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Recruiting and Interviewing

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Recruiting and Interviewing

  1. 1. It’s Like Novocain . . . Give It Time and It Will Work! SED Branch Managers Meeting February 4-7, 2008
  2. 2. Recruiting and Interviewing . . . <ul><li>Economy’s Effect on Recruiting </li></ul><ul><li>“ A” Candidates </li></ul><ul><li>10 Things Candidates Hate and Love </li></ul><ul><li>What We Can Do! </li></ul>
  3. 3. The Economy and Recruiting . . . <ul><li>Employers trim payrolls by 17,000 in January </li></ul><ul><li>US Unemployment Rate: 4.9% </li></ul><ul><ul><li>In 2007, 17.6% (1.3M) of Unemployed have been for at least 6 months </li></ul></ul><ul><ul><li>This is a 22% increase from the last recession in 2000. </li></ul></ul><ul><li>$150B “Stimulus” Package = 500,000 jobs??? </li></ul><ul><li>1 of 4 Americans are worried about losing job in the next 12 mo. </li></ul>Job Creation Company Spending Consumer Spending Wage and Benefits Interest Rates The Vicious Staffing Cycle
  4. 4. Who is Effected . . . <ul><li>49,000 less Construction jobs </li></ul><ul><ul><li>Home building has been sharply off for most of 2007 </li></ul></ul><ul><ul><li>Limited by strong non-residential building (i.e. offices and gov’t projects) </li></ul></ul><ul><li>Manufacturing jobs fell by 31,000. </li></ul><ul><ul><li>Not limited to the battered auto industry where job losses were well known </li></ul></ul><ul><ul><li>Appliance makers, manufacturers of electronics, computers, clothing </li></ul></ul><ul><li>Mortgage markets by trimming 7,000 more jobs </li></ul><ul><ul><li>Actually the smallest cut by that group of employers since July </li></ul></ul><ul><li>The Service Sector added 93,000 jobs as a whole. </li></ul><ul><ul><li>Even though retailers trimmed 24,000 workers </li></ul></ul><ul><ul><li>Weaker-than-hoped December sales ahead of the holiday </li></ul></ul><ul><li>Source: Forbes – Jan 2008 </li></ul>
  5. 5. Even the Big Companies . . . <ul><li>Home Depot Inc. fired 500 workers in Atlanta (10 % of staff) </li></ul><ul><li>Yahoo! Inc. announced plans to cut 1,000 jobs, or 7.1 % of workforce. </li></ul><ul><li>Tyson cuts 1,500 jobs, $40M in payroll </li></ul><ul><li>Citigroup loses $9.8B (4,000 jobs expected to be cut) </li></ul>
  6. 6. ‘ A’ Candidates
  7. 7. Characteristics of Top Candidates … <ul><li>Non-management (i.e. Specialist, Technical, Coordinator) </li></ul><ul><ul><li>Ability to be a Team Player </li></ul></ul><ul><ul><li>Strong Cultural Fit with Organization </li></ul></ul><ul><ul><li>Exemplary Work Performance </li></ul></ul><ul><ul><li>Strong Technical Skills </li></ul></ul><ul><ul><li>Proven track record of successfully meeting goals </li></ul></ul><ul><ul><li>Long Stable Work History </li></ul></ul><ul><li>Middle Management (i.e. Manager, Supervisor) </li></ul><ul><ul><li>Strong Cultural Fit </li></ul></ul><ul><ul><li>Proven track record of successfully meeting goals </li></ul></ul><ul><ul><li>Strong Industry Experience </li></ul></ul><ul><ul><li>Progressively More Responsibilities in Each Position Held </li></ul></ul><ul><ul><li>Exemplary Work Performance </li></ul></ul><ul><ul><li>Ability to be a Team Player </li></ul></ul><ul><ul><li>Study by: SHRM Staffing Research: Recruiting Top Performers (December 2007) </li></ul></ul>
