2011 SHRM Staffing & Talent Management Conference Presentation.

1. Recruit or Get Out of The Way Stephen Lowisz • April 12

2. 2

3. 3 Recruit or Get Out of The Way “The Expert”? Who is

4. 4 Recruit or Get Out of The Way How are we viewed? How many candidates does my hiring manager INTERVIEW per year? How many candidates do I INTERVIEW per year? How many HIRES does my hiring manager make in a year? How many HIRES do I make in a year? What is the hiring manager’s CORE EXPERTISE or competency? What is my CORE expertise or competency?

5. 5 Recruit or Get Out of The Way How are we viewed? A View From a Different Lens

7. Administrative/Transactional

8. Generalists

9. “A Necessary Evil”

10. “I have to tell them what to do”

11. Lack of business understanding

13. Uncertain of exactly what they are looking for

14. Making hiring decisions based on factors inconsequential to the job

15. Fail to convey the core necessities of the position

16. Separate themselves from the hiring process

19. Afraid/Do not ask the right questions

20. Do not communicate consistently

21. Fail to be a problem solver/solution maker

22. Allow the manager to lead

23. Setting unrealistic/no expectations

24. Not understanding the business objectives when building our sourcing strategy

25. Relying only on the formal job description

26. Not measuring/reporting the right metricsWhy do we lack Credibility?

28. Hiring Manager wants to dictate/lead the process

29. Hiring Manager wants to use a third party search firm

30. Hiring Manager becomes unresponsive

31. “Throw and Stick” syndrome

32. Lowered candidate quality

33. Higher cost per hire

34. Over justification of every expense

36. 12 Recruit or Get Out of The Way The Answer

37. 13 Recruit or Get Out of The Way The Answer THESEARCH THEJOB THESELL THEBRAND THEDEAL THEPROOF THEQUIT THESTART

38. 14 Recruit or Get Out of The Way The Answer: TheBRAND THEBRAND

40. Communicate Often (Good or Bad)

41. Don’t rely on email

42. Set expectation of communication

43. Develop the Reputation as a Problem-Solver

44. Set Realistic Expectation

45. Lead Your Manager

46. When taking the job

47. When developing the search strategy

48. When presenting the candidate

50. Increased Revenues

51. Increased Profitability

52. Increased Efficiency

53. Cost of Open Position

55. 18 Recruit or Get Out of The Way The Answer: TheJOB Do Job Descriptions Really Describe the Job? Help people hate each other Stand on a field and get yelled at for hours Talk in other people’s sleep Spend most of the day looking out the window Repeatedly fix what you repeatedly break Divorce Lawyer Umpire College Professor Pilot IT Director

57. Job descriptions can inadvertently exclude high potential, top performing candidates

58. Job descriptions cannot predict candidate performance

59. Job description often lack objectivity

61. 21 Recruit or Get Out of The Way The Answer: TheJOB

62. 22 Recruit or Get Out of The Way The Answer: TheJOB

63. 23 Recruit or Get Out of The Way The Answer: TheJOB

64. 24 Recruit or Get Out of The Way The Answer: TheJOB

65. 25 Recruit or Get Out of The Way The Answer: TheSEARCH THESEARCH THEJOB THEBRAND

67. Reliance on a single tool/medium – online or offline

68. Not integrating sourcing methods into the overall recruitment process

69. Not starting by defining the objectives

70. Looking at online sourcing as all ‘take’ with little ‘give’

71. Lack of actionable metrics

72. Following the leader – Sourcing IS NOT a one size fits all approach

74. Improve branding and perception of company

75. Help with screening in/out more candidates

76. More qualified and interested candidates

77. Recruiters do not have time/skills

78. Pipeline talent ahead of demand

79. Find more passive candidates

80. Find more active candidates

81. Increase size of talent pool

82. Save $$$

83. Lower time to hire

84. Increase diversity hires

85. Increase quality of hireAre you scratching the right itch?

86. 28 Recruit or Get Out of The Way The Answer: TheSELL THESEARCH THEJOB THESELL THEBRAND

87. 29 Recruit or Get Out of The Way The Answer: TheSELL 5 Steps to the Sales Process Building a Relationship Qualify/Identify the Need Overcome Objectives Filling the Need/Gain Agreement Advancing the Sale

88. 30 Recruit or Get Out of The Way The Answer: TheDEAL THESEARCH THEJOB THESELL THEBRAND THEDEAL

90. Never lead with compensation

92. Know the details – Benefits, Travel, etc.

94. Drivers they have

97. Disbelief

98. Opportunity

99. Loyalty

100. The Vault

101. Trash Talk

102. Circle the Wagon

103. Reality

106. Identify process steps that need improvement.

107. Support business cases for programs and expenditures in recruiting.

108. Report the right recruiting results to senior management.

110. Be actionable and predictive.

111. Be consistent on what they measure.

112. Be tracked over time in order to generate internal benchmarks and analyze internal performance.

115. Recruiter Efficiency (Int.)

116. Candidate Satisfaction/Experience (Ext.)

117. Hiring Manager Sat/Experience (Ext.)

118. Quality of Hire/Productivity (Ext.)