Covers: - Trends in Recruitment - How culture changes as a company scales and how the culture shift impacts recruitment - How to set realistic hiring expectations in order to hire quality candidates - Hiring strategies for technical roles

1. HOW TO ATTRACT THE BEST
TALENTS

2. Welcome
HELEN CHAO,
Ascenditur Recruiting
@Helen_Chao

3. Featured Speakers
RAVI GOEL,
Even & Odd
Minds, LLC
KEITH HALPERIN,
Samsung Strategy &
Innovation Center
VIVI FENWICK,
Vivi Fenwick
Consulting

4. • Trends in Recruitment
• How to Recruit Supermodels
• Recruiting in the New Era
• Q&A
Agenda

5. Trendsin Recruitment

6. Featured Speaker
RAVI GOEL
A seasoned professional with 20 years of
rich, in depth and extensive experience in
hardcore IT & administration and more
than 15 years of International Technical
Recruiting Experience. Corporate
experience includes Fortune 500’s,
consulting companies and startups.
Currently bootstrapping a staffing
company named Even & Odd Minds, LLC.

7. About Ravi
• International Technical recruiter; IT staffing; Head Hunting,
Contracting jobs and permanent hires.
• Track record of consistently placing clients in highly
competitive opportunities.
• Strong understanding of interview and offer negotiation
process, HR, Immigration, compliance and strategy.
• Close relationships with the Fortune 500 hiring managers.
Ravi has personally placed talent at number of Fortune 500
Companies, IT Consulting Companies, Start-ups and many
other Leading Technology Companies.

8. About Even & Odd Minds
Even & Odd Minds is a talent-driven consulting firm providing
individual consultants, project teams, and strategic outsourcing
services to clients in a wide range of industries. We leverage our
recruiting expertise to deliver high-end consulting services for
engagements in select Information Technology and Engineering
disciplines. Founded in 2011, Even & Odd Minds combines
international reach with local depth, serving our clients all over North
America.
• http://www.eominds.com
• http://www.linkedin.com/company/even-&-odd-minds-llc
• http://www.facebook.com/EOMinds
• https://twitter.com/EOMinds
• https://plus.google.com/+EOMinds

9. Recruitment…unlearn
• Recruitment is understood as the process of searching and
obtaining applicants for jobs from among whom the people can
be selected.
• Recruiting is like fishing.
• Employer branding is like casting a net
• A strong brand helps with sourcing
• But not all have a strong brand. What if your brand isn’t strong
or strong enough?
• Don’t worry…50% of recruiters don't understand their own
employer brand
• Be a sponge... listen to your clients, listen to your employees
listen to your customers. There is lot to learn from them.
• Identify core values… develop a plan and keep refining

10. Where to start
• Job listings
• Recruiting events
• Go with LinkedIn and go beyond it too
• Get social
• Use next generation tools
• Don’t miss the review sites
• You go fishing where there is fish…In short go
where the candidate is
• Skills and the size of the firm are important
factors influencing the recruitment process

11. Sources of recruitment
Internal sources
• Current Employees
• Employee Referrals
• Former Employees
• Previous Applicants
External Sources
• Job boards & Advertisements
• Professional or Trade associations
• Employment exchange
• Campus Recruitment
• Walk – ins
• Consultants & Vendors
• Print , Radio & Television
• E-Recruiting

12. What affects your hiring
Too Many or Too little..
External Factors
• Supply and demand :- If the demand for a particular skill is high relative to
the supply, an extraordinary recruiting effort may be needed.
• Unemployment rate :- When the unemployment rate in a given area is
high, the company’s recruitment process may be simpler.
• Labor market - Labor market conditions in a local area are of primary
importance in recruiting for most non-managerial, supervisory and middle
management positions.
Internal Factors
• Recruitment Policy :- Generally the policy is to prefer internal sourcing, as
own employees know the company well and can recommend candidates
who fit the organization culture.
• HRP :-proper planning for effective utilization of human resources is very
much essential

13. What’s happening
• Sourcing world is changing and it isn't really about finding
candidates anymore. The days of hiding in a back office
somewhere flexing your super-sleuthing Google muscles are
really behind us. With the wide variety of tools, technologies
and sites popping up all over, it's actually gotten fairly easy to
find great candidates. And that's a double-edged sword because
that means it's not only easier for you and me (the "good"
sourcers), it's also easy for everybody else (junior, untrained
and/or lazy recruiters). And we both know what THOSE
recruiters do a lot of.... yep, bulk messaging and spamming.
• The trick to being a great Sourcer isn't FINDING the best talent,
it's being heard above all of that noise and actually getting a
RESPONSE.

