To see this webinar in its entirety: http://bit.ly/sx8xTg HIRE THE BEST AVOID THE REST Sponsored by Autotask You are systematic with technology, accounting, and possibly sales. Why not with your employees? The starting point is to adopt a proven, 10-step hiring system to improve the way you find, qualify, hire, and onboard superstar employees. The Success With People HIRE THE BEST AVOID THE REST system is your solution. Here is what you will learn in this interactive webinar: Systematic Power: Why a complete system is more effective than your current method of hiring. Team Member Strategic Plans: How to create "job descriptions on steroids" that convince great candidates to work for you. Recruiting: Five ways to find top performers that are not considering your company today. Interviewing: 15 Tips to fully interview people so you don't hire Dr. Jekyll and get Mr. Hyde. Talent Assessments: How to really understand someone's natural behaviors and motivational values on the job. Background Checks: Six facts you must know before hiring anyone and why. Reference Checks: Seven questions that get people to open up when checking references. Extend The Offer: Eight ways to extend an offer that convinces top performers to join your team. First Day: More than 10 ways to make your new employee's first day on the job more productive, profitable, and personal fulfilling. Never Stop Selling: What you can do to systematically keep new hires fully engaged as time passes. One idea that helps you hire just one employee is worth $10,000 or more. This hiring system is probably worth millions if you hire dozens of people over the next ten years because this event is a 10-step proven hiring system with dozens of ideas. For many of you this is the most important webinar you will attend this year.

1. A U T O T A S K A C A D E M Y W E B I N A R
This webinar will begin at 1pm & end at 2pm est.
Hire The Best
Avoid The Rest
AUTOTASK PRESENTER: GUEST PRESENTER:
Rich Akullian David Russell
Online Marketing Producer CEO
Autotask Corporation MANAGEtoWIN Incorporated
rakullian@autotask.com david@successwithpeople.com

2. A U T O T A S K A C A D E M Y W E B I N A R
Webinar and
WebEx Overview
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There will be a Q&A session at
the conclusion of the webinar.

3. A U T O T A S K A C A D E M Y W E B I N A R
Webinar Info – On Demand and Live

4. A U T O T A S K A C A D E M Y W E B I N A R
Post Webinar Survey
 A post webinar survey will appear in your
browser at the conclusion of the webinar.
We appreciate your participation and
feedback!

5. A U T O T A S K A C A D E M Y W E B I N A R
Hire The Best
Avoid The Rest
AUTOTASK PRESENTER: GUEST PRESENTER:
Rich Akullian David Russell
Online Marketing Producer CEO
Autotask Corporation MANAGEtoWIN Incorporated
rakullian@autotask.com david@successwithpeople.com

6. A U T O T A S K A C A D E M Y W E B I N A R
Agenda
 Autotask overview
 Hire The Best , Avoid The Rest
 Wrap up and Q&A

7. A U T O T A S K A C A D E M Y W E B I N A R
Autotask is…

8. A U T O T A S K A C A D E M Y W E B I N A R
…Industry leading.
World’s #1 provider of cloud-based
IT business management software
since 2001.
Replace at least 5
different
applications!

9. Hire The Best
Avoid The Rest
David Russell
CEO, Success With People
VP & GM, MANAGEtoWIN
©2011 Success With People, Inc. All Worldwide Rights Reserved. All logos, trademarks and
tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.
©2011 Success With People, Inc. All Worldwide Rights Reserved.

10. Cost of Doing Nothing
If you are less systematic
• Hire experienced people that don’t fit in
Turnover cost (Gallup): 3.2x annual compensation
• Lose great candidates to other companies
Top talent shops around
• Slow new hire ramp-up
People waste time due to lack of systems
• Smaller the company, the higher the risk
A bad hire can literally put you out of business
©2011 Success With People, Inc. All Worldwide Rights Reserved.

11. Disclaimer
Legaleze
The contents of this training and any related content
are intended for general information purposes only.
Information contained in this communication and
related content is not intended to be a substitute for
legal advice or to provide legal guidance of any kind
whatsoever.
If legal advice or other expert assistance is
required, the services of a competent professional
should be sought.
©2011 Success With People, Inc. All Worldwide Rights Reserved.

12. Risk / Opportunity
Retention versus recruitment
87%
Of employees plan to get a new
job in 2010
©2011 Success With People, Inc. All Worldwide Rights Reserved.

13. Candidate Selection
Set a proper expectation with your team
25
How many candidates should
you plan to interview for one job
opening?
©2011 Success With People, Inc. All Worldwide Rights Reserved.

