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Performance-based Hiring
Unconventional Recruiting Strategies for Finding the Most Talented, Fully-Employed, High-demand
Candidates on the Planet & Grow Your Business, Too
Based on Lou Adler’s Hire With Your Head and The Essen2al Guide for Hiring & Ge8ng Hired
Rev 614-‐A
budurl.com/EGFHp3
Today’s Objectives
The Big Ones Some different ideas on
becoming a better recruiter and growing your business
Almost as Big Benchmark how best people find jobs and how to find
and recruit them
Slow Dancing Tactics Use LinkedIn Recruiter to convert strangers into pre-
qualified referrals�
Putting it All Together �Use Performance-based
Hiring to grow your staffing firm
Benchmark Best Practices
Differentiate on Process, not Price
Performance Profiles Careers, not Lateral Transfers
Talent-centric Sourcing Target the Best People
Evidence-based Interview Two Core Questions
Integrated Recruiting Careers vs. Compensation
Thinking Backwards Talent Strategy For jobs with fees, is there a surplus of the best people or scarcity?
HAVE GET BECOME DO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
DO BECOME
Hiring Manager Shift: 1st Define Job Not the Person!
Top Candidate Shift: DOING & BECOMING vs. GETTING
Thinking Backwards Are You in a Talent Scarcity of Talent Surplus SituaKon?
HAVE GET BECOME DO
Surplus – Weed Out the Weak – Active – Best Who Apply
Scarcity – Attract the Best – Passive – Raise the Talent Bar
Sourcing – Recruiting – Assessing – Closing On-boarding – Performance Management
You Can’t Use a Talent Surplus Model in a Talent
Scarcity Situation!
Why not make this your differentiator?
Zone 1 Zone 2 Zone 3 Zone 4
Very Active Tiptoers Explorers Super Passive
Time
Growth and
Impa
ct
Extraordinary Career Move
Significant Career Move
Much BePer Job
Somewhat BePer Job
How Do Best People Look?
Shift to Steeper Part of the Career Zone Curve
20% - Ads 30% - Email 50% - Networking
Use Career Zones to PosiKon Your Candidate
Shift from HAVING to DOING What’s the Real Job? • Collaborate with sales rep to
develop customer solutions at C-level in F500 companies
• Lead intense detailed product spec presentations to sophisticated buying groups
• Provide technical liaison to engineering design groups
• Work with contracts on developing cost/price/margin analysis for $5mm+ programs
• Handle 3-6 major programs concurrently
• Assess impact of spec changes on design, project & cost projections
This is not a job description. It’s a
person description.�
Shift from HAVING to DOING What’s the Real Job? • Collaborate with sales rep to
develop customer solutions at C-level in F500 companies
• Lead intense detailed product spec presentations to sophisticated buying groups
• Provide technical liaison to engineering design groups
• Work with contracts on developing cost/price/margin analysis for $5mm+ programs
• Handle 3-6 major programs concurrently
• Assess impact of spec changes on design, project & cost projections
This is not a job description. It’s a
person description.�
Business Development
Idea��
Prepare a complimentary
performance-based job description to demonstrate your
expertise �
Think Referrals: 360° Networking
Mentors Mentees
Co-workers
Advisors Consultants
Vendors Customers
LinkedIn Groups
Nodes Project
Managers
Project Team
Members
“Who is” or “Who knows” my candidate?
Strangers
3rd Degree+
2nd Degree
Connections
1st Degree ERP/HM
Groups Nodes
You
What’s Your Talent Strategy?
In-Out Referrals, Offer Careers or Out-In Strangers, Offer Jobs
• Who is the best person you’ve worked with in the past few years?
• Why is the person top notch? • Would the person return my
call if I mentioned your name?
Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit 1st – Network 2nd • Use 80/20 Referral Rule
Transactional, Lower Fees,
Speed Strategy!
Discovery, Higher Fees,
Quality Strategy!
What’s Your Talent Strategy?
Why this is important: • They call you back • They’re qualified • Ask the “Yes” question • Recruit 1st – Network 2nd • Use 80/20 Referral Rule
The 100X Golden Rule of Passive Candidate
Recruiting
Cold calling 3rd degree is a Rme-‐waster.
Networking is bePer, but ..
GeVng warm, pre-‐qualified referrals is a
game-‐changer!
Getting the Right People on the Bus Driver è Passenger è
Backseat è Driver
Takes 10 minutes to figure out where you’re going
Overcome concerns, objections, and Day 1 issues
Get the candidate to sell you!
Get the wrong people off the best and get the right people on the bus è get referrals
Applicant Control
Getting the Right People on the Bus Driver è Passenger è
Backseat è Driver
Takes 10 minutes to figure out where you’re going
Overcome concerns, objections, and Day 1 issues
Get the candidate to sell you!
Get the wrong people off the best and get the right people on the bus è get referrals
S L O W Dancing
Determine the Destination: 10-min Drive
“Let me ask you candidly, would you be open to explore a new career opportunity if it was clearly superior to what you’re doing today?”
Summary - ✔ Think Scarcity, Backwards, System ✔ Define job, convert it into a career ✔ Implement a 50/30/20 sourcing
program – in reverse ✔ A warm, pre-qualified referral is
100X è quality and effectiveness ✔ Don’t take “NO” for an answer ✔ Drive the bus: Slow dance, from the
first stop to the final destination!
Build Your Business – Be Different
Performance Profiles DOING vs. HAVING
Talent-centric Sourcing Target the Best People 50/30/20
Evidence-based Interview Assess, Recruit, Defend!
Integrated Recruiting Careers vs. Compensation
Differentiate on Process & Quality, not Price
Build Your Business – Be Different
Differentiate on Process & Quality, not Price
Next Steps - ✔ Become Performance-based
Hiring Certified, next session starts 7/2
✔ Biz Dev: invite a client to our next Recruiter & Hiring Manager intro to Performance-based Hiring webcast on 6/24