What do the non-hired candidates say about their experience? Average Job Seeker spends 6 seconds reviewing a job posting before they decide to read further or leave posting.
  11. 11. Copyright 1997-2014 Lean Human Capital, LLC Crafting a Compelling Value Proposition! Candidate’s Motives to Move (or to call you back) What Can You Offer? What Can Your Competitors Offer? Identify Pain or Pleasure “Gaps”
  12. 12. Copyright 1997-2014 Lean Human Capital, LLC Ensuring Top Talent Finds You Job Postings –Best Practices Key Word Friendly -Effective use of Key Words (SEO/SEM) Ensure Posting is Visually Appealing and professional with correct grammar and no typos! Provide a Compelling Value Proposition that is concise and to-the-point. Provide Position Details (description, requirements, etc.).
  13. 13. Copyright 1997-2014 Lean Human Capital, LLC Job Postings Before & After Examples
  14. 14. Copyright 1997-2014 Lean Human Capital, LLC Recruiting Best of Best (Top Talent) Best Practices Ensure Top Talent can ‘find you’. If they don’t find you, you need to go find them! When they find you, what is your compelling Value Proposition. When they apply, they need to have a great experience!
  15. 15. Copyright 1997-2014 Lean Human Capital, LLC Candidate Bidding Wars! Understanding your monetary and NON-monetary leverage points. Education versus Negotiation using a Career Comparison White Glove Treatment
  16. 16. Copyright 1997-2014 Lean Human Capital, LLC Career Comparison!
  17. 17. Copyright 1997-2014 Lean Human Capital, LLC White Glove Treatment! Remember –changing jobs is stressful. Easier to stay then go! Top Talent will be ‘courted’ to stay. Closing Best Practices: oRemind them why they are at this point in the first place. oWelcome them aboard when they ‘accept’ the offer (call, text, handwritten note). oSend some Swag for the family. oGet them started before they start.
  18. 18. Copyright 1997-2014 Lean Human Capital, LLC Employee Turnover Regrettable (don’t want) versus Non- regrettable (don’t let the door . . .) Preventative Maintenance Plan For It!
  19. 19. Copyright 1997-2014 Lean Human Capital, LLC Preventative Maintenance What is your retention strategy for your Top Performers? oDo they know how much you value them? oStay Interviews
  20. 20. Copyright 1997-2014 Lean Human Capital, LLC Plan for It! Don’t wait for someone to quit before you start recruiting. Predict Turnover (historical data + succession planning + predicted TO) Migrate to a Just-in-Time Recruitment Solution using MRP.
  21. 21. Copyright 1997-2014 Lean Human Capital, LLC Just-in-Time Hiring Process Efficiency Metrics Project Managers Supervisors # of candidates Routed to fill one position 4.0 6.0 % of candidates Routed that are interviewed by Hiring Manager 60% 85% % of candidates that are hired who are extended offers 86% 92% Recruitment Process Time Study Project Managers Supervisors # of Hours for Each Category # of Hours Needed per Hire # of Hours for Each Category # of Hours Needed per Hire Time spent sourcing, pre-qualifying and routing a single candidate to the hiring manager 7.00 28.00 5.00 30.00 Time spent managing the hiring manager interview process (setting up interview, getting feedback, etc.) for each interviewee 0.75 1.80 0.75 3.83 Time spent developing/delivering offer, receiving feedback, etc. for each offeree 1.00 1.16 1.00 1.09 Time spent pre-boarding candidate (paperwork, credentialing, keeping candidate warm, etc.) for each hire 0.25 0.25 0.25 0.25 Total Recruitment Process Hours to Hire 1 Candidate 31.21 35.16 Administrative Process Time Study Project Managers Supervisors # of Hours for Each Category # of Hours Needed per Hire # of Hours for Each Category # of Hours Needed per Hire Time spent managing the hiring manager interview process (setting up interview, getting feedback, etc.) for each interviewee 3.00 7.20 3.00 15.30 Time spent pre-boarding candidate (paperwork, credentialing, keeping candidate warm, etc.) for each hire 0.00 0.00 Total Administrative Time to Hire 1 Candidate 7.20 15.30 Recruitment Resource Planning/Allocation SLA Days 365 SLA Days 365 Project Managers Supervisors # of Hires 60 36 # of Sourcing/Pre Qual/Routing Hours Required 1,680 1,080 # of Interview/Offer/Hire Process Hours Required 193 186 Total Recruitment Process Hours 1,873 1,266 # of FTE Recruiters Required to Meet Hiring Objectives 1.2 0.8 2.0 # of Interview/Hire Process Hours Required by Admin 432 551 # of FTE Admins Personnel Required to Meet Hiring Objectives 0.3 0.4 0.6
  22. 22. Copyright 1997-2014 Lean Human Capital, LLC Recruiter Academy Certified Recruiter Program We’re very excited to be able to provide our Recruiter Academy Certified Recruiter program in a web based format! Our next class begins Tuesday, January 13, 2014. The program has been designed exclusively for healthcare recruiters and is delivered over 11 web-based modules that allow our students to absorb, retain and apply the concepts/principles gradually over time! Participation in our program will allow you to become a Recruiter Academy Certified Recruiter (RACR). The program also qualifies for 15 HRCI (SHRM) and 16.5 CHCR (NAHCR) recertification credits. IMPORTANT: We offer a group discount when 3 or more people attend! For more information please contact Catherine Kendall (734) 878-5861 ckendall@leanhumancapital.com
  23. 23. Copyright 1997-2014 Lean Human Capital, LLC For more information, please email us at info@riogrp.comand our contact David Szary @ dszary@leanhumancapital.com.

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