Feldman Debra Job Whiz Slideshare June 2012 Network PurposefullyDebra Feldman
How to Network Purposefully (tm)and find a better new executive job faster. Create career insurance for life. How to launch a job search for a swifter, smoother landing.Never apply for a job again: How to always get employers\' attention. Networking purposely is the best way to get recruited for a new position.
Did you know that as much as 80% of employee turnover can be attributed to bad hiring decisions? Or that the true cost of a bad hire could be 5X their annual salary?
That’s why finding and hiring only the best and most relevant talent -- truly ‘game changing’ talent, needs to be the top priority for every Business and Talent Acquisition Leader today.
In our upcoming webinar, Belong partners with Tarun Davda, Managing Partner and Alex Peter, Vice President, Human Capital at Matrix Partners India, to understand how hiring decisions at the senior level have directly impacted business goals within their portfolio companies.
With their hands-on, collaborative approach, Matrix Partners India has helped top companies like Quickr, Practo and Ola scale their teams, and take their business to the next level.
Feldman Debra Job Whiz Slideshare June 2012 Network PurposefullyDebra Feldman
How to Network Purposefully (tm)and find a better new executive job faster. Create career insurance for life. How to launch a job search for a swifter, smoother landing.Never apply for a job again: How to always get employers\' attention. Networking purposely is the best way to get recruited for a new position.
Did you know that as much as 80% of employee turnover can be attributed to bad hiring decisions? Or that the true cost of a bad hire could be 5X their annual salary?
That’s why finding and hiring only the best and most relevant talent -- truly ‘game changing’ talent, needs to be the top priority for every Business and Talent Acquisition Leader today.
In our upcoming webinar, Belong partners with Tarun Davda, Managing Partner and Alex Peter, Vice President, Human Capital at Matrix Partners India, to understand how hiring decisions at the senior level have directly impacted business goals within their portfolio companies.
With their hands-on, collaborative approach, Matrix Partners India has helped top companies like Quickr, Practo and Ola scale their teams, and take their business to the next level.
7 Real Estate Leaders Weigh-In On The Best Recruitment StrategiesGryphTech Inc.
We asked 7 industry experts one question "What is the best low cost recruitment strategy that doesn't break the bank" and compiled their valuable responses and insights into this report by iBroker. http://goibroker.com
SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing ...Glen Cathey
This is my 2013 SourceCon Atlanta presentation on how to hire and grow your own sourcing team. It covers my hiring profile, a few Boolean search strings for finding people who fit my hiring profile, support for my theory that you can create super sourcers (and recruiters for that matter) by hiring people with no experience and training them properly, coming from the book "The Talent Code." It also explores the pros and cons of hiring experienced sourcers vs. hiring people with no experience and building sourcers from scratch.
Helping Jobseekers across Ireland upskill themselves to find their next career opportunity (running in Dublin, Cork, Galway, Limerick, Sligo, Belfast, Mullingar, Kilkenny, Waterford)
7 Real Estate Leaders Weigh-In On The Best Recruitment StrategiesGryphTech Inc.
We asked 7 industry experts one question "What is the best low cost recruitment strategy that doesn't break the bank" and compiled their valuable responses and insights into this report by iBroker. http://goibroker.com
SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing ...Glen Cathey
This is my 2013 SourceCon Atlanta presentation on how to hire and grow your own sourcing team. It covers my hiring profile, a few Boolean search strings for finding people who fit my hiring profile, support for my theory that you can create super sourcers (and recruiters for that matter) by hiring people with no experience and training them properly, coming from the book "The Talent Code." It also explores the pros and cons of hiring experienced sourcers vs. hiring people with no experience and building sourcers from scratch.
Helping Jobseekers across Ireland upskill themselves to find their next career opportunity (running in Dublin, Cork, Galway, Limerick, Sligo, Belfast, Mullingar, Kilkenny, Waterford)
Brett King Presents The Future of Banking in an exclusive Backbase webinar.
The future of banking will not be about a place you go, about branch networks, rates or product features. The future of banking is in the utility and connectedness with customers.
