The Lost Recruiter
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Transcript of The Lost Recruiter
RecruiterFinding Direction in the Search for Solutions
Presented by:
Steve Lowisz
Statistics show us that recruiters often feel unprepared and
stranded
Most Professions Require Training
Real Estate Agent
• Nevada law requires 90 hours of real estate course credits (Real Estate Law, Broker Management Training, etc.)
• Must pass national and state real estate examination
• Must apply for licensing with proof of examination, course work and transcript
Most Professions Require Training
Cosmetologist
• Cosmetologist License: 1800 training hours
• Hair Designer License: 1200 training hours
• Nail Technician License: 600 Training Hours
Three state licensing exams: theory, practical, and law
Recruiters Often turn to the Web for Answers
What does it take to be a good recruiter???
Online Research Methodology
• In-house web analytics tracked a year’s worth of recruiter web searches
• Compared these searches to global monthly search topics on Google
• Found which keywords and phrases are searched most frequently in Recruiting, Talent Acquisition and HR
• The Results are alarming!
In this session…
Why are recruiters asking these questions?
What are the top questions searched by recruiters?
So, What are Recruiters Searching?
8
#1 - “How Do I Leave an Effective Voicemail?”
“How Do I leave an Effective Voicemail?”
• Many recruiters are experiencing horrible return call ratios
• Too many recruiters avoid the phone because they “don’t have time”
• Focus has become how to automate the process, removing the human element
The Problem
“How Do I Leave an Effective Voicemail?”
The Solution
• Remember it’s not about you
• Present with confidence
• When they call back, LISTEN!
• What is the reason for reaching out?
o Get them to respond
o Learn more about them
• Don’t try to sell them before you know them!
#2 - “What are the Key Attributes of a Recruiter?”
“What are the Key Attributes of a Recruiter?”
The Problem
• Varying definitions across the web (5.7 million)
• The ‘Secret Sauce’ still seems to be a secret
• If we can’t define skills for our profession, how do we define skills for other positions??
“What are the Key Attributes of a Recruiter?”
The SolutionKeep These Skills in Mind
• Relationship Building Skills
• Sales/Influencing Skills
• Results Focused
• Listening Skills
• Research Skills
• Optimism
#3 - “How Do I Talk to a Hiring Manager?”
“How Do I talk to a Hiring Manager?”
The Problem
• Inherent “disconnect” between Recruiters and Hiring Managers
• Manager wants to see more and more resumes
• Manager is unresponsive
• Manager doesn’t know what they want or need
• Manager expecting a candidate that doesn't exist
The Problem
• Recruiter not setting expectations
• Recruiter not leading the recruitment process
• Recruiter not asking questions to determine the right profile
“How Do I talk to a Hiring Manager?”
“How Do I talk to a Hiring Manager?”
The Solution
• Lead the process• Set expectations up front• Pre-interview meetings• Candidate debriefs• Drop the HR Speak
#4 - “What is the Cost of a Poor Hiring Decision?”
“What is the Cost of a Poor Hiring Decision?”
• Losses due to a bad hire rarely ends up on balance sheet but can be detrimental to the organization
• Lost opportunities, wasted time, overall business degradation occurs when hiring not based on quality
The Problem
“What is the Cost of a Poor Hiring Decision?”
Avoid “Bad Hire Procrastination”
• Managers spend too much time trying to change behaviors in the “DNA” of a poor performer
• Avoid promoting an individual based on something other than performance (tenure, etc.)
Understand the “DNA” of each candidate
• Skill
• Attitude
• Competency
• Culture
The Solution
#5 - “What Are Effective Recruiting Metrics?”
“What Are Effective Recruiting Metrics?”
The Problem
• To many metrics measure symptoms and not root cause
• Often companies talk about quality and measure quantity and cost
• Source of hire is hard to measure – is it tied to quality?
#6 - “How Do I Maintain a Talent Pipeline?”
“How Do I Maintain a Talent Pipeline?”
• Hiring Managers and Recruiters define pipelines differently, resulting in confusion and missed opportunities
o “On demand” vs. “pond”
• Improper maintenance leads to candidate disengagement and dropoff
• The road to a well-maintained pipeline requires clear and well-defined goals
o Outreach
o Store & Maintain
o Engage
The Problem
#7 -“What is Unconscious Bias?”
The Problem
“What is Unconscious Bias?”
• Think of a surgeon and a nurse – who do you picture?
• Without realizing it, we are all guilty of unconscious bias, predominantly in job roles
• Unconscious bias – hidden beliefs or unconscious assumptions – can lead to poor hiring decisions
#8 - “Why is HR a Necessary Evil?”
“Why is HR a Necessary Evil?”
The Problem• Recruiters and HR
often considered “frenemies”
• Conflict due to fundamental differences, different skill sets, authority issues
The Problem
“Why is HR a Necessary Evil?”
Recruiters vs. HR on Google
Presented by:
Steve LowiszAuthor, Educator
International Speaker
Questions?Contact Me:Steve Lowisz
Check out my Blogwww.stevelowisz.com
The Lost Recruiter
RecruiterFinding Direction in the Search for Solutions
Presented by:
Steve Lowisz