14. Candidate experience
• Good or bad, every candidate has an experience
• Candidate experience: how to make it better
• What’s going on: Use each Friday afternoon to
update your active candidates
• Plug the black hole of apply and no reply
• Use tools and hacks, but don’t over use them.
One needs search tools, ATS, email, texting,
scheduling, interviewing and some more tools
• Plan ahead and pipeline
• Share the kindness and people will share back

15. Increase the pool of job candidates at
minimum cost
• Begin identifying and preparing potential job
applicants who will be appropriate candidates
• Network and keep networking
• Work smarter and then work harder
• Target and then personalize
• Increase organizational and individual
effectiveness in the short term and long term
• Evaluate the effectiveness of various recruiting
techniques and sources for all types of job
applications

16. How to Recruit Supermodels

17. Featured Speaker
KEITH HALPERIN
Sr. Recruiter at Samsung Strategy and
Innovation Center
Email: kdhalperin@sbcglobal.net

18. One of the biggest problems recruiters
face is the unrealistic expectations of
hiring managers.

19. They say they want the best, but
they’re lucky to hire the rest.

20. It’s as if an average guy . . .

21. . . . only wanted to date supermodels.

22. There is a way to help set realistic
expectations:
The Corporate Desirability Score,
or CDS

23. The CDS is a tool for HR and recruiting
professionals to realistically assess a
company in comparison to other
companies.
How does it work?

24. The CDS takes into account typical
employer characteristics rated on a
scale of 1–100.

25. These characteristics fall into two
groups:
1. Basics—What every employer
offers
2. Extras—Perks or benefits that
make this company special

26. The Basics should be comprehensive,
and should include the following:
 Compensation
 Benefits
 Work/life balance
 Growth potential
 Nature of the work
 Work environment and corporate culture
 Corporate citizenship

27. Here are some possible Extras:
 Stock options
 Onsite childcare
 Company transportation
 Free food and drinks
 Pet insurance
 Foosball and ping-pong tables
 Kegerator

28. First, determine the criteria you will
use.
Include all the Basics and any Extras the
company offers.

29. Assign a score from 1–100 for each
item on the list using your best
estimate of similar companies.

30. If you don't know . . .

31. . . . guess

32. Add the scores for Basics and Extras
and divide by the number of Basics.
Basics + Extras
Basics
= CDS

33. Here’s an example:
Basics
Compensation - 65
Benefits - 70
Work/life balance - 65
Growth potential - 55
Nature of the work - 60
Work environment - 70
Corporate citizenship - 50
Total for Basics: 435
Extras
Stock options - 75
Free food and drinks – 50
Total for Extras: 125

34. Add the scores for the Basics and the
Extras and divide by the number of
Basics.
435+ 125
7
= 80
The CDS for this company is 80.

35. What does this mean?
This company could reasonably expect to hire the
80th percentile of candidates, across the board.

36. Here's another example:
Basics
Compensation - 65
Benefits - 70
Work/life balance - 25
Growth potential - 70
Nature of the work - 45
Work environment - 30
Corporate citizenship - 30
Total for Basics: 335
Extras
Stock options - 0
Free food and drinks – 50
Total for Extras: 50
The CDS for this company is 55.

37. This company could reasonably expect
to hire only the 55th percentile of
candidates, across the board.

38.  The CDS provides meaningful information to create and
maintain realistic corporate hiring expectations and
goals.
 A positive objective assessment would be a strong selling
point for the best candidates.
How do you use these numbers?

39. What’s the upshot?
You can use the CDS as a reality check on
current hiring expectations and to influence
future hiring strategies.

40. You might not be able to date a
supermodel . . .

41. . . . but you still might meet a really
nice person.

42. Featured Speaker
VIVI FENWICK
Human Resources Consultant and Job Search
Coach
http://www.vivifenwickconsulting.com/
In addition to recruiting, Vivi also coaches
small to medium size businesses on best
hiring practices, from coaching hiring
managers on coming up with interview
questions to creating a recruitment
process.

43. Recruiting in the New Era

44. The way we knew it
• Just the basics
– Brief company info
– Brief description of the scope/role
– List of responsibilities
– List of required skills, degree(s), certifications

45. Make it real….
• Get their attention and keep it – Inject your personality
– Who are you?
– What is your company’s culture, personality,
value/mission/goals?
– What are you about?
– What makes you unique?
• If you are fun, show it! If you are more structured,
show that. Just be you.
• Treat it like any other communication – continue the
company branding and messaging style

46. And now for the rest
• Keep it simple but robust
• Don’t overdo the requirements – think 5-6
requirements, not every task
• Go beyond the task – what will they need to
accomplish
• What more?
– Benefits
– Vacation/PTO
– Perks
– Career options

47. Q&A