Using Candidate Aspirational Based Search  for Success   Gavin Chase CABS ®
Who am I? <ul><li>20 year recruitment industry professional  </li></ul><ul><li>Formally trained in recruitment methodologi...
Who are CNA Executive Search?  <ul><li>Established in 1996 </li></ul><ul><li>24 Executive Search business owners in UK & E...
CNA Recruitment Process Recognised worldwide as proven model
Improving candidate to placement ratios <ul><li>Find only  qualified  and  interested  people who will then become candida...
Building meaningful candidate relationships <ul><li>The 5 Verticals  – to uncover  feelings  about… </li></ul><ul><li>Comp...
The CNA Methodology Candidate Aspirational Based Search <ul><li>CABS ® </li></ul><ul><li>C  Concerns (about his/her future...
CONCERNS <ul><li>Personal concerns – why would they move? </li></ul><ul><ul><li>Present role – the don’t likes </li></ul><...
ASPIRATIONS <ul><li>Candidate wants – the positives </li></ul><ul><ul><li>Future role </li></ul></ul><ul><ul><li>Doing wha...
BUSINESS <ul><li>Concerns about current company </li></ul><ul><ul><li>Company performance </li></ul></ul><ul><ul><li>Their...
STRENGTHS <ul><li>Candidate strengths that they feel they can take elsewhere </li></ul><ul><ul><li>Producer </li></ul></ul...
Now qualify and check! <ul><li>Don’t take their word for it! </li></ul><ul><li>4 Best Achievements </li></ul><ul><ul><li>M...
Does it  ALL  add up? <ul><li>You now have a  fully recruited  candidate </li></ul><ul><li>You now understand their  caree...
<ul><li>By understanding the  aspirations  of today’s human capital you will be better placed to meet the needs of todays ...
QUESTIONS
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Gavin Chase Fordyce Forum Presentation 2009 Las Vegas

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Learn how to use a candidates career aspirations to ensure they are right for your job vacancy

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Gavin Chase Fordyce Forum Presentation 2009 Las Vegas

  1. 1. Using Candidate Aspirational Based Search for Success Gavin Chase CABS ®
  2. 2. Who am I? <ul><li>20 year recruitment industry professional </li></ul><ul><li>Formally trained in recruitment methodologies & process </li></ul><ul><li>International speaker and mentor on executive search practices </li></ul><ul><li>Founder of Want to be a Big Biller? </li></ul><ul><li>Still running a desk! </li></ul>
  3. 3. Who are CNA Executive Search? <ul><li>Established in 1996 </li></ul><ul><li>24 Executive Search business owners in UK & Europe </li></ul><ul><li>Multiple sector coverage </li></ul><ul><li>$75,000 - $200,000 salary range </li></ul><ul><li>Retained and ‘exclusive contingency’ search </li></ul><ul><li>Proven recruitment process </li></ul>
  4. 4. CNA Recruitment Process Recognised worldwide as proven model
  5. 5. Improving candidate to placement ratios <ul><li>Find only qualified and interested people who will then become candidates </li></ul><ul><li>QUALIFIED </li></ul><ul><li>Skill sets that match current recruitment project </li></ul><ul><li>Skill sets that match your speciality </li></ul><ul><li>INTERESTED </li></ul><ul><li>To move now </li></ul><ul><li>To have their career ‘managed’ </li></ul>
  6. 6. Building meaningful candidate relationships <ul><li>The 5 Verticals – to uncover feelings about… </li></ul><ul><li>Company </li></ul><ul><ul><li>Competitive, stable, growing </li></ul></ul><ul><li>Leadership </li></ul><ul><ul><li>Talented, respect, philosophy </li></ul></ul><ul><li>Company Environment </li></ul><ul><ul><li>Positive, charged, distance </li></ul></ul><ul><li>Career Objectives </li></ul><ul><ul><li>Effect of staying, glass ceiling </li></ul></ul><ul><li>Compensation package </li></ul><ul><ul><li>Current, future, industry comparison </li></ul></ul><ul><li>To discover a reason to listen! </li></ul>
  7. 7. The CNA Methodology Candidate Aspirational Based Search <ul><li>CABS ® </li></ul><ul><li>C Concerns (about his/her future) </li></ul><ul><li>A Aspirations (what would be ideal) </li></ul><ul><li>B Business (his/her current position) </li></ul><ul><li>S Strengths (how he/she sees them) </li></ul><ul><li>Qualifying to understand motivations, needs, skill sets, business knowledge </li></ul>
  8. 8. CONCERNS <ul><li>Personal concerns – why would they move? </li></ul><ul><ul><li>Present role – the don’t likes </li></ul></ul><ul><ul><li>Career path – lack of.. </li></ul></ul><ul><ul><li>Company President for the day </li></ul></ul><ul><ul><li>Earnings now and potential </li></ul></ul><ul><ul><li>Effect on family </li></ul></ul><ul><ul><li>Ability to influence their future </li></ul></ul>
  9. 9. ASPIRATIONS <ul><li>Candidate wants – the positives </li></ul><ul><ul><li>Future role </li></ul></ul><ul><ul><li>Doing what </li></ul></ul><ul><ul><li>Live where </li></ul></ul><ul><ul><li>What market </li></ul></ul><ul><ul><li>Type of company </li></ul></ul><ul><ul><li>Ambitions </li></ul></ul><ul><ul><li>For the family </li></ul></ul><ul><ul><li>Recognition/contribution </li></ul></ul>
  10. 10. BUSINESS <ul><li>Concerns about current company </li></ul><ul><ul><li>Company performance </li></ul></ul><ul><ul><li>Their boss </li></ul></ul><ul><ul><li>Commitment of company </li></ul></ul><ul><ul><li>Company resources </li></ul></ul><ul><ul><li>Why did they join </li></ul></ul><ul><ul><li>Environment </li></ul></ul><ul><ul><li>Training/development </li></ul></ul>
  11. 11. STRENGTHS <ul><li>Candidate strengths that they feel they can take elsewhere </li></ul><ul><ul><li>Producer </li></ul></ul><ul><ul><li>Manager </li></ul></ul><ul><ul><li>Planner </li></ul></ul><ul><ul><li>Team player/self starter </li></ul></ul><ul><ul><li>Communicator </li></ul></ul><ul><ul><li>Measurable achievements </li></ul></ul>
  12. 12. Now qualify and check! <ul><li>Don’t take their word for it! </li></ul><ul><li>4 Best Achievements </li></ul><ul><ul><li>Measurable success </li></ul></ul><ul><ul><li>STAR analysis </li></ul></ul><ul><ul><li>Commitment exercise </li></ul></ul><ul><li>4 Verbal References </li></ul><ul><ul><li>Background providers </li></ul></ul><ul><ul><li>Opinion givers </li></ul></ul><ul><ul><li>Future clients and candidates! </li></ul></ul><ul><li>Try and find a convincing reason not to progress the candidate! </li></ul>
  13. 13. Does it ALL add up? <ul><li>You now have a fully recruited candidate </li></ul><ul><li>You now understand their career aspirations </li></ul><ul><li>You will have the confidence to champion them </li></ul><ul><li>They will want to work with you </li></ul><ul><li>YOU ARE CERTAIN TO MAKE MORE PLACEMENTS </li></ul>
  14. 14. <ul><li>By understanding the aspirations of today’s human capital you will be better placed to meet the needs of todays employers </li></ul><ul><li>“ Its all about you…” </li></ul>
  15. 15. QUESTIONS

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