Presentation on theme: "March 6, 2014 Ane Ohm, HarQen CEO. 2 LEHRN: March 6, 2014 Talent Acquisition: You’re Trying to Do the Right Thing… in COMPLETELY the Wrong Way Agenda."— Presentation transcript:
2 LEHRN: March 6, 2014 Talent Acquisition: You’re Trying to Do the Right Thing… in COMPLETELY the Wrong Way Agenda Introduction Current state of recruiting What needs to be done? Getting started…
3 LEHRN: March 6, 2014 Introductions – Ane Ohm Designed, implemented, managed recruiting programs for clients including Citigroup, AT&T, Edward Jones, Kodak Passionate about improving recruiting for all constituents – job seekers, recruiters, hiring managers HarQen CEO – powers Voice Advantage
4 LEHRN: March 6, 2014 Introductions – Voice Advantage Video and phone interviewing tool Invite candidates to conduct a phone or video interview Review responses 10x faster than traditional interviews Share and collaborate with the hiring team or individual clients
5 LEHRN: March 6, 2014 Current State of Recruiting Candidate Experience Recruiter Experience
6 LEHRN: March 6, 2014 Applying for a Job Online application and other forms Wait… Contact! (or not) Phone interview (or not) Wait… Contact! (or not) In-person interview (or not) Wait… Contact! (or not) Offer process (or not)
8 LEHRN: March 6, 2014 What Candidates Say Employer never bothered letting me know the decision after the interview – 60 percent. Found out during the interview that the job didn’t match what was written in the job ad – 43 percent. Company representative didn’t present a positive work experience – 34 percent. Company representative didn’t seem to be knowledgeable – 30 percent. Employer never acknowledged receiving my application – 29 percent.
9 LEHRN: March 6, 2014 What Do They Do About It? Never again seek employment at the company – 42 percent. Tell others not to work there – 22 percent. Tell others not to purchase products or services from the company – 9 percent.
10 LEHRN: March 6, 2014 The Recruiting Funnel 100 applicants to review 10 phone screens 3-4 hiring manager interviews 1 offer
11 LEHRN: March 6, 2014 The Recruiting Funnel With 30 open requisitions: 3,000 applicants to review 300 phone screens 90-120 hiring manager intvws 30 offers Repeat every 90 days
13 LEHRN: March 6, 2014 Which experience is more important? Candidate vs. Recruiter
14 LEHRN: March 6, 2014 Happy Employee = Happy Customer “Positive changes in employee attitudes lead to positive changes in customer satisfaction.” – Guidestar Research, 2005, Employee Satisfaction Customer Satisfaction: Is There a Relationship? “Depending on market segment and industry, between 40 and 80 percent of customer satisfaction and customer loyalty was accounted for by the relationship between employee attitudes and customer-related variables.” – Randy Brooks, 2000 study, the Journal for Quality and Participation
15 LEHRN: March 6, 2014 How do we really make a difference? Answer: Focus on the Recruiter with an Eye to the Candidate
16 LEHRN: March 6, 2014 Problem: Too many unqualified candidates apply for openings Average: 250 resumes per opening Dr. John Sullivan, http://www.ere.net/2013/05/20/why-you- cant-get-a-job-recruiting-explained-by-the-numbers/
17 LEHRN: March 6, 2014 Problem: Too many unqualified candidates apply for openings Why? Poor job postings Lack of proper hurdles
18 LEHRN: March 6, 2014 Problem: Too many unqualified candidates apply for openings What can we do? Poor job postings Guides & examples Builders—template for success
19 LEHRN: March 6, 2014 Problem: Too many unqualified candidates apply for openings What can we do? Lack of proper hurdles Knock-out questions “How many years of nursing experience do you have?”
20 LEHRN: March 6, 2014 Problem: Cultural fit is critical and yet so difficult to assess. 46% of newly-hired employees will fail within 18 months, only 11% because they lack the necessary technical skills Leadership IQ, http://www.prweb.com/releases/2005/09/pr web287275.htm
21 LEHRN: March 6, 2014 Problem: Cultural fit is critical and yet so difficult to assess What can we do? Guide the culture conversation The Good Jobs
22 LEHRN: March 6, 2014 Solving for cultural fit For employers: Learn about and better describe their own culture, then share in a compelling way with job seekers. Job seekers: Easily compare and prioritize companies that fit their personal values and work-style preferences.