14. Proven System
10 Steps to Hire The Best and Avoid The Rest
 Establish Your Foundation
– Systematic Power
– Team Member Strategic Plans (job descriptions on steroids)
– Recruiting
 Qualifying the Candidate
– Interviewing
– Talent Assessment
– Background Checks
– References
 Onboarding
– Extend The Offer
– First Day
– Never Stop Selling
©2011 Success With People, Inc. All Worldwide Rights Reserved.

15. 1. Systematic Power
Complete versus rushed process
The cost of not being systematic:
 Hire based on feelings, not facts
 LAWSUITS
 Employees waste time hiring, training and covering for poor hires
 Miss good hires
 Failed hires – start all over again
You have systems for technology… why not hiring talent?
 Use this system (or use this to define your own)
 Avoid shortcuts
 Automate and integrate your hiring process into your talent
management software
©2011 Success With People, Inc. All Worldwide Rights Reserved.

16. Extend Systematic Power
Through and beyond the hiring process
 Establish Your Foundation
 Qualifying the Candidate Hiring system
 Onboarding
 Accountability
 Compensation
 Recognition Beyond hiring
 Training
 Mentoring
 Career Paths
©2011 Success With People, Inc. All Worldwide Rights Reserved.

17. 2. Live Job Descriptions
Team Member Strategic Plans
The cost of not clearly defining the job:
 Hire people that are not fully qualified
 Lose great candidates
 LAWSUITS
 Failed hires – start all over again
Team member strategic plans
 Attract more qualified candidates
 Qualify people against job requirements
 Test candidates passion for the position
 Define accountability and lay the foundation for reviews
©2011 Success With People, Inc. All Worldwide Rights Reserved.

18. Summary Information
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

19. Goals
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

20. Expectations
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

21. Duties & Responsibilities
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

22. Manage-Time-Competencies
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

23. Skills & Qualifications
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

24. Physical & Environment
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

25. Disclaimer & Signature
Team Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.

26. 3. Recruiting
You are a full-time recruiter
The cost of not being a full-time recruiter:
 Candidate pipeline empty when needed
 Hire what’s available versus what’s needed
 Quantity versus quality
 Failed hires – start all over again
Active recruiting enables you to:
 Have a valuable network of sources and candidates
 Develop/promote from within
 Employee, vendor and client referrals
 Online/offline ads that speak to superstars; then offer full TMSP
 Hire the brightest of Gen Y (internships / college hires)
©2011 Success With People, Inc. All Worldwide Rights Reserved.

27. Candidate Pipeline
Having people available when you hire
 College interns
 College job fairs Interns/entry level
 Teach / support classes
 Employee referrals
 Trade shows Mid-level
 Company tours / events
 Industry associations
 Public relations stories Senior level
 LinkedIn
©2011 Success With People, Inc. All Worldwide Rights Reserved.

28. Sample Ad – Part 1
Sell the opportunity – details later
Sales & Business Development Professional for
Medical Software Co.!!!!
Established 25+ years, this growing software solution provider is searching for
a “KEY” sales professional who loves to learn and thrives on results to
develop and maintain clients within the Tri-State area.
We provide solutions for many industries however our Big Need Right Now is
a sales professional to focus on the medical industry!
Qualified candidates must have a minimum of at least 5-8 years of strategic
business development and sales experience, with verifiable references and a
steady work history.
©2011 Success With People, Inc. All Worldwide Rights Reserved.

29. Sample Ad – Part 2
How your company history benefits them
You will grow professionally and have our 25-year history of satisfied
customers to help you develop new business and manage accounts post sale.
There is no limit to what you can earn – this is a great opportunity for an
achiever who wants to take advantage of the explosive growth in medical
software sales.
You will be compensated very well for your success -
salary, commission, bonus & expenses.
Come and find out why the average length of time employees stay with our
organization ranges from 7-10 years. This is not an entry level position.
Please respond with a brief outline of why you are qualified for this
position, PLEASE CUT AND PASTE YOUR RESUME WITHIN THE BODY OF YOUR
EMAIL!
©2011 Success With People, Inc. All Worldwide Rights Reserved.

30. Where I Can Find Them
3. Recruiting
Traditional, baseline approach:
 Advertising online at job sites and your company website
 Notify your network of openings
Competitive approach:
 Company culture
 Always recruiting company-wide and maintain candidate/network
database
 Hiring bonuses to employees and your network after 90 days
 Go where they are and market
 Creative PR to attract candidates
©2011 Success With People, Inc. All Worldwide Rights Reserved.