In this exclusive Backbase BANK 2.0 webinar, the bestselling author of BANK 2.0, discusses how the very nature of banking is changing, how customer's expectations, customer behavior and context will force banks to reboot the way they work their customers.
Highlights of this webinar include:
The Changing Behavior of Customers
The Generational Cliff – when your customers are all gone
The Loss of Physicality – No Paper, No Plastic
The New Utility – Connected, Contextual, Fun, and Fair
The New Banking Ecosystem – BANK 1.0 versus BANK 2.0
How can we sort out the mysteries of talent? Anyone trying to build a great organization faces the same basic challenge, whether we work for a big company, a startup, a Hollywood studio, a hospital, or the U.S. military. We all wonder how to tell really outstanding prospects from ones who look great on paper but then fail on the job. Or, equally important, how to spot the ones who don’t look so good on paper but might still deliver extraordinary performance.
Looking through the Glassdoor: What Communicators and HR Pros Need to KnowPatrick O'Neil
This presentation gives an overview of Glassdoor social media platform. It is ideal for internal communications practitioners, HR professionals, recruiters and any executive interested in developing a company's corporate culture. It provides an overview of the medium, key insights into how it works, why communicators and HR professionals should care and delivers strategies for managing the platform successfully. You'll learn how to respond to reviews with TACT. That's T-A-C-T a proven technique for responding to negative reviews.This is a must read for anyone diving into this platform.
Four Steps to a World-Class Internship ProgramMonster
Want to ensure your business is getting the MOST from your internship program? OR are you trying to get a program off the ground but not sure where to start? You’ve come to the right place. In this jam-packed, 1-hour webinar Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will dive in to the specifics of what makes internships successful and what you must do to produce a bottom-line return for your organization.
You’ll learn best practices from the biggest names in business, including measurable ways to:
* Structure your program
* Find your future rock stars
* Onboard effectively
* Keep interns engaged
* Evaluate your success
If you are relying on internships to recruit new grads (or plan to in the future), this webinar is a must-attend!
Interviewing Networking Master Class Fall 2016Andrew Malkin
Have you ever wished you could find a way to meet with a hiring manager, wanted to ace your interview, or sought to stand out from other talented candidates for a dream job? Andrew Malkin will help you discover how to foster and grow your network using the “Dead Mouse” concept, ace an interview using the SOAR method when answering questions, differentiate yourself from other talented candidates by creating a Personal Marketing plan.
**Presented as a free 2-hour educational session at Fairfield (CT) Public Library September 22, 2016
Clever Hacks for Hiring – June 2016 LondonLever Inc.
Valuable recruiting tips on the topics of how to write reachouts well; how to create a human candidate experience; and how to punch above your weight in employer branding, courtesy of Talentful, Lost My Name and Lever.
Employee Job Satisfaction - What We Really Want In Order to Achieve Happiness...Martin Schweiger
Have you ever thought about what creates happiness in your job?
Tip: it is not money, for most people, what creates happiness. My theory is that this is because the item “money” is not part of our childhood desires.
What is part of our childhood desires is: that we do something meaningful.
But what is “meaningful”? Something that is meaningful for you may be different from what is meaningful for someone else. And something that was meaningful for you yesterday may no longer be meaningful for you tomorrow.
My talk will give you insights into how you can find out when you work like a clockwork, and when you should rather look for a different job
Tip: you should take up a new job if you already know that you will need ongoing and close management and help in order to perform well. That criteria does not only work for yourself but also for your peers, and for the people that you may be responsible for in the future.
These are the main pitfalls for enpreneurs:
-not re-investing enough for market response and market validation
-not re-investing enough for selling
-not re-investing enough for experimentation and product breakthrough development
-Not hiring quality people. There's an adage that goes hire the best and cry only once, as opposed to hiring the worst and keep losing them because they either do stupid things or they don't show up or you fire them
-You don't want to be the smartest person in a room. You want to be the dumbest, because you want to learn from everybody. So you want to hire people better than you
Why Companies Overpay for Tepid or Terrible Talent While Blocking, Rejecting ...SiliconEdge
Have you ever wondered why companies overpay for tepid or terrible talent while blocking, rejecting & trampling top talent? Now you never need to wonder again. So stop wondering and start reading...
