Shaping Your Hiring Process to Identify, Attract, Qualify...

1 | Proprietary & Confidential | www.apexsystems.comwww.apexsystems.com

Engaging the right talent.Providing the right solution.

Shaping Your Hiring Process to Identify,

Attract, Qualify & Influence Top Talent

Did you know that 85%+ of applicable candidates don’t respond/apply because the position doesn’t appeal to

them?

IT unemployment

rates is 1.9%

2 | Proprietary & Confidential | www.apexsystems.com

Managers run into various roadblocks when trying to identify, engage, screen and attract quality candidates to join their teams. It’s frustrating when it takes a considerable amount of time to identify strong candidates, and even more frustrating to then lose them during the process.

In this session, we’ll cover:

► Top 10 reasons we’ve seen clients lose good candidates

► Formula for a quality hiring process

► Primary motivators of technical candidates

► Key components for a quality job description

► Recommended exercises to improve process

Focus Areas

Understand Reflect Strategize Apply Reflect & Improve

Put on your BA hat!


Erica Woods

Manager, IT Contractor Programs & Philanthropy

Cate Murray

PM/BA/Agile Practice Director

Apex Speakers/Presenters

25+ years of combined experience supporting IT Managers/Clients!


► Why have you turned down

offers? Left jobs?

► How has your organization/team

lost good candidates in the past?

► Why else do quality candidates

turn down an offer? Quality

employees leave an org?

Partner Discussion – How do we lose candidates?

Best Practice: constantly “seek to

understand!” Ask Account Rep,

candidates, team members, HR, etc.

“Why are we missing out? What

could we do to improve? What have

you liked during other hiring

processes?” Apply CPI mindset!


1. Lengthy process

2. Rigorous interview process/bad experience

3. “Over-interviewed” for role

4. “Too many cooks” issue

5. Not “sold” (i.e. poor marketing)

6. $ doesn’t align (not market rate)

7. Poor engagement during interview

8. Inaccurate/incomplete job details

9. Unrealistic requirements list

10. Counter offers/more appealing offers

Top 10 Reasons Managers Lose Good Candidates!

Process QA:

1. How many steps?

2. How long in between?

3. How long total?

4. Where can we lessen?

5. Personal mentality?

6. What else can we do

with candidates we

like?


Job Seeker Statistics & Contributing Factors

Your hiring and interview process

needs to involve strategy, marketing,

quality assurance, consistent

communication, continuous

improvement, and a true partnership

to engage, qualify and appeal to top

IT talent!


Evaluate current culture

Characteristics of team members?

Define target culture

What are our “core values?” What’s

our people vision?

What traits do we value? Make

people successful? Soft skills and

personality traits we want to hire

people with?

What makes a candidate right for

“our bus?”

Exercise: Assess & Define Culture Goals


► Differentiate

between

culture fit vs.

PM/tech skills

► Get input from

team – what’s

important for

all positions?

Create and Use Candidate Scorecard


► What have you evaluated when you’ve

considered jobs? What are your

motivators? What could ignite interest

in a role, group, company?

► What questions do you ask Clients/HR?

► What else do the types of technology

professionals you mainly hire value?

What else triggers interest?

Partner Discussion – Candidate Motivators


Understand Key Motivators

Hygiene Factors

Salary

Benefits

PTO

Job Security

Working Conditions

Relationships

Status

Flexibility

Motivators

Sense of achievement

Recognition

Growth potential

Learning potential

Nature of work (purpose)

Level of responsibility

Project/s size, scale, scope

Challenge/s

Variety in tasks

Autonomy

Environment / Methodologies

Additional contributions (community, steering committee)

Extras / Perks Best Practice: Understand the

specific motivators of your current

and target team members!


8P Model – Understand Communicate

Position Attractors

Purpose

Project

Potential

Place

People

Priorities

Perks

Pay

Tip: Also identify a 9th P, Pain Points, and be transparentto candidates!


Ignite Interest via Job Description

ABC Co., a continuous ‘Best Place to Work,’ has three opportunities for Project Managers to join an integral, large-scale project effort to restructure and grow the business. Key priorities for these Project Managers will be to facilitate the business through scope definition, high level requirement gathering, cost/benefit analysis, etc., along with financial management, and gathering and presenting project progress and success metrics for executive level reporting.

Project Overview of Project Managers:The client has launched a program to grow their business and, as a result, they are restricting their entire back office. This is a great opportunity to be a part of something huge. The project complexity will include large, difficult, high risk, and critical path timelines. Project budgets are between $500k to $15M and are comprised of very large, multi-location, multi-sourced teams in a cross-functional matrix organization.

Responsibilities Overview of Project Managers :• Facilitate the business through the assessment phase of a project including scope definition, high level requirement

gathering, cost/benefit analysis, etc. • Use financial management techniques for tracking and communicating project performance.• Gather and present project progress and success metrics for executive level reporting. • Large group and issue resolution facilitation. • Vendor Management including contracts, onboarding/off-boarding, and relationship management.• Comfortable working with a variety of methodologies: Waterfall, Agile Scrum, Lean Six Sigma, and ITIL.