31. 4. Interviewing
You are a full-time recruiter
The cost of not being systematic when interviewing:
 Hire the best actors
 The person is not qualified
63% of all hiring decisions are
 Does not work well with other employees
made in the first three to four
 No team commitment for candidate success
minutes of the first interview
 Failed hires – start all over
Well-planned, systematic interviewing enables you to:
 Work with your team to identify the best candidates
 Ask questions the candidate does not expect
 Discuss typical scenarios or provide actual work to do
 Document the interviewing process in a talent management system
©2011 Success With People, Inc. All Worldwide Rights Reserved.

32. Systematic Interviewing
Define and follow a system
1. Web search: Google / MSN / MySpace / LinkedIn
2. Call their office to confirm employment
3. Phone screen (brief)
4. First significant interview
a) Can be in-person or by phone
b) Interview scorecard with behavioral-based questions
5. Second interview – typical scenarios or real work
6. Have superstar take a Success With People Talent Assessment
7. Third interviews – review Talent Assessment
a) Additional interviews with other members of the team
b) Ask candidate to respond to real-life scenarios
8. Keep the process moving
©2011 Success With People, Inc. All Worldwide Rights Reserved.

33. Interviewing Options
What to do depends on your culture
1. Group interviews
2. Tell 30 minutes of company stories
3. Give homework between interviews
4. Throw into real-life scenarios with team members
5. Hire the person for three days (paid test drive)
6. Take them out for a meal or golf
7. Keep the process moving
©2011 Success With People, Inc. All Worldwide Rights Reserved.

34. 5. Talent Assessments
Get candidates off their script
The cost of not confirming job behaviors and values:
 Person does not fit with the job
 Candidate does not work well with others
 You are unable to fully engage them as an employee
 Failed hires – start all over
Success With People Talent Assessments confirm:
 Natural strengths as exhibited by behaviors on the job
 The values that drive those behaviors
 Key insights that enable you to fully engage the candidate
 You are hiring based on facts, not emotion
 Save as part of the employee’s profile in a talent management system
©2011 Success With People, Inc. All Worldwide Rights Reserved.

35. Talent Assessment Insights
Get to know them at a deeper level
The candidate’s perspective on:
1. The primary value(s) they bring to your organization
2. How they prefer people communicate with them
3. Their ideal work environment
4. Potential areas of stress
5. How they like to be motivated on the job
6. How they preferred to be managed
7. Where they need to improve
8. How to appeal to their 2-3 most intense values
©2011 Success With People, Inc. All Worldwide Rights Reserved.

36. WorkStyle (DISC)
Adapted / Natural behaviors
©2011 Success With People, Inc. All Worldwide Rights Reserved.

37. WorkStyle (DISC)
Understand their stress level
©2011 Success With People, Inc. All Worldwide Rights Reserved.

38. WorkStyle (DISC)
Highlighted statements best describe them
©2011 Success With People, Inc. All Worldwide Rights Reserved.

39. WorkValues (PIAV)
The values that drive their behaviors
©2011 Success With People, Inc. All Worldwide Rights Reserved.

40. 6. Background Checks
Never hire without one
The cost of not doing a background check:
 You risk the survival of your company
 You risk your best client relationships
 You risk other employees being tempted
 Failed hires – start all over
Never hire without a background check to confirm:
 The candidate is telling you the complete truth
 You are not hiring a known criminal
 The candidate is not suing others or being sued
 Save as part of the employee’s profile in a talent management system
©2011 Success With People, Inc. All Worldwide Rights Reserved.

41. What to Check
Dave’s list
1. Civil County Courts (county of residence + nearby major )
2. Criminal County Courts (county of residence + nearby major)
3. National Criminal Record Database
4. Social Security Number Trace
5. Motor Vehicle Record / Dept. of Motor Vehicles
6. Sexual Offender
7. Optional:
a) Credit check
b) Drug test (only if everyone does it)
c) Education Verification
d) Employment Verification (I recommend you do these yourself)
e) Professional License/Credentials Verification
©2011 Success With People, Inc. All Worldwide Rights Reserved.

42. 6. Background Checks
ASSIGNMENT
Suggested tasks to complete before moving to Step #7
 If you do not currently do background checks, or want a new online
partner, email us for a signup form info@successwithpeople.com or
visit http://www.successwithpeople.com/background-checks/
 Make certain your job application gives you the right to do a
background check (and credit check if applicable)
 Agree what you will check through an agency and what, if
anything, you will check on your own such as education
©2011 Success With People, Inc. All Worldwide Rights Reserved.