National Employment Week 2015 Talent Summit - Digital Talent Attraction Mast...Holly Fawcett
As part of National Employment Week 2015 in Dublin, Ireland, view my presentation for the Digital Talent Attraction Masterclass. Learn how to bring the 5 Core Principles of Employer Branding into your digital strategy:
The 5 Core Principles of Employer Branding:
- Be Proactive
- Be Truthful
- Be Social
- Be Available
- Be Empowering
Fire Your Recruiter!™ How To Take Control Of Your Job Search & LifeJames Santagata
Fire Your Recruiter!™
How To Take Control Of Your Job Search & Life.
Presented at the International Computer Association
Foreign Correspondents' Club Japan
Yurakucho, Japan
Slides from a presentation I gave at VC CEO portfolio summit on Unlearning as we scale enterprise software startups focusing on how to think about the "next-level people" and "dance with who brung ya" adages along with thoughts on generalizing the former adage, hiring next-level people, and unlearning in general, specifically with infering false causality for success.
One of the great paradoxes of the current economy is a relatively high level of general unemployment among Western economies and simultaneously, a very tight labor market for certain skilled roles. Anecdotes of hiring cycles in the six-month range for specialized developers or designers are not uncommon in software circles, and high-tech manufacturers voice frequent complaints about the lack of skilled talent. The key to solving these hiring challenges is to think differently about the problem. All too often, hiring managers and recruiters default to a “hiring” focused answer, when frequently the real answer lies in development, internal mobility, apprenticeship and long-term career and succession planning. In this session, we’ll talk about how all these pieces fit together and why “hiring for critical roles” is fundamentally the wrong strategy in most cases.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
1. How to Hire and Hold Top Talent
Peter Cosgrove
October 25th 2012
2. Agenda
• Why we do not focus on our people
• Current marketplace for talent
• How we hire
• How we hold/ retain
• What are the future trends in talent
• Summary actions
4. Why is Talent Not Our Top Priority
• All CEOs say it’s a top priority but…..
• Director salary levels
CEOs say talent is a top
priority – but what
• Selling - vs - Hiring measures are in place to
bonus/ reward Directors
• Human behaviour based on this?
5. Ultimatum Game
• Here is €20 you can keep it under one condition, you have
to share some of it with a friend, it is up to you how much
and your friend has no say in it.
• If your friend rejects your offer you both get nothing, if
he accepts you both keep your share.
• How much will you offer your friend?
People are not rational –
this is one of the reasons
we don’t like hiring!
6. The Cost of Turnover
Cost of a poor hire = 3 to 5 times employee’s annualised
compensation.
Specialist functions = 10 x annual salary.
For an employee earning €30,000, a hiring mistake can cost
up to €150,000.
Harvard Business School
7. Increased Productivity
225
185
150
100 100 100
Average Top Average Top Average Top
Performer Performer Performer Performer Performer Performer
Low Complexity Jobs Medium Complexity Jobs High Complexity Jobs
Journal of Applied Psychology
8. Why the Disconnect?
• Ownership / accountability of the cost of hiring
• Hiring Top talent does not necessarily work when filling a job
Just because you want to
hire someone today does
not mean that “someone”
wants a job today
11. Ireland Marketplace
• 2 speed economy
• Demand: IT, Finance, Healthcare, Science and Engineering
• Other areas have a huge over supply
• The social welfare “challenge”
15. Hiring mistakes made by Employers
1. Responsibility is left with HR/ Recruitment and not
with the business
Don’t use a three year old
job spec, you need to
think about who you want
to hire
16. Hiring mistakes made by Employers
2. The Recruitment Process If you screen out those
without degrees – you
would never have hired
these guys.
