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How to interview and hire game-changers
What is a game-changer?
Thinking differently
Change the game for your organization
Setting the stage for changing the game
Hiring game changing talent is as much about internal communications as it is with the talent itself.
Intake meeting Building a performance profile • Year one achievements • Minimal technical requirements • Personal attribut...
Use  LinkedIn  Recruiter  to… Target your hiring: total addressable market (TAM) identification and analysis Recognize wha...
Start with technical requirements
Understand the  effect  of  ‘necessary  requirements’   Present data NOT opinions
1) Use The Current Company filter to identify where your talent pool is 2) Select your company as current company 3) Use T...
Order taker versus ADVISOR Guessing versus KNOWING Data defined talent conversations
Coming  Soon…Search  Insights
Sourcing for potential
Pursuit leads to attainment ​Use action words • Sold OR budgeted OR facilitated OR trained OR lead OR built • Won OR award...
Identify...Engage...Convert
Master storyteller • Sell your company • Customize your pitch • Be passionate and informed • “Picture  yourself…”
Align interview team Each member assigned a focus area: • Relevant experience • Technical skills • Culture fit • Diversity...
What will it take?
A.B.P.C. – Always be Pre-Closing The close
Be the change
How will you Change your Game? How will you work to better identify game changers? • Identify your TAM and mix up your sea...
Q&A
2 Thanks for joining! Follow us on social media: talent.linkedin.com/blog #hiretowin
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How to Interview and Hire Game Changers [Webcast]

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You know who they are. They shake things up. They blow expectations out of the water. They're Game Changers — they're the employees who take your organization from satisfactory to exceptional.

Identifying game changers during the hiring process takes both skill and instinct. This deck will show you how to strengthen relationships with hiring managers, get on the same page with interview teams, and identify the highest-potential, top talent.

You will learn:
How leading recruiting teams find and source game changing talent
How you can identify key talent pools
How to collaborate with Hiring Managers using LinkedIn Recruiter
How to conduct exceptional intake meetings and create aligned interview teams

Check out the recording of this webinar: [coming soon]

Published in: Recruiting & HR
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  • game changig is the future..------------------------------------ Resume keywords are way more important than resume formats. Because recruiters conduct keyword searches during the initial sourcing process in Applicant Tracking Systems. You're not found if your resume doesn't contain the exact keywords. But it's a pain to find those keywords from the job descriptions. I found the site Jobscan http://ow.ly/RmPcR that identify keywords for your. All you do is paste in your resume plus the job description, then Jobscan analyzes your job description for you automatically and identify the most important keywords for you. It literally takes seconds and it so worth the copy and paste. Saved me so much time AND I got more interviews using Jobscan! I recommend it as well. ------------------------------------
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How to Interview and Hire Game Changers [Webcast]

  1. 1. How to interview and hire game-changers
  2. 2. What is a game-changer?
  3. 3. Thinking differently
  4. 4. Change the game for your organization
  5. 5. Setting the stage for changing the game
  6. 6. Hiring game changing talent is as much about internal communications as it is with the talent itself.
  7. 7. Intake meeting Building a performance profile • Year one achievements • Minimal technical requirements • Personal attributes that lead to success
  8. 8. Use  LinkedIn  Recruiter  to… Target your hiring: total addressable market (TAM) identification and analysis Recognize what talent & skills are available in the marketplace Know where companies source specific skills from Understand which companies have the largest critical mass of skills Set expectations with your hiring manager
  9. 9. Start with technical requirements
  10. 10. Understand the  effect  of  ‘necessary  requirements’   Present data NOT opinions
  11. 11. 1) Use The Current Company filter to identify where your talent pool is 2) Select your company as current company 3) Use The Past Company filter to understand where you have hired from, and identify opportunities to target other companies where skill resides Use refinement filters
  12. 12. Order taker versus ADVISOR Guessing versus KNOWING Data defined talent conversations
  13. 13. Coming  Soon…Search  Insights
  14. 14. Sourcing for potential
  15. 15. Pursuit leads to attainment ​Use action words • Sold OR budgeted OR facilitated OR trained OR lead OR built • Won OR awarded OR invented OR created OR developed ​High performance indicators • Club  OR  contest  OR  100%  OR  “quota  attainment”  OR  achieved   • IOI  OR  ACM  OR  “Code  Jam”  OR  “Hacker  Cup”   ​Groups/associations • Could indicate a skill if its not listed on a profile • Coding / language groups, certifications etc.
  16. 16. Identify...Engage...Convert
  17. 17. Master storyteller • Sell your company • Customize your pitch • Be passionate and informed • “Picture  yourself…”
  18. 18. Align interview team Each member assigned a focus area: • Relevant experience • Technical skills • Culture fit • Diversity of thought • Work ethic • Intelligence and common sense
  19. 19. What will it take?
  20. 20. A.B.P.C. – Always be Pre-Closing The close
  21. 21. Be the change
  22. 22. How will you Change your Game? How will you work to better identify game changers? • Identify your TAM and mix up your search strategy What is your engagement strategy? • Understand candidate motivators and master your story How will you convert game changing prospects to colleagues? • Align your interview team and partner with your hiring manager
  23. 23. Q&A
  24. 24. 2 Thanks for joining! Follow us on social media: talent.linkedin.com/blog #hiretowin

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