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Sector specialist training part one


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Sector specialist training part one

  1. 1. Becoming aSector Specialist Part One Presented by Michele Martin
  2. 2. To begin. . .
  3. 3. What is the goal?PLACEMENTS!!!!
  4. 4. Placements=Qualified Applicants Job Openings
  5. 5. Two Ways to Work• Work the job • Work the job order seeker—find jobs —find qualified that they are applicants to fill the qualified to do. jobs.
  6. 6. Sector Specialists• Industry-specific recruiter—work the job order first. Filled job orders build relationships with employers!• Focus on relationships, not transactions.• Deep knowledge of industry & job openings• Deep knowledge of applicant pool• Expand the applicant pool to meet employer needs.• Expand the job order pool to meet job seeker needs.
  7. 7. Working with Employers Thinking Like a Recruiter
  8. 8. Recruitment Value-Add• Speed—How can you reduce the time it takes to identify, screen, interview and hire a qualified candidate?• Quality of referrals—Are you a consistent resource for high quality referrals?• Price—What does it cost to get high-quality applicants quickly?
  9. 9. RememberCompanies will PAY for quick, highquality referrals, so price by itself willnot provide you with a competitiveadvantage.
  10. 10. Also. . .Aim for relationships, not transactions.
  11. 11. The process1. Initial research2. Develop list of target employers3. Build company profiles4. Develop relationships5. Build quality job postings/information6. Work job leads7. Follow-up8. Track for Success
  12. 12. Initial research1. Who are the employers in 3. What job openings do your sector? they have? • Who is already in the system? 4. Who are the key decision- • Google Maps Search makers? • C-Suite and Directors1. Of these employers, who • Avoid HR if possible is hiring? • Job postings—in system, on their website, on other boards • “Follow the money”
  13. 13. Develop Target List• Identify Top 25-30 employers in your sector—most likely for you to get placements.• Analyze: • What do you already know about them? • What can you easily find out about them through more research? • Do you have a relationship with them? • What is the nature/quality of that relationship? • What have you done for them in the past?• Focus your efforts!
  14. 14. Build Company Profiles• Company Basics—location, # of employees, etc.• Key Decision-Makers• Work Environment/Company Culture• Key Employment Success Factors• Recruitment & Hiring Practices• Referral Preferences• Relationship history
  15. 15. Build Relationships• Based on trust • Quality work • Understanding of employer needs • Consistent • Making/keeping commitments• # 1 way to build trust is to fill jobs quickly and with minimal hassle.• #2 way is to build relationships, not focus on transactions.
  16. 16. Two Relationships• Existing Customers • New Customers • What is your current • How can you use your relationship? network to get connected? • What have you done for • How can you get a “face-to- them in the past? face?” • What has worked/hasn’t • Where can you immediately worked? (refer to Tracking provide them with a quality for Success) referral? • How can you build the • What other relationship? information/resources could • What can you do to you offer to begin building improve placement rate? trust and goodwill? • Build your network--“Who else should I be talking to?”
  17. 17. Build Quality Job Postings• Communicate that quality postings allow you to make quality referrals of applicants. • Better screening • Chance to market company to top applicants• Get detailed information: • Requirements vs. Preferences • KSAs • Education/work experience • Salary, benefits, work environment • Corporate culture— candidate success factors. “Who is your ideal candidate?”• Document in job order.
  18. 18. Work Job Leads• Identify job openings • In system • From other sources• Search for qualified applicants • In system • If necessary, expand pool—do a search on LinkedIn• Refer* at least two qualified applicants within 48 hours OR notify employer of progress.* “Refer” means you send resume directly to employer.
  19. 19. Follow-UP• Phone or email to employer: • Quality of referral • Timing of referral • Additional information to refine referral quality/process• Document!• Rinse & Repeat
  20. 20. Track for Success• Use key recruiting measures to track success• Track for individual employers• Track overall for the sector• Analyze/review results to refine what you do.
  21. 21. Measures for Success (1)• To meet employer needs, track the following: • Job Order Coverage Ratio--% of open job orders where at least one qualified resume has been submitted to the employer. (Higher is better) • Job Order Response Time—average time it takes to submit a resume after a job order has been received. (Shorter time is better) • Quality of Candidates Submitted—how many resumes are submitted before a “sendout” (candidate being interviewed by a hiring manager)? (Lower is better )
  22. 22. Measures for Success (2)• To meet employer needs, track the following: • Sendout to Placement Ratio—The number of sendouts it takes to get a placement (3 or 4:1 is good) • Job Order Fill Ratio—Ratio of job orders written to job orders filled. (Higher is better) • Time to Fill Ratio—Length of time from receiving a job order to filling it. (Lower is better)
  23. 23. Troubleshooting• What if your job order coverage ratio is low?• What if your job order response time is high?• What if your ratio of resumes submitted to sendouts is low?• What if your sendout to placement ratio is low?• What if your job order fill ratio is low?• What if your time to fill is high?
  24. 24. Ongoing Relationship-Building• Track and share industry-related articles targeted to your employers’ needs.• Connect with them on LinkedIn to keep track of and acknowledge professional accomplishments.• Email “tickler” file—keep in ongoing contact.• Refer high quality applicants even if there are no current job openings.