43. 7. References
Still worth the effort
The cost of not checking references:
a. Liars get hired more often
b. You miss important insights
c. You have a gap in confirming the past
d. Failed hires – start all over
References confirm future performance by:
a. Confirming their resume starting with their current employer
b. Confirming skills, personality, productivity
c. Talking to contacts who have worked with this person
d. Learning how the candidate will respond to typical scenarios
e. Record comments in your talent management system
©2011 Success With People, Inc. All Worldwide Rights Reserved.

44. What to Ask References
Get them talking
NOTE: Web search and employment confirmation call complete
1. Call last 3 jobs or work within recent 5 years
2. Confirm start/end date, compensation, title, responsibilities
3. Pose typical scenarios candidate may face on the job
4. What are their three most significant achievements
5. Is reference an immediate or future candidate?
6. Can reference recommend other candidates?
7. Can you check back with the reference in the future?
©2011 Success With People, Inc. All Worldwide Rights Reserved.

45. 8. Extend The Offer
Close the sale
The cost of not extending the offer properly:
 Great candidates go elsewhere
 Verbal offers miscommunication terms
 Delays poorly reflect on your company
 Failed hires – start all over
©2011 Success With People, Inc. All Worldwide Rights Reserved.

46. ©2011 Success With People, Inc. All Worldwide Rights Reserved.

47. 8. Extend The Offer
Close the sale
The cost of not extending the offer properly:
 Great candidates go elsewhere
 Verbal offers miscommunication terms
 Delays poorly reflect on your company
 Failed hires – start all over
A successful way to extend an offer is to:
 Confirm you in your team are in agreement
 Explain verbally while giving them a written offer
 Get the offer letter signed
 Track the process in your talent management system
©2011 Success With People, Inc. All Worldwide Rights Reserved.

48. Between Offer – First Day
Thoughts for retaining the sale
1. Ship a Welcome Packet
2. Get all HR paperwork complete (pay for their time)
3. Order their business cards
4. Stay in touch weekly
a) Mail some of their business cards
b) Confirm technical needs
c) Forward positive stories / industry news
d) Invite to company events
5. Prepare for their First Day
©2011 Success With People, Inc. All Worldwide Rights Reserved.

49. 9. The First Day
Close the sale
The cost of not extending the offer properly:
 Candidate wonders if he/she made a mistake
 Pay someone to wait rather than produce
 Negatively reflects on your company
 Failed hires – start all over
The benefits of a positive first experience include:
 You validate the candidate’s decision to accept the job
 The new employee’s ability to do their job is accelerated
 To establish a firm foundation for long-term employment
 The new employee attracts others – employees and clients
 Prepare and implement your First Day experience in your talent
management system
©2011 Success With People, Inc. All Worldwide Rights Reserved.

50. Snapshot of The First Day
What makes a great first impression
1. Everyone is prepared to meet with the new employee
2. Desk with supplies
3. Computer with password/email
4. Business cards (mail them some before their First Day)
5. Review / confirm team member strategic plan
6. DRAFT development plan with training schedule
7. DRAFT goals for first 90 days
8. Put up a big “Welcome ____” sign in the reception area
9. Wear buttons/stickers talking about the new employee
10. Throw a party during work hours
©2011 Success With People, Inc. All Worldwide Rights Reserved.

51. 10. Never Stop Selling
Retention increases productivity & profitability
The cost of not developing and maintaining passion:
 Employees have a job, not a career
 Employees feel taken for granted
 Employees look elsewhere for work
 Failed hires – start all over
How to Never Stop Selling your company:
 One-on-one top executive lunch 1-2 weeks after First Day
 Tell stories confirming your firm is doing meaningful work
 Sincerely communicate you value each employee’s work
 Have regular Listen More retention interviews
 The Platinum Rule – treat others the way they want to be treated
©2011 Success With People, Inc. All Worldwide Rights Reserved.

52. Hire the Best Avoid the Rest
Summary
The 10 Steps
Establish your foundation
Systematic Power
Team Member Strategic Plans
Recruiting
Qualifying the Candidate
Interviewing
Talent Assessment
Background Checks
References
Onboarding
Extend The Offer
First Day
Never Stop Selling
©2011 Success With People, Inc. All Worldwide Rights Reserved.

