RECRUITING IN TODAY’S MARKET

Recruiting What are Your Biggest Challenges? Finding the Right Candidate’s and Getting Them to the Table Interviewing and Evaluating  Candidates   Internal Decision Making   Putting Together Competitive Offers   Closing the Deal   Successfully “On Boarding”  New Hires Retaining key people Other Challenges?

War for Talent Baby Boom Retirement will Accelerate Next Generation Talent Pool is Smaller DOL > 19 Million New Job Openings By 2014 (We Hope!!!) DOL Estimates Active Candidate Population at 16% Passive Candidate Pool is 84% Smaller Supply + Growing Demand = War for Talent HRM Report - Passive Candidate Strategies Winning the War for Talent - Oct 22, 2010

Attracting the Best People Have a Great Story Be a Great Place to Work Be Prepared to Sell (not just interview) Be Clear on What Differentiates your Company Success Breeds Success Communicate Effectively Lots of job seekers but in many cases they don’t have the right skill set

Sourcing Passive Candidates Networking Even When You Don’t Have A Need Develop Relationships Multi-pronged Effort to Cast a Wide Net Internet Makes it Easier For Senior Positions, Websites Usually Provide Leadership Team Use Linkedin to Find People at Next Level’s Down Manage the information

Sourcing Active Candidates NETWORKING Linkedin Plaxo Zoominfo Execunet Ladders Monster Local Advertizing

Interviewing & Evaluation Planning is a Big Deal Make Sure You Know What You Want to Assess Experience, Skills, Style, Strengths, Weaknesses, Goals, Motivations, Gaps If the Candidate Will Meet Multiple People, Plan Who Focuses on What Topics Shift from “Buying” to “Selling” as Appropriate Organize Debrief Session with Interview Team Timely Feedback

Questions Career Flow and Logic - Look for Trajectory and Red Flags Behavioral - How Candidate Handled Specific Situations Situational – How Candidate would Handle Hypothetical Situations What Questions Do You Have? - Gives View of Preparation Level and Thought Process Body Language and Eye Contact When Comfortable They Have Right Skills & Experience, Focus on Chemistry

Compensation Trends It All Comes Down To Supply And Demand For Unique Candidates, It Takes A Significant Boost To Attract Them Passive Candidate Move Premium 20% - 30% Increase In Base Sign On Bonus Expected, Especially With Passive Candidates But Even With Active Candidates Equity Expectations Compensation Trend Articles in Website

Negotiating Information is Power – Know where the Candidate is Now in Terms of Compensation Know What Their Hot Buttons are Besides $$ Important to Have Internal or External Go- Between Strongest Offer Upfront vs Willingness to Negotiate Having a Strong # 2 Candidate is Great Be Decisive and Responsive

On Boarding Done right = Increased retention Odds Speeds up Learning Curve > Productive Faster Reinforces New Hires Decision to Join Reduces Stress & Increases Feeling of Belonging Communicate Expectations Requires Careful Planning Applies to Senior People as well as Junior People

Retaining Great People It’s More Than $$$ Opportunity To Significantly Contribute Flexibility Within Reason Encourage And Practice Succession Planning Opportunity For Career Growth Opportunity To Develop New Skills The $$$ Is Still Important Communicate Effectively The environment and culture are a big deal

Search Firm Differences Retained Search – Commitment to Complete Project When its Hard to Dig Up Candidates 3 payments – Start, Middle, Completion Contingency – For Less Senior Positions When Candidate Pool Broader - 1 Payment at Completion. Large Public Multi-location/Practice vs. Smaller Boutique Focused on Specific Industry

Thank You!! Questions Discussion Ideas Background information available at www.mbels.com