Remember to take really
thorough references
Screening
The Interview
Urgency
References
17. Hiring mistakes made by Employers
3. Involve the existing team and use your own people to hire
Get a second opinion –
involve the team in
the hire -just because
they seem great does
not mean they fit with
the team
18. Hiring mistakes made by Employers
4. Your employee value proposition - your brand is not what
you think it is.
19. The moment of Truth…
“Every time a customer interfaces with SAS Airlines we give
them a little vignette of film, and over a period of time we
will give them enough evidence to decide if they are
watching an Oscar winning epic, or a horror story”
(Jan Carlzon- CEO- he turned it from B listing to Airline of the Year)
20. Touch Points
• What are the touch points to a great hire?
Understand the key touch
points of every hire – first
impressions are crucial
21. “Learn” how to Hire
• Understand competencies
• Understand the power of networking for recruitment
• Ensure you are always looking to spot talent
24. Worker Satisfaction
PWC Research - May 2011
Employee turnover is likely to rise.
Employee free agency to accelerate.
No one expects to work long-term for
one company anymore.
Generation X vs Y vs Z
25. Engagement
• An engaged employee is one who is
willing to put in discretionary effort
• “An exceptional employee is not just
a little better than someone who is
pretty good they are 100 times
better” Mark Zuckerberg “
26. Your Top Talent Wants…
• Challenge
• Opportunity
• Lack of bureaucracy
• Accountability
• Other top talent
• Mentors
High Potential
employees want
mentors – and to
provide them costs
nothing!
27. Performance Range
On a scale of 1 – 10 rate your lowest and highest performer
1 2 3 4 5 6 7 8 9 10
Low High
If you have a big gap
between the best and the
worst – the best will
Ref: Brian Kotinos worsen
28. Performance Range
On a scale of 1 – 10 rate your lowest and highest performer
1 2 3 4 5 6 7 8 9 10
Low High
If you focus on top talent
– everyone improves
Ref: Brian Kotinos
32. PwC Video
Its what the public want to see not what you want to put out there
Over 127,000 hits
Its about what people want
to watch not what you want
to create – know your
audience
34. Trends - Tomorrow’s Candidate
I hate networking!! James is 12
…his last Christmas list was online using price
comparison site data!
…his favourite film Ironman, he downloaded
from iTunes.
...he put together his holiday videos into a
movie using the iMovie app.
… after scanning a QR code on his mum’s
iPhone, he won a trip to Disneyland.
… he taught his dad to stream football online.
=> Do you think he’ll ever send you his
CV or reply to a job ad?
36. Takeaways
1. When is the last time you devoted a meeting to talent
only
2. Does your selection process make it easy for people to
want to join your organisation.
3. Do you know what your brand says to your potential
hires.
4. Are you a good place to work, don’t just say you are.
5. Hiring and holding talent starts with the CEO.
I will promise is that everyone will learn something and that you will be able to take away actions from this.All slides will be online so no need to take notes.I am trying to cover the MNC and the start up of 8 staff so perhaps not everything will be specifically relevant to you perhaps
CEOs say it is (our survey says its not) Less than 10% of organisations have a talent metric for the top teamEveryone agrees it is important and the data backs it upWhat makes it so difficult to implement …because of human behaviour and the inability to be totally scientificHR Directors are paid significantly lower than Heads of IT and FinancePwc hiringvs client salesHuman behaviour is a challenge Who wants to be a millionaire in RussiaUltimatum game -
People are not rational
Ownership of the cost of hiring and it is spread across the businessEveryone can easily blame someone else – it was the manager, the process was too slow, what chance do we have against googleetc,Wghhere is the talent metric that makes the senior team responsible for peopleJust when you are ready to hire is not very linked to when someone may want to workfor youHow often do you fob someone off when they may be the next excellent employeeHiring Top talent does not necessarily work when filling a job, a job is about skills not success factors, measure performance not personality
Temporary high unemployment is generating an overwhelming pool of the wrong applicants when companies need to tightly match the right skills with the candidates they need to recruit.Conclusion – hiring is very difficultFirst you need to find the right people and either you find none or you are swamped with applicationsThen you need to be clear who is right for youThen they need to want you…not as straightforward as it seems given people are not rational
How do we find that diamond candidate that no one else knows about…
We have a run of the mill job that many people could doThe internet makes it easy to send lots of job applications to the wrong jobs – same for everyone