53. SAVE $150 Today
Order online or email David
Purchase our Hire The Best Avoid The Rest system
1. Video & Audio Training: The Hire The Best Avoid The Rest
system explained through 10 NEW video and audio sessions
(one per step) to train your entire team how to hire better.
2. E-Book: Hire The Best Avoid The Rest – My
proprietary, comprehensive, TOTALLY UPDATED 10-step hiring
system
3. Lots of sample documents (MS-Word/PDF) to save you time:
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©2011 Success With HireBest Rights $150

54. SAVE TIME - Use Our Stuff
Included sample materials listed below
1. REORGANIZED - Complete Hiring Action Plan to manage your hiring process
2. CHANGED - Job Application
3. REVISED - Team Member Strategic Plans for technical and sales people
4. REWRITTEN - Advertisements to attract top technical and sales people
5. NEW - 101 Interview questions
6. INCLUDED ($180 value) Talent Assessment for you or a team member
7. UPDATED - Interview Scorecards technical and sales people
8. STILL VALID - Benchmark profiles for superstar developers, consultants, project
managers, and sales people
9. SAMPLE - Background check (PDF)
10. NEW - 120-Day Onboarding Plan for a technical new hire
www.SuccessWithPeople.com/hire or click here to order
Enter coupon code HireBest for $150 discount
©2011 Success With People, Inc. All Worldwide Rights Reserved.

55. Email david@successwithpeople.com
for an order form to take advantage of
our special offer and to ask questions
©2011 Success With People, Inc. All Worldwide Rights Reserved.

56. A U T O T A S K A C A D E M Y W E B I N A R
Thanks David!

57. A U T O T A S K A C A D E M Y W E B I N A R
Autotask is…

58. A U T O T A S K A C A D E M Y W E B I N A R
…Industry leading.
World’s #1 provider of cloud-based
IT business management software
since 2001.
Replace at least 5
different
applications!

59. A U T O T A S K A C A D E M Y W E B I N A R
…Global.
200+ full time employees in:
 Beijing, China
 Pune, India
 London, England
 New York, USA
 South America
 Australia
Customers in 53+ countries
Datacenters in the US & UK

60. A U T O T A S K A C A D E M Y W E B I N A R
…Open.
Executives Sales Reps Service Managers Field Techs Billing/Accounts
CRM | Contracts | Service Desk | Timesheets | Projects | Inventory | Reports | Billing | Community
Storage
RMM Backup Quoting Accounting
Outlook/ Managed
Exchange Print

61. A U T O T A S K A C A D E M Y W E B I N A R
…Integrated.
Accounting, Financial
RMM, NOC, Service
Desk, …Automation  LiveLinks Online
 Utilities Backup, Managed
 Web Services Print, Storage, Mail
 Tools Security, Distributors
, Service
Quoting, Marketing, Prac API Networks, IaaS, …
tice Management, …

62. A U T O T A S K A C A D E M Y W E B I N A R
…Automated.
Event RMM Alerts
Management Resources
Automated
Automated: Customers
Portal Ticket Creation Assignments Contacts
Notifications
Email Surveys
SLA’s
User call
Tie Service Ticket to Contracts: Recurring
Invoices, Reports, Profitability
Services, Block
Hours, Retainer, T&M, Incident, Flat Fee
Enter Timesheets,
Approve & Post

63. A U T O T A S K A C A D E M Y W E B I N A R
…Education.
 40+ live webinars & workshops per month
 Product training
 Business building content
 120+ on demand training videos
 Boot camps
 Road shows

64. A U T O T A S K A C A D E M Y W E B I N A R
Connect with Us!
Have a question, or just want to say hi?
Follow us on Twitter, LinkedIn and us on Facebook!
twitter.com/Autotask facebook.com/Autotask
twitter.com/AutotaskAcademy linkedin.com/company/autotask

65. A U T O T A S K A C A D E M Y W E B I N A R

66. A U T O T A S K A C A D E M Y W E B I N A R
Special Offer!
Buy Autotask Pro
Get US $1,000 Voucher!
For new customers who buy Autotask
today through December 31, 2011
sales@autotask.com, 518-720-3500 x1
E-mail sales@autotask.com for more info on Autotask!
Subject: “MANAGETOWIN122011 – $1,000 Voucher for Pro”
Call sales at 518-720-3500 x1

67. A U T O T A S K A C A D E M Y W E B I N A R
Questions? Answers!
Hire The Best
Avoid The Rest
AUTOTASK PRESENTER: GUEST PRESENTER:
Rich Akullian David Russell
Online Marketing Producer CEO
Autotask Corporation MANAGEtoWIN Incorporated
rakullian@autotask.com david@successwithpeople.com
Email: sales@autotask.com for more info on Autotask!
$1,000 voucher!
518-720-3500 x1
Register for live and on demand webinars!
www.autotask.com/academy
http://twitter.com/AutotaskAcademy