Dscoop8 Peak Focus Attract, Recruit and Hire the Right People Presentation Slides

1. Jerry Scher
Peak Focus
Attract, Recruit and Hire The Right People
February 22, 2013

2. Talent Impacts Performance
“All the clever strategies and
advanced technologies in the world
are nowhere as effective without
great people to put them to work”
Jack Welch

3. Why?
How?
What?

4. Why?

5. Executive Decisions
Do we have the right people?
Are we doing the right things
Are we doing the rights things right?

6. Challenges You Face
Business Growth Workforce
Model Objectives Skills
Workforce Competitive
Quality of Hire
Diversity Landscape
Innovators Organizational Social Media
Required Fit Explosion

7. Performance Challenges
Theory of
Optimization
People
(A x A x A)P differentiation
Lagging & Performance
leading through
indicators metrics

8. Talent R.O.I.
Cost per hire
Resume overload
Quality of hire
Time to productivity
Integration and morale
On-boarding and development
Management satisfaction
Employee Retention - 1 year

9. What?

10. Industry Jobs
Print and Web Designer Digital Pre-Press Marketing Manager
Operations Manager Work Flow Manager CIO, CMO, CTO, CFO
Digital Press Operator Account Executive Business Developer
Estimator Logistics/Fulfillment Quality Control
MGR
Controller/Accounting VP Sales & Marketing Creative Services
Manager
Promotional Products Database Specialist CSR-Project Manager
Offset Press Operator President/CEO Administrative
Assistant
Digital Imaging Computer System IT Manager
Specialist Specialist

11. Recruiting & Promoting Basics
Eligibility Suitability
Interests Interview
Certifications
Work Preferences Confirm eligibility
Specific job skills
Work Values Assess suitability
Educational levels
Interpersonal skills By engaging candidates
Education subjects
Type experience Attitudes
Amount of experience Motivations
Overall Score - Integrate all test results into an overall
score that can includes eligibility, suitability and
interview scores.

12. Behavioral Competencies
Strategic Judgment - combination of traits necessary to recognize
relevant information and formulate an effective strategy
Effective Enforcing – ability to skillfully correct others when they are
violating rules or performing poorly
Innovative – ability to create new and more effective ways of doing
things
Provides Direction - tendency to manifest traits necessary for a
leadership role
Interpersonal Skills – balance of traits that relate to effective interaction
with others
People Oriented – balance of traits that would enable one to positively
interact with others
Organizational Compatibility – tendency t work co-operatively with
others (assuming sufficient job related knowledge and team compatibility)
Negotiating – tendency to bargain in order to reach a beneficial
agreement

13. Traits and Work Preferences
Management – “C” Marketing Technology Manager
Level
Takes Initiative Takes Initiative Analytical
Analytical Wants Challenge Persistent
Finance/Business Optimistic Precise
Wants Challenge Self-Improvement Takes Initiative
Analyzes Pitfalls Analytical Wants Challenge
Wants to Lead Enthusiastic Organized
Authoritative Persistent Collaborative
Handles Conflict Collaborative Computers/Science
Influencing Enlists Cooperation Pressure Tolerance
Organized/Systematic Research & Learning Enlists Cooperation
Pressure Tolerance Planning Effective Enforcing

14. Predicting Sales Effectiveness
Creatively Organize and Ability to
Persistent Plan Engage
Disciplined Follow up Strategic
Self- Influencer and
Takes Initiative Improvement Assertive

15. Next Generation
Business Development Specialist
Takes Initiative Negotiating Research & Frank Blunt
Learning
Wants Outgoing Team Warmth & Defensive
Challenge Empathy
Analytical Persistent Collaborative Assertive Evasive
Influencing Self- Enlists Certain Harsh
Acceptance Cooperation
Optimistic Teaching Experimenting Organized Self-Sacrificing
Self- Authoritative Tolerance of Dogmatic Skeptical
Improvement Bluntness
Enthusiastic Pressure Diplomatic Self-Critical
Tolerance

16. How?

17. Define Talent Acquisition
Process of Attracting and On-
Boarding Talent to Drive
Performance

18. Talent Acquisition and Alignment
Systematic process,
right tools for hiring or
promoting RIGHT,
The First Time!

19. Define The Job
Essential
Duties
Education and Performance
Training Expectations
Experience Attributes &
Required Competencies

20. Build a Candidate Pipeline
Rookie or 24/7 Describe
Pro Technology Person
Everywhere Wanted
Brand
Skills Vertical Industry Attract with
Transfer Markets and Training
Company

22. Screen for Eligibility
Resume Review
Social Media Search
Eligibility Questionnaire

23. Assess For Suitability
Harrison Assessment Technology
From Peak Focus, LLC

24. Suitability Competencies
Business Industry
Client Focus
Acumen Network
Communication Relationship Multi-level
Skills Building Contacts
Technology Collaborative Sales &
Expertise Skills Marketing

25. Suitability Questionnaire
• Work specific
• Cross-referencing technology
• 8,103 comparisons
• 2,701 multiple questions
• Less than 30 minutes
• Only positive statements
• Built-in lie detection
• Meets all legal requirements (EEOC)

26. The All Important Interview
• Engage in two-way conversation
• When You’re Talking…
• Uncover and predict potential
• Learn what you don’t already know
• Rate your Interview Skill

27. Interview Basics
• Prepare
• Define job
• Eligibility & Suitability
• Review resumes
• Google, LinkedIn, etc.
• Select Team & Assign

28. Interview for Eligibility
• Education & Employment
• Industry Knowledge
• Time Management
• Business Knowledge
• Technology Competence
• Business/Sales Philosophy
• Personal Goals
• Ranking

29. Interview for Suitability
• Job Specific
• Strengths
• Weaknesses
• Behavioral questions
• Situational testing

30. Let’s Work on Our Interview Skills

31. Talent Acquisition and Alignment
Systematic process,
right tools for hiring or
promoting RIGHT,
The First Time!

32. Re-engineer Your Process
404.931.9291
jerry@peakfocuscoach.com
www.peakfocuscoach.com