December 28, 2018
The One change you must make for 2019. Overcoming hiring failures. Spoiler Alert: it is your Interview Process… 1950 called and they want their process back!
"I can't change the direction of the wind, but I can adjust my sails to always reach my destination." -Jimmy Dean
- Divulge the secret of an effective interview
- Halos & Horns
- Layout our interview structure
Up front, What is the secret to an effective Interview?
Halo’s & Horns
- Bias, Conclusions & Assumptions
- Your attitude determines your altitude
- Gut decisions
- Coin flip methodology
Effective Interview Structure
- Scoring methodology
- Structure (Organized, Timed, real time feedback)
- Pre-determined questions
- Give & Receive Feedback
Differentiate your company by closing the process with Everyone you decide not to move forward with!
Brenan German is Founder and President at Bright Talent Resources, Inc., a boutique Human Resources Advisory, Project Management, Training, and Recruiting Services firm.
As lead consultant, Brenan acts as an advisor to organizations wanting to re-engineer or develop a high performing, measureable, technology enabled, human resources function. Brenan has over 20 years of hands-on Human Resources leadership experience developing intelligent and successful talent management functions within some of the country’s most respected and well-known companies such as The Gallup Organization, Edwards Lifesciences, and Black & Decker. Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measureable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs.
A graduate of the University of California, Irvine, Brenan is an active participant in a number of organizations: Chair of the Orange County Employment Managers Association (OCEMA), Founding Board Member of the Talent Acquisition Group of San Diego (TAGSD), Member of the Society of Human Resources Management (SHRM), and Advisor to Sigma Pi International Educational Foundation.
December 20, 2018
After years of experience in the challenging world of executive search, Christian Spletzer founded Clockwork Recruiting to improve how search firms and their clients work together on retained search projects. He designed Clockwork to help recruiters demonstrate their consultative value to their clients at every stage of each project.
Prior to founding Clockwork, Christian worked as a recruiter and in operations at CT Partners, a Top 10 Global Executive Search firm. Previous to that, he worked within the Private Client Group of Merrill Lynch, and in an e-commerce start-up, 86.com, where he met his Clockwork co-founder, Jay Greene. Christian has a BA in Economics and a Juris Doctorate, and is a licensed attorney in NY, CT, and SC.
Today is all about Timing! Managing expectations for time and performance to make a key hire is more important than ever. The data is in and we are going to give you performance benchmarks of what your expectations should be.
“If you are going to achieve excellence in big things, you develop the habit in little matters. Excellence is not an exception, it is a prevailing attitude.” - Colin Powell
- The challenges and data to support today’s hiring challenges
- Measurement for performance and what a Great search looks like
Measuring your search performance
- Data from over 30,000 search projects
- Placement rate
- Days to Placement
- **Missing: Quality of Hire
- Key hires are taking an average of 123 days with a 71% placement rate on retained search
- People don't know how to pick a retained search firm. Most buyers of a retained search run off of bad data. No objective criteria to measure a search firm.
- Time matters- the longer it takes to get the seat filled, the shorter the ROI. Amazingly costly if a search fails.
- 22% failure rate
- Motivations may be wrong.
- The company is 50% of the equation in a successful outcome
Companies can go to:Benchmarks - Clockwork Recruiting
What good search looks like and how to choose the right partner
- Great- Average under 115 days and over 83% success rate
- Managers- lowest placement rate, 80+ days to place
- C-Level 130+ days, 78% placement rate
- New York City - 60% success rate with longest days to hire
What to look for in a search firm
- Judge on time/success rate. Buy based on the experience and track record of success.
- Access to that information. Pick based on the one best suited for the search.
- Do not bet on the relationship only. Find the company with the track record- if you don't know where to look, you don't want to be sold. Getting more data before buying
- Track record
- Specialization in that particular department
- Inquire about Success rate/Stick rate: good hire vs. bad hire. Still around after a year, two years.
- Expectations: are very different than contingency search
- Meta data on actual projects. Who does it the best
- Hire the firm who brings value above and beyond just presenting candidates
December 13, 2018
It’s all about Purpose... Why? Because if your model exists just to make money, you won’t be relevant anymore. What is your companies purpose? Today we are going to help you discover your purpose and share ways to build purpose into to your hiring process.
“When you're surrounded by people who share a passionate commitment around a common purpose, anything is possible.” - Howard Schultz
- Discovering your purpose
- Getting others to rally around your company’s purpose (super power)
- How to hire Purpose-driven people
Let’s start by talking about how you discovered your companies purpose
- Origin Story:
- Reason to exist other than making money
- you have to have a Why
- “We exist to keep families safe and dry” - Antis purpose
Why is it important to have a purpose?