23 LEHRN: March 6, 2014 Solving for cultural fit Founded in 1999 Acquired by Amazon in 2010 $2B in sales, 1300 employees Tony Hsieh, CEO and author “Delivering Happiness” Fortune 100 Best Companies to Work for – 2009, 2010, 2011, 2012, 2013
25 LEHRN: March 6, 2014 Solving for cultural fit (and doing A/B testing along the way) = 13% increase in candidate flow and 14% decrease cost per applicant when Good Jobs badges were included in job board postings +
26 LEHRN: March 6, 2014 Solving for cultural fit (and really satisfying hiring managers) “At Zappos, we live and breathe culture. The Good Jobs is the only tool we’ve used that helped us to quantify and leverage our culture to attract job seekers.” -Mike Bailen, Recruiting Manager at Zappos.com +
27 LEHRN: March 6, 2014 Problem: Resumes are inadequate to properly qualify candidates Customer Service Representatives #1 skill: oral communication Yahoo: http://voices.yahoo.com/how-hire-best-customer- service-representatives-26514.html?cat=31
28 LEHRN: March 6, 2014 Problem: Resumes are inadequate to qualify candidates What can we do? More relevant information up front Recorded interviews Assessments
29 LEHRN: March 6, 2014 Problem: Resumes are inadequate to qualify candidates Customer Engagement Specialist The HarQen team continues to expand! We are seeking a new team player to continue building direct relationships with customers, while also assisting with our sales, marketing, and social media outreach tactics. You might be the ideal candidate for this full-time position if you say “yes” to the following: You like variety and thrive in an environment where every day is different You are flexible and comfortable working with an entrepreneurial team You understand how to tackle social media and marketing tactics that help to build relationships and awareness over time You are really well organized and this helps you to get things done Because you find them interesting, you quickly learn new technologies, such as Office products like Excel or SaaS applications like Salesforce (And much more…)
30 LEHRN: March 6, 2014 HarQen’s Recruiting Results 118 applicants to review 47 recorded phone screens 4 hiring manager interviews 2 offers
31 LEHRN: March 6, 2014 Who to pursue? David Education: B.S., Elementary Education Experience: Marketing Specialist – Develop and implement digital and print collateral to increase brand awareness. Coordinate inbound and content marketing strategies for B to B and B to C campaigns. Highlights – Year one revenue increased 50%; year two 30% – Increased email click-through rates by 100% Skills – Dynamic and passionate professional with the experience and personality to make an immediate and sustainable impact on the customer experience. – Public Speaking/ oneonone coaching – Marketing Research & Reporting – Digital & Social Media Marketing – Database Creation & Implementation – CRM Implementation & Management – Open Source & Proprietary Software Expertise Kathleen Education: B.S., Criminal Justice. Graduated magna cum laude (3.7 GPA). Experience: Product Manager, Digital Media – Build and manage interactive campaigns and the operations process for advertising product placements Highlights – Received 2011 Employee of the Year award – ‘Employee of the Month’ multiple times Skills – Team-oriented – Ability to work with minimal to no supervision – Strong communication skills – Analytical and research skills, flexible, thrive in fast-paced environments, – Highly ambitious and self-motivated, a strong moral code and work ethic, – Extensive knowledge of internal database management systems, Microsoft Office programs, internet-savvy
32 LEHRN: March 6, 2014 Who to pursue? David Recorded Interview: – Clear, articulate responses, very polished – Strong energy, great tone – Behavioral-based questions - Examples tied to job posting – Interpersonal success and strong business results articulated Kathleen Recorded Interview: – Clear, articulate responses, not polished – Low energy, flat tone – Behavioral-based questions - Examples not related to job posting – Interpersonal success, but few business results articulated Observations: This insight was available immediately, with the resume. Review time was 5 minutes per candidate—with no scheduling hassles! Recruited David in, rather than wasted time screening Kathleen out. Kathleen knew within three days that she was not being considered.
33 LEHRN: March 6, 2014 Yes! But… Where Do I Start? Start with an honest assessment – Survey recruiting team, hiring managers, new hires, and other candidates – Potential topics to consider: Intake Meetings with Hiring Managers Employment Branding Job Postings Candidate Quality Too Many Candidates Too Few Candidates Candidate Follow-Up Hiring Manager Communications Metrics/Measurements Scheduling/Travel New-Hire Process
35 LEHRN: March 6, 2014 Prioritize with the Team Don’t want to do it all yourself? Want team buy-in? Do what they want to do first.
36 LEHRN: March 6, 2014 How to Start? Each quarter: 60-day goals, with 30 days to rest / prep First goal should be EASY to get everyone used to the process. Identify what really can be achieved in 60 days Clearly define who does what, by when Weekly 15-minute standing meetings. On track? – If yes, what’s up for next week – If no, who’s responsible / what’s needed to get back on track
37 LEHRN: March 6, 2014 Thank You! Ane Ohm CEO Ane@HarQen.com 414-755-1962 (office) 414-517-4681 (mobile)
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