  8. 8. The Best Candidates . . . <ul><li>What Do They Look Like? </li></ul><ul><ul><li>High Performers (Presidents Club, Top in Region, etc.) </li></ul></ul><ul><ul><li>Highly Skilled </li></ul></ul><ul><ul><li>Steady and Stable History (series of jobs at a few years) </li></ul></ul><ul><ul><li>Promoted within Company or Industry </li></ul></ul><ul><ul><li>Eager to Learn </li></ul></ul><ul><ul><li>Has Questions about Positions </li></ul></ul><ul><ul><li>Adaptable </li></ul></ul><ul><ul><li>Your Customer Base </li></ul></ul><ul><ul><li>Re-Entering the Work Force </li></ul></ul><ul><ul><li>Informed about Company, maybe about the Industry, too </li></ul></ul><ul><ul><li>Can’t Stand Sitting Behind a Desk </li></ul></ul><ul><li>Where Do We Get Them From? </li></ul><ul><ul><li>Service Organizations </li></ul></ul><ul><ul><li>Sales Organizations </li></ul></ul>
  9. 9. Factors Important in Recruiting Top Candidates . . . <ul><li>Building Relationships/Networking with Top Talent </li></ul><ul><li>Enlisting Top Talent in Organization to Refer Potential Candidates </li></ul><ul><li>Ability to Effectively Promote/Market the Organization </li></ul><ul><li>Training Hiring Managers on Strong Interviewing Techniques </li></ul><ul><li>Focusing on Relational Rather then Transactional </li></ul><ul><li>Study by: SHRM Staffing Research: Recruiting Top Performers (December 2007) </li></ul>
  10. 10. Attracting the Best . . . <ul><li>Reputation/Brand </li></ul><ul><li>Overall Corporate Culture </li></ul><ul><li>Health Care Benefits </li></ul><ul><li>Retirement Benefits </li></ul><ul><li>Competitive Base Salaries </li></ul><ul><li>Focus on Work/Life Balance </li></ul><ul><li>Paid Leave Benefits </li></ul>
  11. 11. Top 10 Things Candidates Hate/Love RECRUITING SHOW with Todd Petzold
  12. 12. 5 Things Candidates Hate . . . <ul><li>10 - Being in the Dark and Feeling Unimportant </li></ul><ul><li>9 - Taking Personal Days from Work Only to Get No Response </li></ul><ul><li>8 - Submitting a Resume and then Getting a Call Two Weeks Later </li></ul><ul><li>7 - Too Thorough of an Interview/ Not Thorough Enough </li></ul><ul><li>6 - Lack of Preparation from Interviewer </li></ul>
  13. 13. 5 Things Candidates Love . . . <ul><li>5 - Having a Honest Conversation about Objections to Their History </li></ul><ul><li>4 - Talking to Someone Who is Knowledgeable </li></ul><ul><li>3 - Entering an Interview Process that is Transparent </li></ul><ul><li>2 - Getting a Follow- up Courtesy Call </li></ul><ul><li>1 - Being Treated with Respect Whether the Right Candidate or Not </li></ul>
  14. 14. What Can We Do? <ul><li>Becoming More Local </li></ul><ul><ul><li>Recruiting Toolbox </li></ul></ul><ul><ul><li>Military, Social Org., Chamber of Commerce, Community Involvement </li></ul></ul><ul><ul><li>Career Fairs </li></ul></ul><ul><li>Employee Referral Program (Customer Referrals, too) </li></ul><ul><ul><li>New Signs </li></ul></ul><ul><li>GEM Cards </li></ul><ul><li>Ads </li></ul><ul><ul><li>On-line ads, Employment Publications </li></ul></ul><ul><li>Keep Candidates on File </li></ul><ul><ul><li>“Break in Case of Emergency” – Be proactive </li></ul></ul><ul><li>More Efficient </li></ul><ul><ul><li>On-line Application and Drake </li></ul></ul><ul><li>Be More Selective </li></ul><ul><ul><li>Structure Interview Guide </li></ul></ul><ul><ul><li>Observation Days </li></ul></ul><ul><ul><li>Team Interviewing </li></ul></ul>
  15. 15. Questions?

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