Recruiting the best of the best 2014
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Transcript of Recruiting the best of the best 2014
Copyright 1997-2014 Lean Human Capital, LLC
Recruiting the Best of the Best!
(Versus the Best Available)
Copyright 1997-2014 Lean Human Capital, LLC
About – David Szary
“Fell” into recruiting in 1989!
First half of career, recruited (and managed teams) in “high tech” industry
for a publicly-held “high-growth” IT Service provider.
In 1997, founded The RIO Group (www.riogrp.com) & The Recruiter
Academy (www.recruiteracademy.com). In 2009 founded Lean Human
Capital (www.leanhumancapital.com), combining The Recruiter Academy
educational solution with analytic and process optimization best practices.
Has worked with over 10,000 recruiters from thousands of companies
across the entire United States, Canada, South America, Europe, Asia and
the Middle East, including some of the most respected organizations in the
world.
Unique opportunity to work with recruiters and recruitment organizations
performing in all types of market conditions within all major industries.
© 1997-2014 LEAN HUMAN CAPITAL, LLC© 1997-2014 LEAN HUMAN CAPITAL, LLC
Elite Honor Roll!
Copyright 1997-2014 Lean Human Capital, LLC
2014 Elite Honor Roll!!
Fairfield Medical Center – Lancaster, OH (Four
time winner)
Beaumont Health System – Royal Oak, MI (Three
time winner)
Texas Health Resources – Arlington, TX (Three
time winner)
Baystate Health – Springfield, MA (First time
winner)
Rush University Medical Center – Chicago, IL
(First time winner)
© 1997-2014 LEAN HUMAN CAPITAL, LLC© 1997-2014 LEAN HUMAN CAPITAL, LLC
Elite Honor Roll
How did they win?
They outperformed their peers in our 25 Key
Recruitment Metrics Performance Index (a
combination of key metrics from five performance
areas: Responsiveness, Process Efficiency,
Productivity, Cost, and Quality of Hire):
They used their Recruitment Team’s Scorecard to
manage their business and build a culture using data &
fact.
They demonstrated a strong commitment to continuous
improvement and lifelong learning.
They implemented innovative solutions to improve key
metrics and drive cost savings for their organizations.
Mission: To publicly recognize those recruitment
organizations performing at an ‘Elite’ Level.
Copyright 1997-2014 Lean Human Capital, LLC
Today’s Labor Market
Copyright 1997-2014 Lean Human Capital, LLC
Market Conditions
Aging Population
65+ year old population will
increase 50% by 20202
Sick Population
66.5% of adults in the U.S. are
overweight and obese2
New Population
32 million previously uninsured patients
added by 20191
By 2020, 1 in 9 jobs in the U.S.
will be in Healthcare5
Employment in Healthcare is projected to
grow 23% thru 20184
By 2025, the physician
shortage could be as much as
25%1
U.S. Population demand for Nurses will
exceed supply by 1 million in
20203
The U.S. will require 10-12 million new & replacement direct care
workers in 10 years1
Decreased Supply of
Healthcare Professionals
Increased Demand for
Healthcare Professionals
When Demand for Labor Drastically Exceeds Supply, you are at Risk . . .
Copyright 1997-2014 Lean Human Capital, LLC
Market Conditions – CASE STUDY
Quality of HireHire Best Available vs. Best
Possible Candidates Just to Fill
Vacancies
Cost of VacancyIncreased Costs Associated
with Turnover and Time to Fill for
Critical Job Families8
Estimated Performance
Score of 25%7
Revenue Loss of
$2,911,346
2014 Estimated Medicare Revenue
Withheld$4,159,065
$1,247,720 Withheld for HCAHPS
$2,912,000 Withheld for Quality6
Estimated Performance
Score of 50%7
Revenue Loss of
$2,079,533
Estimated Performance
Score of 75%7
Revenue Loss of
$1,039,766
20% Turnoverin 2013
• Avg cost of TO per RN = $8,700
• Annual RN TO costs =
$295,800
Savings by implementing
Lean processes & validated
assessments & reducing TO by
25%
$73,950
17% of Direct Care RN
positions take 140 days to fill
Avg Agency/OT Cost to fill 1
position:$39,200
Savings by implementing Lean staffing processes &
reducing TTF by 25%
$676,200
Only those Healthcare organizations that invest in a lean, proactive Talent Acquisition
strategy will survive over the next decade.
Copyright 1997-2014 Lean Human Capital, LLC
32 % “Listeners”/Passively
looking
34%
NOT LOOKING!
14% Seriously/Actively looking
20% Casually Looking
14% are seriously/actively seeking a new position.
20% are casually looking (a few hours now and then).