Requirements of Project Managers:• 7+ years of Project Management experience with 3+ years of experience managing large scale, complex

projects/programs and 2+ years of experience in the Insurance or Financial Services industry. • PMP and/or ITIL certifications are highly preferred.• Demonstrated superior knowledge of the entire SDLC.• Proven ability to clearly and effectively communicate business and technical information, both verbally and in writing. • Strong relationship-building skills, but results-orientated.


► What are the key goals during an

interview for a

Manager/Interviewer?

► What are the goals for a

candidate/Interviewee?

► What was the coolest “interview

experience” you’ve had?

Partner Discussion – Interview Goals & Best Practices


Engage, Educate and Excite during Interview

1. Start with a mini, rapport-building facility tour

2. Give a little gift

3. Identify motivators and ignite interest through sharing key details (8 Ps), T&D opportunities, career path, etc.

4. Meet with co-worker/peer

5. Spruce up the room/environment

6. Add a memorable experience

7. Give opportunity to meet with HR

8. Adequate Q&A


► What mistakes do Managers

make during an interview?

► What turns candidates sour?

► What could a Manager do

that would make a candidate

think they’re not the right fit?

Partner Discussion – Interviews, What NOT To Do


► While money isn’t a top motivator, it’s a hygiene factor

► Applicants will immediately walk away if rate/salary is too low

► Seek to understand market rates

• Dice Salary Calculator

• PayScale

• Consult with internal resource

• Seek input from account rep/recruiter

► Identify what other opportunities are offering

► Limited on base?

• Bonus/es?

• Profit sharing?

• Annual raise structure?

• Conference/tuition reimbursement?

Ensure $ is within Market Rate

Apex Resource: Ask us for our annual ‘Pricing Guides,’ which we put together for each major technology role/skill set!


Summary: Formula to Attract Top Talent

Determine Culture, Cultural Goals & Target Traits

Create Candidate Scorecard

around Target

Culture

Understand Candidate Motivators & “Interest

Igniters”

Define Role Priorities,

Expectations, and

Requirements; Ensure Skill Set

is Realistic

Market Job Effectively through a

Quality Description

Qualify while

delivering a Positive Interview

Experience

Effective Candidate

Quality Assurance

Further Sell on Role,

Team / Culture,

Company and

Potential


Exercise: Team Discussion via LEAN Meeting Format

Likes

Success Factors

Best Interview Experience

Challenges, Frustrations, Suggestions

Divide white board into

3-4 columns and give team

members 5-10 minutes to

fill out as many sticky

notes as possible.


PM Webinar Series - https://www.apexsystems.com/Events/

‘Hiring Tips for Tech Managers’ Resources:

► Attract Top Tech Talent with a Strong Hiring Formula – Blog Article

► 5 Benefits of Using Candidate Scorecards – Blog Article

► Tech Candidate Motivators – Blog Article

► Writing Job Descriptions to Attract Top Talent – Blog Article

► Effectively Partnering with Account Managers – Blog Article

► 6 Ways to Enhance the Interviewee Experience – Blog Article

► 11 Mistakes to Avoid in the Interview Process – Blog Article

► An Easy Way to Audit & Improve your Hiring Process – Blog Article

► 15 Reasons Tech Candidates are Declining Your Offer – Blog Article

► Best Practices for a Successful Onboarding – Blog Article

► Why Managers Lose Top Talent After 3 Months – Blog Article

► 12 Employee Retention Strategies – Blog Article

*https://www.apexsystems.com/Pages/ClientResources.aspx*

Additional Resources and Q&A

https://www.apexsystems.com/Events/

https://www.apexsystems.com/Pages/HiringFormula.aspx

https://www.apexsystems.com/Pages/blog-BenefitsofaScorecard.aspx

https://www.apexsystems.com/Pages/Blog-5MotivatorstoAttainTopTechnologyTalent.aspx

https://www.apexsystems.com/Pages/Blog-WritingJobDescriptions.aspx

https://www.apexsystems.com/Pages/blog-partneringwithstaffingfirms.aspx

https://www.apexsystems.com/Pages/Blog-EnhanceIntervieweeExperience.aspx

https://www.apexsystems.com/Pages/Blog-11-Mistakes-to-Avoid-During-Interview-Process.aspx

https://www.apexsystems.com/Pages/Blog-AuditandImproveYourHiringProcess.aspx

https://www.apexsystems.com/Pages/Blog-15ReasonsStrongTechCandidatesareDecliningYourOffer.aspx

https://www.apexsystems.com/Pages/Blog-Best-Practices-for-a-Successful-Onboarding-Process.aspx

https://www.apexsystems.com/Pages/Blog-Why-Managers-Lose-Top-Talent-after-Three-Months-A-Love-Story.aspx

http://webadmin.apexsystemsinc.com/Pages/Blog--EmployeeRetentionIdeas.aspx

https://www.apexsystems.com/Pages/ClientResources.aspx


Key Apex Kansas City Contacts

Apex supports clients with their

PM, BA, Agile, and tech hiring

needs.

Jesse Putnam

Sr. Managing Director

[email protected]

Brandon Rose

Sr. Delivery Manager

[email protected]

Steven Meyer

Sr. PMO Recruiter

[email protected]

mailto:[email protected]



Shaping Your Hiring Process to Identify, Attract, Qualify...

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