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Michelle Cole's Level Up Presentation (Round 2)
- 1. Growing your pond Recruiting the right candidates for your start up. Michelle Cole
- 2. Why people join organizations Why money doesn’t matter as much as you think What to sell instead of salary How to create offers Ads to attract the right people and repel the wrong ones How to create a recruitment vision that people buy into What you will learn
- 3. Why people join organizations
- 5. People quit their bosses, not their jobs • Overloaded • Micro-managed • Lack of decisions • Lack of opportunities for growth • Co-workers • Lack of organizational financial stability • Meetings/no time to code • Old technology • Boss wants inferior product (ROI)
- 6. Beware the Common Denominator
- 8. What motivates people who aren’t looking 57 62 37 31 46 19 0 10 20 30 40 50 60 70
- 10. A personal story Conference Not Sales Job offer Closing on house Visit friend
- 11. Made to order
- 12. Flights Back Stock Options Bonus to Move Kayak Offer Package
- 13. Park Pass Pool Pass Tickets Offer Package
- 14. People Dynamics
- 15. Understand who you are trying to recruit • Archetypes of developers • Archetypes of customer service • Archetypes of sales • Archetypes of project managers
- 17. What might your suitcase look like if your dominant color energy is…?
- 18. You Demanding Egocentric Driving Ambitious Pioneering Strong-Willed Forceful Determined Aggressive Competitive Decisive Venturesome Inquisitive Responsible Effusive Inspiring Magnetic Political Enthusiastic Demonstrative Persuasive Warm Convincing Polished Poised Optimistic Trusting Sociable Mobile Active Restless Alert Variety-Oriented Demonstrative Impatient Pressure-Oriented Eager Flexible Impulsive Impetuous Hypertense Firm Independent Self-Willed Stubborn Obstinate Opinionated Unsystematic Self-Righteous Uninhibited Arbitrary Unbending Careless with Details Evasive Worrisome Careful Dependent Cautious Conventional Exacting Neat Systematic Diplomatic Accurate Tactful Open-Minded Balanced Judgment Conservative Calculating Cooperative Hesitant Low-Keyed Unsure Undemanding Cautious Mild Agreeable Modest Peaceful Unobtrusive Reflective Factual Calculating Skeptical Logical Undemonstrative Suspicious Matter-of-Fact Incisive Pessimistic Moody Critical Phlegmatic Relaxed Resistant to Change Nondemonstrative Passive Patient Possessive Predictable Consistent Deliberate Steady Stable Dominance Influencing Steadiness Compliance
- 19. Conservative Calculating Cooperative Hesitant Low-Keyed Unsure Undemanding Cautious Mild Agreeable Modest Peaceful Unobtrusive Demanding Egocentric Driving Ambitious Pioneering Strong-Willed Forceful Determined Aggressive Competitive Decisive Venturesome Inquisitive Responsible Effusive Inspiring Magnetic Political Enthusiastic Demonstrative Persuasive Warm Convincing Polished Poised Optimistic Trusting Sociable Evasive Worrisome Careful Dependent Cautious Conventional Exacting Neat Systematic Diplomatic Accurate Tactful Open-Minded Balanced Judgment Reflective Factual Calculating Skeptical Logical Undemonstrative Suspicious Matter-of-Fact Incisive Pessimistic Moody Critical Mobile Active Restless Alert Variety-Oriented Demonstrative Impatient Pressure-Oriented Eager Flexible Impulsive Impetuous Hypertense Firm Independent Self-Willed Stubborn Obstinate Opinionated Unsystematic Self-Righteous Uninhibited Arbitrary Unbending Careless with Details Phlegmatic Relaxed Resistant to Change Nondemonstrative Passive Patient Possessive Predictable Consistent Deliberate Steady Stable Dominance Influencing Steadiness ComplianceDeveloper
- 20. Developers
- 22. Shiny Rewriter Precise Security Over Thinker Holistic
- 23. Shiny Rewriter Precise Security Over Thinker Holistic
- 24. How might you look for your preferred personality?
- 25. Creating the right job description • Why does this role exist? • What are the responsibilities of this job? • How would we know that this person was doing a good job? • Who would you prefer not apply?
- 26. Consider the total set of skills as you hire A B
- 27. Your Job is Sales
- 28. Investigate – who are you looking for, who do you want? Meet – trust building, sincere interest in them, help them know who you are Probe – what is it that they want? Apply – how does your organization map to their desires? Convince – show them how your organization maps; what objections exist? Tie It Up – offer, negotiating, following up on concerns IMPACT Source: The Brooks Group
- 29. Creating the right job ad • Identify 5 people that would be awesome for your position • Interview them • What are their characteristics? • What do they read? • What are their hobbies? • What sites do they visit? • Draft an ad and run it past them
- 31. What do you offer that no one else does? • At a company level • At a community level
- 33. Gallup research on Employers Choice 1. Job Security 2. Empowerment and Authority 3. Respect 4. Opportunity for Growth 5. Access to Information 6. Commitment to their employees and to their customers 7. Involvement 8. Positive Relationships With Coworkers 9. Work-Life Balance 10. Performance Culture 11. Fairness 12. Recognition
- 34. Gallup research on Employers Choice 1. Job Security 2. Empowerment and Authority 3. Respect 4. Opportunity for Growth 5. Access to Information 6. Commitment to their employees and to their customers 7. Involvement 8. Positive Relationships With Coworkers 9. Work-Life Balance 10. Performance Culture 11. Fairness 12. Recognition
- 36. Economic Highlights • #2 in the nation among 124 small metros for high tech employment (Milken Institute, 2013) • An “Emerging Epicenter of High Tech Industry” (Wired magazine) • Bloomington’s cost of living is 12.4% lower than the national average • Top 50 “Hottest Small Cities for Entrepreneurs” (Entrepreneur magazine) • Tech sector employment has grown by over 80% in recent years Bloomington is 12% Below the national average for the cost of living Source: https://bloomingtontech.com/
- 37. Economic Highlights v Source: http://thecontextofthings.com/2014/07/21/usa-cost-of-living-map/ And Zillow.com
- 38. Trailing spouses: A great source of recruits
- 39. And a fly in the ointment
- 40. Questions?