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The Top 10 Dumb Things
  That Recruiters Do


      ©   Dr John Sullivan




     www.drjohnsullivan.com   1
Let’s start with a question



What keeps CEO’s up at night?




                                2
What are the business areas where CEO’s
            expect the most change?

1. Engagement with the Board of Directors
2. Capital structure
3. Focus on corporate reputation & rebuilding trust
4. Organizational structure (including M&A)
5. Investment decisions
6. Approaches to managing risk
7. Strategies for managing talent
                                                  3
What is the #1 business issue for CEO’s?




       PwC 14th annual global CEO survey 2011
                                                4
Conclusion - Because CEO’s now know our
                   importance

If you are not currently getting a boatload of money
from your executives… something is wrong!




And realize that…
our area is where CEO’s expect the most change
                                                   5
Well if CEO’s expect major changes…


         There are two basic ways to
         dramatically change recruiting

         1. Do more of the smart things

         2. Stop doing the dumb things




                                          6
The approach we used to identify the dumb things

             We did an extensive lit. search
             Compiled a master list of the top
              30 dumb things
             Provided an opportunity for
              recruiters to vote on ERE.net and
              Twitter to narrow down the list
             Today we will present and discuss
              the results here at SMA


                                                   7
The top 10 dumb things recruiters do
7. Assuming interviews are accurate
(Consequences – bad hires, more turnover, no forward thinkers)
(Action step – track   their success rate, supplement them with real problems)
8. Using active approaches for passive candidates
(Consequences – never see postings, lose top candidates)
(Action step – ID the approaches that work best for non-job seekers)
9. Not prioritizing jobs
(Consequences - lost rev, low budgets, perceived as not bus. like)
(Action step – treat rev/ rev impact & mission critical jobs special)
10. Not identifying job acceptance criteria
(Consequences - hurts marketing/ attracting & selling passives)
(Action step – house buying magnitude, ask in the initial interview)        8
The top 10 dumb things recruiters do
4.Not learning the business
(Consequences – mgrs & candidates ignore you, low bus. impact)
                         .


(Action steps – one day hiring, interview Friday, video interviews)



5. Using the same rec. process for different level jobs
(Consequences – no returned calls, slow hiring & low qual. hires)

(Action steps   – 1 day hiring, interview Friday, video interviews)

6.Making slow hiring decisions
(Consequences – those with multi-offers gone, frustrated mgrs., rev. loss)

(Action steps – one day hiring, interview Friday, video interviews)      9
The top 3 dumbest things that recruiters do
1.Not managing the candidate experience
(Consequences – hurt brand, lose customers, they extrapolate)
(Action steps – measure satisfaction, visit glassdoor.com, ask in orientation)


2.Expecting dull position descriptions to attract
(Consequences – competitors get the best, mgrs. frustrated)
(Action steps – call marketing, compare them, drop comp.)


3.Not taking advantage of EE referrals
(Consequences – loss of volume, quality, assessment & selling)
(Action steps – responsiveness, tie to social media, proactive)

                                                                            10
The other 20 dumb things that recruiters do
Not quantifying the $ impact of hires   Assuming resumes are accurate
Not measuring the quality of hire       Assuming that rec. tools work
Not preparing for innovators            Dropping the overqualified
Underutilizing mobile                   Dropping job jumpers
Trial-and-error social media use        Dropping rejected candidates
Failing to develop a business case      Overemphasis on the past
Not learning fast                       Using generic competencies
Not looking if a competitor is hiring Being a requisition coordinator
Failing to use the best sources         E. brands that don’t differentiate
Mistaking software as solutions         Allowing hiring managers to hire
                                        for their needs
Did I make you think?


Let’s take some more questions /
            comments




                                   12

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The top 10 dumb things that recruiters do

  • 1. The Top 10 Dumb Things That Recruiters Do © Dr John Sullivan www.drjohnsullivan.com 1
  • 2. Let’s start with a question What keeps CEO’s up at night? 2
  • 3. What are the business areas where CEO’s expect the most change? 1. Engagement with the Board of Directors 2. Capital structure 3. Focus on corporate reputation & rebuilding trust 4. Organizational structure (including M&A) 5. Investment decisions 6. Approaches to managing risk 7. Strategies for managing talent 3
  • 4. What is the #1 business issue for CEO’s? PwC 14th annual global CEO survey 2011 4
  • 5. Conclusion - Because CEO’s now know our importance If you are not currently getting a boatload of money from your executives… something is wrong! And realize that… our area is where CEO’s expect the most change 5
  • 6. Well if CEO’s expect major changes… There are two basic ways to dramatically change recruiting 1. Do more of the smart things 2. Stop doing the dumb things 6
  • 7. The approach we used to identify the dumb things We did an extensive lit. search Compiled a master list of the top 30 dumb things Provided an opportunity for recruiters to vote on ERE.net and Twitter to narrow down the list Today we will present and discuss the results here at SMA 7
  • 8. The top 10 dumb things recruiters do 7. Assuming interviews are accurate (Consequences – bad hires, more turnover, no forward thinkers) (Action step – track their success rate, supplement them with real problems) 8. Using active approaches for passive candidates (Consequences – never see postings, lose top candidates) (Action step – ID the approaches that work best for non-job seekers) 9. Not prioritizing jobs (Consequences - lost rev, low budgets, perceived as not bus. like) (Action step – treat rev/ rev impact & mission critical jobs special) 10. Not identifying job acceptance criteria (Consequences - hurts marketing/ attracting & selling passives) (Action step – house buying magnitude, ask in the initial interview) 8
  • 9. The top 10 dumb things recruiters do 4.Not learning the business (Consequences – mgrs & candidates ignore you, low bus. impact) . (Action steps – one day hiring, interview Friday, video interviews) 5. Using the same rec. process for different level jobs (Consequences – no returned calls, slow hiring & low qual. hires) (Action steps – 1 day hiring, interview Friday, video interviews) 6.Making slow hiring decisions (Consequences – those with multi-offers gone, frustrated mgrs., rev. loss) (Action steps – one day hiring, interview Friday, video interviews) 9
  • 10. The top 3 dumbest things that recruiters do 1.Not managing the candidate experience (Consequences – hurt brand, lose customers, they extrapolate) (Action steps – measure satisfaction, visit glassdoor.com, ask in orientation) 2.Expecting dull position descriptions to attract (Consequences – competitors get the best, mgrs. frustrated) (Action steps – call marketing, compare them, drop comp.) 3.Not taking advantage of EE referrals (Consequences – loss of volume, quality, assessment & selling) (Action steps – responsiveness, tie to social media, proactive) 10
  • 11. The other 20 dumb things that recruiters do Not quantifying the $ impact of hires Assuming resumes are accurate Not measuring the quality of hire Assuming that rec. tools work Not preparing for innovators Dropping the overqualified Underutilizing mobile Dropping job jumpers Trial-and-error social media use Dropping rejected candidates Failing to develop a business case Overemphasis on the past Not learning fast Using generic competencies Not looking if a competitor is hiring Being a requisition coordinator Failing to use the best sources E. brands that don’t differentiate Mistaking software as solutions Allowing hiring managers to hire for their needs
  • 12. Did I make you think? Let’s take some more questions / comments 12