Recruiting: Inside Out

Presented by Doug Beabout

The definition of insanity

Doing the same thing over and over again and expecting different results

What are we doing that is so nuts?

Most organizations still recruit or “fill jobs” versus “Attract Top Talent”Focus is on qualifying, testing, culture matching and what you wantThe people you must have today are not reacting as expected

What are we doing that is so nuts?

The answer is not depending a new “techno tool”99% of professionals are working, not hanging around the “Boards”You have to adopt new recruiting practices, processes & paradigms

Is recruiting really a big issue?

Look at some facts (not opinions)Our country is morphing demographicallyBaby-boomers are leaving the workforce (35mm) by 2010

Recruiting wherewithal is largely leaving with themThey are not likely to return (as things stand now)

Is recruiting really a big issue?

Gen X (50mm) is not a large talent poolBaby-Boomers go,

Gen X/Y is here = 35mm shortfallMillennials are not ready to take chargeBut, you must find the people and talents

To meet objectivesSell productsExpand with opportunities

Is recruiting really a big issue?

Look at some facts (not opinions) Little recruiting was done from 1999-2005

Mentoring in recruiting was not seen as criticalJob boards and tech tools seemed to be enough

Departments were reduced in number; but not in responsibilityNew positions require historically complex skill sets

What is our greatest challenge?

Finding critically required, leadership talent to:

Expand product linesTake advantage of emerging marketsExploit technological advancesEvolve with our evolving economic platformReach beyond your competitors

How do we meet these challenges?

Develop the organizational ability to “Attract Talent”Law of Attraction says “That which is like unto itself is drawn”Attract from the inside of your client organization out to those you require…, How?

How do we meet these challenges?

Create the mechanisms and programs that uncover the attraction factors:

Company attraction pointsDepartmentManagerialCulturalCommunities

How do we meet these challenges?

Adapt “unconventional” practices to attract a new generation of people with new ideas Evolve from a culture of “hiring” to “attracting”Master the process of Recruiting: Inside Out

Our recruiting approach worked fine

It did, for decadesYou had the luxury of a large pool of talentWe had a ”trained” candidate and client poolYou don’t have to be a great shot to shoot at a flock

Powerful recruiting is based in vision

Today’s recruiting skills need vision from inside the:

CompanyDepartmentFunctionManagerCommunity

Real communication fosters valuable attraction attitudes

General knowledge generally fails

An annual report won’t make the differenceMarketing materials won’t attract the talentYour industry reputation is not the difference

General knowledge generally fails

Behavioral testing can’t recruitAssessment indexes do not attract individualsSkilled recruiting visionaries attract the talent and best people

The race for talent is not a short one

We are facing a narrowing competition for critical talentThis promises to remain for at least the next 10 yearsWinning the race for talent demands gaining a leading position

Talent is becoming the gold

The most valuable asset is often the scarcestTalented people have always made the competitive advantageThe numbers should compel you to leap into the race

Recruiting: Inside Out

A revolutionary recruiting processAttract the best, critically required peopleWill create the cutting edge of competition in the talent wars aheadIts natural by-product is retention

Recruiting: Inside OutDoug Beabout, CEO

The Douglas Howard Group850.424.6933850.398.1688

www.RecruiterElearning.comwww.DougBeabout.com