You do not rewrite a 3 year old job spec – think “what do they need to achieve to have done a good job”You want the guy who has just left even though you should really be looking for the guy who joined youYou don’t work with the HR team to identify who and where the best people for the position areTherefore you get a shortlist of candidates you don’t want because no one knew what you were thinking and you never wrote it downIf it was easy to find these people you would not be struggling to hire – great people are not easy to find you need to look for them!Who owns the problem
You do everything by interview – therefore you are using a very poor assessment tool, and you do it 5 times as opposed to giving some sort of a test – you would not hire a secretary without checking typing speed, there are plenty of tests to give IT, marketing, finance professionals but we do not use them Its about de-selection not selection however de-selecting based on degree would exclude such visionaries such as:Steve jobs, Mark Zuckerberg, Michael dell etcIf you found the perfect candidate would you hire them – no I need to see a few more candidates!You take forever to make a decision because rightfully you worry about hiring but you end up losing candidates who love companies that can move the process alongYou do not put out your best people to hire Reference – nothing highlights better how good they are – work harder to get reliable references, there are ways around companies saying they don’t give out references – we are a small village really – someone will always know someoneAlways be ready to hire – many great people apply to companies they love not positions and companies cannot handle this – you need to!
You do not look at the network and knowledge within the teamWho has ever recalled in their time in business when someone is hired and everyone goes “how did that person get hired” Most people have come across this. The team know who fit – this does not mean they get total control but they should be listened to and it absolutely engages the teamThey are also your best sort of referrals – the best way to hire a person for which many people can do the job is not advertising at all but just to see who internally knows someone and more importantly can vouch for themHiring managers prioritse speed over quality
You think you are a great company to work for =- that’s why you are hring – maybe everyone else does not think the sameBig brands can scream opportunity but also bureacuracyStart ups can scream opportunity or riskySMEs can scream – quick decisions vs lack of brand presence..What you can control is how your people interact, as interviewees make a lot of decisions based on the interactions with the company …first impressions lastYou don’t need to be Google to compete!!
What are the candidate touchpoints like for your hires?How easy is it too apply to you?How easy is it for a talented employee to tell you they are interested in working for you
People believe hiring is easy and they know it all but they rarely do…
Only 45% of employees polled said they were satisfied with their jobs — the lowest level in two decades.Employee engagement levels among top performers fell more sharply last year than they did for workers overall WorldatWorkThis means that when there is an upturn or when employees eventually feel they would rather risk a new co that stay where they are -you will have people waking out the door…Focus on being a good place to work for as opposed to being worried about your employees being headhunted – in an ideal worlkd you want talent that is headhunted
Most people approach their work in one of three ways: as a job, a career, or a callingInfo on junior achievementNetflix – how ever many holidays you want but linked to a very strong performance management modelSo who are your best employees and are you just letting them get on with it?
Think of how good your best people are and how easy it is to work with them – now look at it from their side.Good to great – bureaucracy only exists because of the 10% who would not do it unless you checked up on themNetflix in the US gives out unlimited holidays BUT it also has a very strong performance management culture – they can work together. Info on companies not using email after hours – VolkswagenHere is the other point – if you asked your teams who were the worst performers, most likely not to last – they will tell you –everyone knows – we just don’t do anything about itThis is the advantage of many growing companies!!
With such a gap performance of the good staff dis-improves
With a narrow range in performance – everyone tries harder
McKinsey study says senior managers over 60% do not invest the requisite time – until you discuss it you don’t know what you need to doPeople express tray tables…Dell HellBoards.ie will tell me if you are a good company = not your websiteMichael O’Leary story about 4 pints 21 euro – handing a 20 and saying keep the change