©2005 Management Recruiters International, Inc. An Equal Opportunity Employer. Each office is independently owned and operated.

RECRUITMENT FOR MARKETERS

Derek Smith & Peter King

Managing Partners

MRINetwork 360 Search

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Agenda

1. Shameless plug for our business• The macro picture

2. You the Manager• Getting the best out of the recruitment industry • Terminology • Types of companies• Getting the best results• Good interviewing practice

3. You the Candidate• Preparing for Behavioural-based interviewing• Getting noticed• Positioning• Job hunting & CVs Dos and Don’ts• Good interviewing practice

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MRI and Our Largest Worldwide Competitors

The world’s largest search consultancy….The world’s largest search consultancy….

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MRI 360 Search - Who We Are

Derek Smith – Managing Partner

• 25 years blue chip commercial experience– IDV / Diageo

– HP Bulmer

– Procter & Gamble

• Sales Director – IDV Eurasia

• Joint founder of eSkye Solutions International– Channel Management software solutions

• Areas of excellence:– All sales disciplines

– All customer/category/consumer marketing disciplines

– Decision Support / Management Accountancy

• 4 years owner/manager of MRINetwork™ office

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MRI 360 Search - Who We Are

Peter King – Managing Partner

• 22 Years FMCG experience in 3 £1bn+ businesses.– Nestle

– United Biscuits

– 3663 (formerly Booker Foodservice)

• 2 years KPMG international consulting

• 7 Years as Director; 5 yrs Main Board of 3663

• Areas of Specialisation– IT

– Logistics / Supply Chain / Distribution

• Qualified business and personal coach

• 4 years owner/manager of MRINetwork™ office

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The Effect of Changing Demographics

Baby boomers looking to retire soon

By 2010

• Forecasted 6-8% more jobs than people to do them in the UK.

• Forecasted over 10m more jobs than people to do them in the U.S.

What is the Impact?

• Bad news for employers?

• Good news for candidates?

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The Effect of Changing Demographics

For Employers– Need to see this as ‘climate change’

– ‘CYA’ becomes ‘CYF’

– Embrace the issue now

– Most of you are going to inherit the 2010 problem.

For Candidates– More choice for quality players.

– More movement, less loyalty?

– More self employed, less permanents?

More virtual organisations?

Keep a watching brief – this affects you!

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Through a recruiter’s eyes

Why do we do it?• Changing people’s lives• Building teams• Building customer partnerships• Reward

What do we fear?• Being a “busy fool”:

– Unrealistic expectations– Fickle customers– Fickle candidates

The better chance recruiters have of succeeding, the harder they will work for you.

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Looking for “IMPACT PLAYERS”

How the Recruitment Industry sees them…

• The 20% of employees who are responsible for 80% of the impact on a business

• They are different

• They are not always ‘applicants’

• They are not usually desperate

• They must be treated differently

• A “non-impact player” in one company might drive major change in another.

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Getting the best out of the recruitment industry

Terminology• Retained• Exclusive• Contingency

• High Street • Database Agency

• Agency• Consultancy

• Head Hunter• Search

• Interim• Contract

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1PrepareClient

Call Plan

2Open Client

Dialogue

3Assess

OpportunityContinue?

Y4

CompleteNeeds

AnalysisProfile (NAP)

Continue?Y

6Align

Approach/Position

Value

7Co-create

ProjectPlan

8Clear Fees/

ConfirmAgreement

9Identify

Candidates

10Prepare

CandidateCall Plan

11Open

CandidateDialogue

14Matchwith

Opportunities

Continue?Y

13CompleteCandidateData Sheet

(CDS)

16Check

References

17Prep Client

for Interviews

18Prep

Candidatesfor Interviews

19Debrief

Candidates

20DebriefClient

Continue?Y 21

Broker Offerto Candidate

22Assist withCandidate/

ClientTransition

23Send

SatisfactionSurvey/Invoice

Continue?Y

15Create Short

List/Comparison

Matrix

5EvaluateProject(SA/JO)

DeclineN

DeclineN

DeclineN

DeclineN

DeclineN

12Assess

Motivation/Qualifications

24ProvideOngoingSupport

“Money For Old Rope”

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YOU THE RECRUITING MANAGER

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Getting the best out of the recruitment industry

High Street• Local• Typically Junior lever, high volume• Fast, responsive

Advertised/Database• Mainstream lower to middle management• Put ads out, get CVs• Match CVs to jobs

– (often automated or inexperienced matcher looking through CVs).

