PRESENTATION: NOVEMBER 17, 2009 LINDA O’BRIEN Qualitative Research Insights

Cautions: Qualitative Research Insights are not representative of any population  Not even representative of the companies that were in the room  The comments in this slide set are candidates for hypothesis testing in the subsequent quantitative study.  Coming up: a survey with companies in the Boulder County and surrounding area

Who participated….. Approximately 45 calls yielded 5 actual participants  4 other HR professionals wanted to participate- had conflicts 5 companies in the immediate area were represented in a focus group on October 23, 2009  Science and technology  Medical products  Consumer products  Staffing services Representation from small to large organizations All 5 participants have open positions—and some with multiple positions open All promised confidentiality

Large Companies Small Companies Large companies have formal processes and take the time to train those involved in hiring. Don’t have the time to inventory talent for future hires. May be more sophisticated to understand about salary needs and relationships to keep employees. May lack any organization and forward thinking. May rely on outside recruiters for structure and next steps. Recruiters may inventory talent for future needs. May have more flexibility to negotiate Key Findings: Large vs Small Cos

Representation of the Hiring Process Need identified Cast the net Selection process 1 st interview (phone?) 2nd 3rd Final Offer Negotiation Offer Acceptance Date Approvals Background check Pre-employment Testing Drug Screen Physicals Start End Post the position Resume and phone screens Relocation Considerations

Where is the job seeker focus? Need identified Cast the net Selection process 1 st interview (phone?) 2nd 3rd Final Offer Negotiation Offer Acceptance Date Approvals Background check Pre-employment Testing Drug Screen Physicals Start End Post the position Resume and phone screens Relocation Considerations

Company Pain Points Need identified Cast the net Selection process 1 st interview (phone?) 2nd 3rd Final Offer Negotiation Offer Acceptance Date Approvals Background check Pre-employment Testing Drug Screen Physicals Start End Post the position Resume and phone screens Relocation Considerations Candidate Pool

Key Findings: Continued 1. The competition is stiff- companies are getting not only “must haves” but also “nice-to-haves”. 2. Candidates aren’t interpreting the job descriptions as the company desires. OR it’s not clear the candidates have the skills by the way their resumes read. 3. HR is confused about some of the coaching people are getting—”your personal brand”, some interview responses? 4. Show you have chinks in the armour…but how did you compensate for it? 5. Negotiation happens-chose signing bonuses or days of vacation. 6. Stay close to your industry for information.

Tips from the Experts Do what others are not: 1. Target companies: helps you to be more genuine 2. Show progression in whatever you have in your resume—positions, volunteerism, education 3. Make it easy for the hiring manager and HR 4. Keep your LinkedIn profile updated 5. Network with people they know! 6. Be YOU! If it isn’t a good match….let it go……