- The purpose of a company is to make money!
- Involved in changing people’s lives
- Benefits of Purpose
- Increased productivity
Hiring with Purpose
- Have a reason why
- Getting others to buy in
- Knowing your “Why” and building it from the inside out.
- Helping employees discover their “Superpowers”
Tribal leadership- when the culture goes wrong. survival
Demonstrating that as a leader, you are there to serve them
Interviewing for Purpose
- Clear and consistent with how the leaders lead
- Core values alignment
- Hire for alignment over skills
- Discovery of superpowers in the interview
- 20% culture lift in a month- gift card that they can donate to a cause that is near and dear. To someone who did
- Retain 93%
- Melt away silos builds a stronger bond between individuals and departments
Charles Antis, Founder & CEO of Antis Roofing & Waterproofing is a well-respected and widely known roofing expert, entrepreneur and humanitarian. Charles began his career as a roofing professional in 1984. Since then, he has become one of the most trusted names in the Southern California roofing industry, as well as an inspirational business leader championing social corporate responsibility.
Charles has been the recipient of many prestigious awards over the years and was recently honored with the 2017 US Chamber of Commerce Foundation Corporate Citizen Award, Small and Mid-Size Business. In 2017, he was also named as National Philanthropy Day Honoree, Outstanding Corporation or Business, Mid-Size; the Civic 50 Orange County Honoree; and received the top honor with the CNA Insurance/National Roofing Contractors Association (CAN/NRCA) Community Involvement Award.
December 6, 2018
Sourcing! Knowing who to target is far more effective recruiting strategy than casting a wide net when it comes to hiring correctly for your company. Even without a recruiting team, business leaders must be sourcing to engage and hire the right talent.
"Finding good players is easy. Getting them to play as a team is another story." - Casey Stengel
- What is sourcing and why is it so important
- Sourcing strategies
- How to execute on your strategy!
What is sourcing?
Sourcing Definition according to SHRM
“Sourcing is the proactive searching for qualified job candidates for current or planned open positions; it is not the reactive function of reviewing resumes and applications sent to the company in response to a job posting or pre-screening candidates.
Sourcing is typically part of the recruiting function performed by the HR professional, but it may also be conducted by managers within the company. Sourcing can identify either candidate who are not actively looking for job opportunities (passive job seekers) or candidates who are actively searching for jobs (active job seekers).”
- Identifying your players
- Building your ShortList
- Collecting data needed to engage them
- Figuring out your Positioning
- Where is time best spent?
- Most important capital investment is your people. Good hires always provide ROI
- ATS (applicant tracking system) /Database …
- Job boards are recruiting databases
- Social Media
- Job Postings
- Misc. (recruiter networks, internal, alum networks)
- Referrals - Should be the place you start
Where does Sourcing fit into the recruiting process?
- Brian’s formula
- Kick off meeting- Identifying needs
- Sourcing -a place (ats, rolodex, spreadsheet)
- First Contact
- Rick’s Formula
- Understanding your core values
- Benching needs of the work to be done
- Sourcing - building contact collateral
How to Source (Small company sourcing/business leader sourcing)
*** Plan and develop the relationship before you need to hire the person.
Database/Referral Network first-
Best Methods for sourcing:
Under limited resources (self-recruiting)
- Identify competitors - Your Talent competitors
- Connect and network with everyone to become known and build brand awareness
- Do your homework on the person, let them opt out then ask for referrals
Best tools for Sourcing
- Referrals - internal/external
- Linkedin, Twitter, Facebook, Instagram
- Sourcing Tools: Hiretual, Entello
- Resume Data Bases - Internal ATS, Angellist
- Portfolios - Carbonmade, Github
- Creative sources
Here’s How I source
- Identification of Source companies
- Target list
- Define what to look for in potential people
- Contact directly outside of social platforms and augment with social connections
- Personal email, text messaging - Highest response rates
- Marketing/Messaging aligned with company values
- Job Descriptions with clear performance metrics
- Application process…. RESPOND!
Brian Breth is a talent acquisition leader and US Marine Corps veteran with proven of experience forging, adapting, and applying best practices to complex business challenges in recruiting. He has a proven track record as an entrepreneurial leader whose ability to align teams, enact change, and build sustainable frameworks enables businesses to attract top talent and become more efficient, productive, and competitive. Brian currently leads recruiting for the Publishing and Esports teams at Riot Games.
Not only is (Brian etc) speaking at the ERE Recruiting Conference in April in San Diego but yours truly is too! Join both of us there.