32% are passively looking (if something comes along, I’ll take
a look at it). We call them Listeners!
34% are not looking.
Source – Staffing.org – 2013, Bureau of Labor
Today’s Labor Market
Copyright 1997-2014 Lean Human Capital, LLC
Attributes of the ‘Best of the Best’
Virtually zero unemployment rate.
If they are unemployed, they will quickly find employment.
Everyone wants them.
They need to be ‘recruited’ (even the top college grads).
Copyright 1997-2014 Lean Human Capital, LLC
Recruiting Best of the Best (Top Talent)
Best Practices
Ensure Top Talent can ‘find you’.
When they find you, what is your compelling Value Proposition.
When they apply, they need to have a great experience!
If they don’t find you, you need to go find them!
Copyright 1997-2014 Lean Human Capital, LLC
Hyper Active Candidates
Ultra Passive Candidates
77% of job seekers START
their job search at a
search engine (Google
most popular) typing in
Key words relevant to
their search . Indeed
postings consistently
rank first in each search
engine.*
23% start search
directly going to
specifics sites including
company websites, job
boards and
social sites.*
*Source: Gartner & CareerBuilder
How do they find you? –
Organic SEO & Targeted SEM
Copyright 1997-2014 Lean Human Capital, LLC
Ensuring Top Talent Finds You
Job Postings – Best Practices
Key Word Friendly - Effective use of Key Words (SEO/SEM)
Ensure Posting is Visually Appealing and professional with correct grammar and no typos!
Provide a Compelling Value Proposition that is concise and to-the-point.
Provide Position Details (description, requirements, etc.).
Copyright 1997-2014 Lean Human Capital, LLC
The Importance of Keywords
Use the words the job seekers are
using:
o It is how job seekers find our posting.
o It is what increases your rankings!
Alternative job titles:
o Number of times repeated in a
posting ups the rankings.
Some sites have a time factor. The
longer the job posting is out there, the
lower it will rank.
Copyright 1997-2014 Lean Human Capital, LLC
The Importance of Keywords
1. Determine alternative job titles:
What is the most simple, basic version of this
job title?
o You are calling it “Northwest Territory
Business Development Manager”.
Simple versions of the same title could be:
o “Sales Manager”.
o “Territory Sales Manager”.
o “Regional Sales Manager”.
o “Business Development Manager”.
Copyright 1997-2014 Lean Human Capital, LLC
Once they find you - What is their experience?
What is your compelling value proposition?
What is the application
process like? Is it easy to
engage? Is it mobile?
What is your ‘brand’
socially? Glassdoor?
Other sites? What is your compelling value proposition?
What is the candidate
experience like? What do
the non-hired candidates
say about their
experience?
Average Job Seeker spends 6 seconds reviewing a job posting before they decide to read further or leave posting.
Copyright 1997-2014 Lean Human Capital, LLC
Crafting a Compelling Value Proposition!
Candidate’s Motives to Move
(or to call you back)
What Can You Offer?What Can Your
Competitors Offer?
Identify Pain or Pleasure
“Gaps”
Copyright 1997-2014 Lean Human Capital, LLC
Job Postings
Before & After Examples
Copyright 1997-2014 Lean Human Capital, LLC
Recruiting Best of Best (Top Talent)
Best Practices
Ensure Top Talent can ‘find you’.
When they find you, what is your compelling Value Proposition.
When they apply, they need to have a great experience!
If they don’t find you, you need to go find them!
Copyright 1997-2014 Lean Human Capital, LLC
Sharp Shooter versus Shot
Gun Approach:
o Proactive Referral
Sourcing with Rock Star
Employees!
o PERP Technology.
o Boomerang – P-CRM.
o Capturing Lists/CRM.
The Sharpshooter Approach
Copyright 1997-2014 Lean Human Capital, LLC
Sharp Shooter versus Shot
Gun Approach.
o Proactive Referral
Sourcing with Rock Star
Employees!
o PERP Technology
o Boomerang – P-CRM.
o Capturing Lists/CRM
The Sharpshooter Approach
Pragmatic sourcing solutions for those
with limited time!!
Copyright 1997-2014 Lean Human Capital, LLC
Benefits of A Referred Employee from A
Rock Star Employee
There is increased data supporting the strong business impact
referred employees have on organizations:
Referred Employees are already the #1 source for new hire
volume; averaging 24.5%. *CareerXroads 2013
Referred Employees rank as the #1 source for new hire quality in
two studies:
o 61% are hired from referrals on social media or company career page compared
to 14% hired from job boards. *staffing.org 2011 and Aberdeen Group 2013
Referred Employees have a higher retention rate:
o 43% of hires from referrals and company career page stay longer than 3 years.
o 14% of hires from job boards stay longer than 3 years.
