The Talent Transformers: Turning Prime Research Into Optimal Hires

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The Talent Transformers: Turning Prime Research into Optimal Hires Iris Libby Iris Libby Recruitment Consultants Corp. New York, NY

April 1, 2009

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A Story…

Global Warming It Ain’t, but Still an Inconvenient Truth


Why would a recruiter not make the most of the research he/she is given?

What are the biggest barriers to turning research into “A” player hires?

Two Big Questions


In My Humble Opinion

Call preparation

Call execution

Follow-up

Performance management


Once you have good research, what do you do with it?

There’s Gold in Them There Hills — Call Preparation


The position profile informs you of everything.

The Beauty of the Spec


When you get research, how do you determine what’s good?

Good, Bad, or Okay?


How do you look at it?

How do you organize it?

Research Autopsy


Cherry-pick, but consider names around each candidate.

Make Life Easy for Yourself


Preparation Is the Key

How do you prepare for a call? •  What do you highlight when

preparing script •  Have follow up email ready •  Background information on

target companies compared to current company


Only call 1 or 2 candidates per office per day.

Make it seem as if you’re networking.

I’m Just Networking


Once you make the call, what do you say?

Turning Straw into Gold — Call Execution


You’re Special and They Should Know It

Establish a connection and separate yourself from the pack. •  If you are funny, use wit and humor

•  If you are abstract and conceptual, use analogies and high concepts

•  If you are a drama queen, spice it up!

•  Be personable — find something in common with the candidate

•  Be interested — pretend you are doing an interview for a TV show

•  Ask questions — candidates love to talk about themselves and their background

•  Never misrepresent any information to a candidate!


With uninterested candidates — pump for information and be proactive.

“No” Means More Information


With interested candidates — spend as much time as they’ll allow.

Let ’Em Say “Yes” as Long as They Like


So Simple Yet So Difficult (for Most Recruiters) — Follow-up

How you separate yourself from the pack.

How many times should you contact a potential candidate? •  Three voicemails •  Two emails

Call when they say to call!


Care and nurturing of active candidates.

Summary: do what’s right for the company and the candidate!

It Doesn’t Have to Be So Difficult to Follow-up (Cont’d.)


You, Managers, need to manage all this!

Paths of Glory — Performance Management


Encourage individuality once recruiters have your process down.

Have to Walk Before You Run

Basic requirements: •  Writing sample •  Excel •  Outlook •  Reference check on recruiter •  Work demonstration •  Sample intake call


Recruiter DNA


Monitor recruiters closely for first couple of months.

Can’t Leave the Nest Yet


By three or four weeks, recruiters should have their systems down.

If your recruiters are not getting “A” player candidates, find out why.

Trouble in Paradise


Where the Rubber Hits the Road — Results Management


Spreadsheets — review weekly summaries.

The Numbers Don’t Lie


Feedback and surveys.

The Truth Will Set You Free


With Properly Targeted Research Your Team Spends Their Time on Recruiting Your Hiring Manager’s Targeted Audience.

ROI Expectations

What kind of ROI of should you expect from research: •  Cold calling/networking/referrals from research

•  80% are the right fit •  Hit your Hiring Manager’s sweet spot for dream

candidate’s background •  Cold from applicant tracking system

•  Out of 100 resumes •  Maybe 16 candidates are kind of appropriate •  Maybe 5 are the most appropriate •  Maybe 1% in the ball park


We’re All in This Together — Limited Resources

How to make in-house staff more efficient: •  Identify which positions can

be handles in groups •  Prioritize hires •  Tackle key hires first


Tough Times Create Opportunities — Limited Resources (Cont’d.)

Outsource: •  Determine what part of the recruitment

process can be outsourced to make your team more efficient

•  You can hire a firm to provide research, interested candidates, etc.

Increase Employee Referral Programs.

Use staff from your hiring Manager’s team to do some coordinating.


You may not have the budget now, but that’s okay!

Your FAIL Safe!


How It All Works — A Success Story!


The Big Finish!

You, too, can transform your talent acquisition team’s quality and results, and go from mere mortals to the superheroes of your organization!


Your Safety Net — for Tool Kits, Fail Safe or Whatever!

Contact Information:

Iris Libby Iris Libby Recruitment Consultants Corp. 212-246-0417 [email protected] www.IrisLibby.com

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