Managing Resume Flow 061109 Final

8/6/2019 Managing Resume Flow 061109 Final

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800 to EightHow to effectively manage resume flowin todays new recruiting landscape

June 11, 2009

Presented by:

David LewisPresident and Founder, OperationsInc


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Recruiting in 2009

Building a Better Sieve

Developing the Job Description

Reviewing The Description With Management

Job Profiling

Scoring Your Candidate

From Findings To Postings

Summary / Final thoughts

22009 Copyright OperationsInc

Todays agenda . . .


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Recruiting in 2009 - The Challenges

Deepest candidate poolEVER

Volume of resumes arriving perposting is 5-50 times what it had beenin a normal / good economy

Finding good people is not the

problem defining good is theproblem

Using past screening practices I caneasily still have 50 or more candidatesto choose fromyet my goal is to

show only 5-15 to the hiring manager



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Building a better SieveAreas to focus on that will get me to 5-15


Job Posting Content

More complete understanding of the job

More complete Job Descriptions

Significantly enhancing the list of requirements

Researching the successful incumbents, theirskills, their backgrounds

These steps will allow you to secure only thefinest grains of sand through your sieve


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Developing the job description

Better gathered from the source vs. the manager Ask those in the position to complete a questionnaire, participate

in an interview

The more you get from the person doing the job the more accuratethe document


Ask detailed questions Tasks

Time to complete

Skills needed

Challenge the responses Are they requirements or nice to haves?

Press for detail


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Job Description Format your results into drafts

Provide in advance for review

Meet to discuss the accuracy, completeness

Challenge the content, opinions of the incumbents

Edit as needed

Requirements Beef this area up

In the past 5 items today 15

Push back on each

so if they dont have this but have everything else we still rule them out?

Categorize immovable objects vs. nice to haves..

Reviewing the descriptions with management



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Job profiling

Schooling Specific Schools

Degree of study

GPA

Past employers (by name and by industry)

Prior roles leading up to this one EX: Helps to see if someone successful started in

sales and now is in customer care may meancandidates with sales in their background have abetter chance of succeeding

Large vs. Small environment

City vs. Suburbs

Specific Interests stated on their resume


Research the stories behind each successful incumbent

All Translates Into:

What are the common

denominators in ourbest performers?


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Job Profiling Mining the Results

Seek out the common pieces

Convert those into primary / secondary screening segmentsor requirements Some may truly be must haves while others are nice to haves

Create a profile checklist that shows: Requirements from the original job description

Requirements from the profiling exercise

Challenge your findings Review them with the incumbents, managers

Run with the results as your screening checklist



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Scoring your candidate


Rank each item with a score or value Use total score as way to rank candidates

Be flexible on the threshold of success until youhave an adequate sample to test it on

Exclude from the scorecard those areasthat are true requirements Degree

Specific software

Prior experience in role


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From findings to posting

Move what you learn into the content of the job posting

Emphasize hard skills and must haves in your requirement

sections

Limit your use of secondary requirements

Can make the posting too long

Candidate may not read it all

Use all the tools and sections offered by Monster whenposting the need

Finding the places for your requirements will make yourcandidate pool more targeted



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In conclusion . . .

Dont ignore what you cant screen for on paper Painfully obvious moment of the day

Dont assume what you put in the posting is actually going to beread/followed/taken seriously

If you get 800 responses be sure to send out 800acknowledgements

Test your new screening methods often Easy to become too rigid

Dont forget to be creative and flexible as needed

Update your screening approaches often New successful hires may change the paradigm



12/122009 Copyright OperationsInc 12

Thank you & Questions

David LewisPresident and Founder

www.operationsinc.com
http://www.operationsinc.com/http://www.operationsinc.com/http://www.operationsinc.com/http://www.operationsinc.com/

Managing Resume Flow 061109 Final

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