*Jobvite Social Recruiting Survey 2013
Faster Time-to-Fill, a fraction of the recruiting costs … the ROI of
referred employees becomes exponential!
Copyright 1997-2014 Lean Human Capital, LLC
Keys to Success:
Develop Relationship.
Socratic Questioning – Take the
‘Thinking Away’!
What’s in it for them?
Be Prepared for the Reflex Response
(Stimulus-Response Reaction)!
Conversational Investigation (IQs)
Copyright 1997-2014 Lean Human Capital, LLC
MINDSTORM with your managers…who are your “Rock Stars!”?
Engage and develop relationships with these individuals (face-to-face if possible).
Ask good thought-provoking IQ’s:
o Where did you work previously (go back 1,2,3 jobs)?
o How many peers did you have that did what you did?
o To whom did you report? Who reported to you?
o If you had to create a dream team of former peers, who would be your “starting 5”?
o Do you (did you) belong to any industry associations we should be active in?
o If you were me, and had to find a person like you, what would you do?
o Who should I connect to within your network (LinkedIn, Facebook, etc.) that can help me with my search?
IQ’ing Rock Star Employees
Copyright 1997-2014 Lean Human Capital, LLC
The growth of social media platforms and the
internet make it easy for people to connect.
There is increased visibility of candidates’ work
on the Internet to assess for right fit.
New referral technologies and vendors make
referring easy.
o Facebook and Twitter are very difficult for
passive candidate search, but most successful
for Employee Referral.
o Consider a tool to assist your PERP.
PERP - Leveraging Technology/
Social Media Channels
Rolepoint – www.rolepoint.com
iMomentous – http://www.imomentous.com/
Careerify - http://www.careerify.net/
Zalp – www.zalp.com
Copyright 1997-2014 Lean Human Capital, LLC
Sharp Shooter versus Shot
Gun Approach:
o Proactive Referral
Sourcing with Rock Star
Employees!
o PERP Technology.
o Boomerang – P-CRM.
o Capturing Lists/CRM.
The Sharpshooter Approach
Copyright 1997-2014 Lean Human Capital, LLC
Boomerang Rehires
A pragmatic plan to turn ‘regrettable’ turnover into a top source of hire:
1. Each month or quarter, identify those valued employees that left
on good terms. The individuals that the manager/department
would LOVE to have back.
2. Ensure you have accurate contact info (email, phone, LI profile,
etc.)
3. Create a centralized list for all of these former rock star
employees (store in ATS, CRM, Excel document, etc.).
4. Develop a relationship management campaign. Every 2-3
months, reach out to them to see how they are doing, let them
know they are missed and . . . if they are interested in having a
conversation about employment – - to contact you ASAP.
Copyright 1997-2014 Lean Human Capital, LLC
For each ‘core skill set’ you recruit for:
Identify all associations (think Diversity ), user groups (ask employees,
hiring managers, surf the net), etc:
o Get managers to join (if they are not already members) and get
membership list!
o Have someone attend meetings and conferences to collect business
cards (not just hand them out).
o If they have a website, post a job, source candidate database, etc.
o Sponsor meetings, advertise in newsletter, speak at events.
Identify all industry conferences:
o Identify managers and employees attending – get the conference
attendee list.
o Download all attendee speakers into your database/network. Use for
referral sourcing.
You Capture Lists OF the
Best of the Best!
Copyright 1997-2014 Lean Human Capital, LLC
Lean Human Capital RECRUITx
Healthcare Recruitment Community
Copyright 1997-2014 Lean Human Capital, LLC
RECRUITx
Initial Baseline Discovery Analysis
Voice of the Customer Data and
Performance Metrics
With Industry Benchmarks
Validated Recruitment Best Practices
Access To Community Thought
LeadersShare Your Story
RACR Special Pricing
Pragmatic Advisory Services
Benefits of RECRUITx
Copyright 1997-2014 Lean Human Capital, LLC
Recruiter Academy Certified
Recruiter Program (RACR)
We are very excited to be able to provide our Recruiter
Academy Certified Recruiter program in a webinar based
format. Our next session starts January 12, 2015.
The program is delivered over 11 web-based modules that allow
our students to absorb, retain and apply the concepts and
principles gradually over time!
With participation in our program, you are eligible to become a
Recruiter Academy Certified Recruiter (RACR).
The program also qualifies for 15 HRCI credits.
Special Pricing available when 3 or more people attend.
Copyright 1997-2014 Lean Human Capital, LLC
Interested in Lean Human Capital, Healthcare RECRUITx Community or our
Recruiter Academy Certified Recruiter Program
Please contact us at: [email protected].