Headhunters/Search• Perception: Posh people (Virginia Bottomley) in Mayfair, Board level• Actually: A method to fill hard to fill jobs, labour intensive.• Finding open-minded but non active candidates.

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How to ensure you get the best out of recruiters?

It’s a seller’s market for excellent marketers with development potential

• Offer candidates something special or expect to be disappointed

Choose the right level of service– Do you want just CVs that you will screen?

OR– Do you want full project management?

• Agree what the recruiter will do for you.

Is what you are doing at the moment working?• Advertising• Preferred supplier list• Your network

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How to ensure you get the best out of recruiters?

Build partnerships with recruiters

– Help them to be your best salespeople / ambassadors.

– Build loyalty from the recruiter

– Let them in to your business.

– Build knowledge & awareness of your business.

– Keep them informed of major company news/strategies.

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Retained Or Contingency?

• Contingency (non exclusive)– No cost risk (no placement, no fee).

– More agencies working on assignment.

– Greater chance of success.

– Competition drives speed.

• But beware– If one of 4 agencies, they have 25% chance. They

need 3 other roles from elsewhere to have an even chance to earn money

– Best candidates will go to best clients.

– Speed reduces ability to be thorough.

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Retained Or Contingency?

• Retained Assignments– More risk?

• why pay up-front with no guarantees?

– Because……….

– Both client and recruiter have ‘skin in the game’• Recruiter’s obligation to deliver becomes huge• Client is more focussed

– Allows project management for client and candidate by recruiter

– Freedom to deliver drives quality• Adherence to comprehensive recruitment process.• Delivered to a timetable• The best 3 put forward, not the 1st 3 half decent.

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Good interviewing practice for Managers

“Time kills deals”

• Delay loses the best candidates

• Allocate the coordination to someone who has ability & time to do it

• Sell as well as Buy

– The day of the “why should I recruit you?” interviewer is gone

– You NEED the best people

– They NEED to be impressed

Unsuccessful candidates should walk away feeling positive about you and your company

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Good interviewing practice for Managers

• Professional Interviewing techniques

– Read the CV and details in advance (!!)

– Behaviour based

– Personality based (cultural fit)

– Identify possible gaps to be explored and questions to explore with

– Breadth of experience? (number of things)

– Depth of experience? (number of times)

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You the Manager

• Summary

– Be rigorous in what you need to offer

– Sell to candidates – they’re in the driving seat

– Is what you are doing working?

– Agree what you want your recruiter to do.

– Build partnerships with recruiters

– Sharpen your interviewing skills

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YOU THE CANDIDATE

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What You Should Consider

Everyone wants “Impact Players”

Ways recruiters identify them…

• Understanding Behaviour e.g.Four Social Styles

• Behavioural-Based Interviewing

Then, (and importantly) recruiters must……..

• Understand Candidates’ Motivations

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How do you see Yourself?

Do you think enough about who ‘you’ are? ........

What really motivates you? • What makes you tick?

• Why do you get out of bed every morning?

If you were a brand, what would it look like?• What image do you portray?

• Is that image the real you?

• What is unique about you?

Why would you hire you?

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Knowing ‘you’ – ExampleTHE FOUR SOCIAL STYLES

Thinkers Directors

Relaters Socializers

TASK ORIENTED

PEOPLE ORIENTED

ASKERS TELLERS

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THE FOUR SOCIAL STYLES

TASK ORIENTED

PEOPLE ORIENTED

ASKERS TELLERS

ThinkersThinkers Directors

Relaters Socialisers

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Characteristics of Thinkers

Positives

• Industrious

• Persistent

• Serious

• Exacting / Demanding

• Orderly

Negatives

• Critical

• Indecisive

• Stuffy / Aloof

• Picky

• Moralistic

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THE FOUR SOCIAL STYLES

TASK ORIENTED

PEOPLE ORIENTED

ASKERS TELLERS

Thinkers DirectorsDirectors

Relaters Socializers

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CHARACTERISTICS OF DIRECTORS

Positives:

Strong Willed

Independent

Practical

Decisive

Efficient

Negatives:

Pushy

Severe/tough

Dominating

Demanding

Relentless

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THE FOUR SOCIAL STYLES

TASK ORIENTED

PEOPLE ORIENTED

ASKERS TELLERS

Thinkers Directors

Relaters SocializersSocializers

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CHARACTERISTICS OF SOCIALIZERS

Positives:

Ambitious

Stimulating

Enthusiastic

Friendly

Likeable

Negatives:

Dramatic

Excitable

Undisciplined

Reactive

Big Ego

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THE FOUR SOCIAL STYLES

TASK ORIENTED

PEOPLE ORIENTED

ASKERS TELLERS

Thinkers Directors

RelatersRelaters Socializers

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CHARACTERISTICS OF RELATERS

Positives:

Supportive

Respectful

Willing

Dependable

Loyal

Agreeable

Negatives:

Pushy

Perceived As ‘Weak’

Dominating (Insecure; Care What You Think)

Over-friendly

Casual

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THE FOUR SOCIAL STYLES

TASK ORIENTED

PEOPLE ORIENTED

ASKERS TELLERS

Thinkers Directors

Relaters Socialisers

Think Where

You Fit

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PREPARE FOR BEHAVIOURAL-BASED INTERVIEWING

Past behaviours and performance are an accurate indicator of future behaviours and

performance.

Enables the interviewer to get the best out of each interview

Helps determine occupational personality traits

Removes guesswork and assumptions

Adds value to the recruiting process

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BEHAVIOURAL-BASED QUESTIONS

Questions typically start in one of three ways:

1. Tell me about a time…

2. Describe for me an event/project when…

3. Walk me through the last time you…

What can you do to prepare?

• Match your experience to the job description

• Trawl through your diary & working papers for forgotten examples

• What did you do? What did you achieve?

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RESPONDING TO BEHAVIOURAL-BASED QUESTIONS

STAR Formula:Situation

Give an example of a situation. This is the introduction of the past story.

TaskDescribe the task. What you needed to achieve.

ActionWhat you did. These are the behaviours demonstrated that align with the behavioural traits. This is the body of the past story.

ResultThe specific and measurable outcome. This is the conclusion of the past story.

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Your Motivation as a Candidate

Six Primary Motivators for Career Change:

Challenge

Location

Advancement

Money

People

Security

What do you need and prioritise?

These are (should be) critically important to you and therefore critically important to your recruiter/new employer.

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You the candidate

1. Getting noticed

• Your Network – build it and sustain it.

– Junior managers don’t ring back

– Their bosses do

• Press

• Conferences/Trade bodies and Associations

• Linked In/Open BC

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You the Candidate

Your CV

• 2-3 pages

• Company & Responsibilities to give context

• Concentrate on most recent roles

• QUANTIFIED achievements

• Key words and phrases for auto CV checks.

• Personal insight as well as career

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CV Best Practice

Midsize Company plc February 1999 to date

£350 million FTSE 250 company excelling in the grommet market. Widely recognized as the leading brand –building grommet producer in the UK.

Brand Manager November 2002 to October 2005

Responsible for development and implementation of brand strategy for Pokemon and Willbury Grommet ranges. £3.6 million budget. Responsible for consumer advertising, trade support and PR campaigns. Supported by 1 Assistant Brand Manager

Launched “Stationary Willburys” line extension to complement “Travelling Willburys”. Added 32% gross profit year on year in static marketplace.

Developed innovative trade sell-through mechanic that delivered 37% extra distribution in 6 months.

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SUMMARY

• Build your network and develop it

• Be visible

• Be ready for behavioural-based interviewing.

• Utilise STAR

• As an interview technique

• To review your achievements.

• Sell your brand

• Sell your passions

• Be honest

• With your recruiter

• With your potential employerand above all…….

• With yourself

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THE END

SUBLIMINAL ADVERTISING….

WE ARE MRI 360 SEARCH AND WE ARE BRILLIANT!!!!

©2005 Management Recruiters International, Inc. An Equal Opportunity Employer. Each office is independently owned and operated.

RECRUITMENT FOR MARKETERS

Derek Smith & Peter King

Managing Partners

MRI Network 360 Search

THE ENDTHE END