Who is your Candidate… ReallyWho is your Candidate… Really

Presented byMargaret Graziano

Who is your candidate…..Really?

A fundamental step by step process

that will empower you to know your

candidate inside and out.

A fundamental step by step process

that will empower you to know your

candidate inside and out.

• Lack of trust

• Frustration

• Open to doing their job search right

• Seek coaching and advise

• Expect honesty

• Yearn for alliance/partnership

• Looking for long term partnership

Industry SurveyStrong Evidence for Consultative ApproachCandidates desire purpose and fulfillment in their work

candidates What are

greatest frustrations

they want and need ?in securing the position

15% to 20% decrease in earnings per year

It all adds up.

Eachpoor career choice can cost

Losses can include:

• Self esteem

• Track record

• Growth

• Career progression

• Time

• Money

• Proven results

• Behaviors

• Skills

• Personality traits

• Cultural match

• Long term fit

• Upwardly mobile

• Trainability

• Commitment

Industry SurveyStrong Evidence for employers need of Key Players

Over 30,000 companies interviewed by CNN60% - Major concern is attracting and securing the “right “ talent

Making an ImpactCareer Satisfaction

AppreciationRespect

Development Challenge

RecognitionGrowthMoney

What would have you making placements

That had your candidates lov’n their job

Great companies

Defining what the employee needs to do to achieve great performance

Invest more time

Spend the time isolating what great performance is in the role

And even more time

Proactively assessing & definingthe right behaviors, values, motives, of the right person.

Great candidates Spend the time to delve into

what they really want

And more time

Understanding themselves, their values, work style, strengths, talents, skills & marketability and viability in the workplace

In the Search process going after the right fit for their long term satisfaction

And even more time

Respect & Appreciate Your diligence, thoroughness & credibility as

Your Job isto cause the candidate to

And then to partner with them in achieving

their career goals.

their career coach.

their advocate,

their counsel &

• Behavioral interviewing

• Personality assessments

• Cognitive ability awareness

• Attitudes and values

• Communication, work style, compatibility

• Benchmarking against top performers

Expand your ability to Assessand strengthen your credibility

Transferable skills Transferable environment

Role -Accountabilities Behaviors - Work Style Team compatibility Company culture –mission -goals

Search & Recruitment Planning

Role -Accountabilities Behaviors - Work Style Team compatibility Company culture –mission -goals

What are my clients looking for

Transferable skills Transferable environment

Where are my “ideal” candidates now

• Results not resume based presentations

• Make solid, long term, impact placements

Maximize Your Effectiveness

in the role, at the company and on the team

Identifying and assessing who the candidate needs to be for a natural ‘successful fit’

Tri-convergence of the 3 indicates potential for levels of performanceTri-convergence of the 3 indicates potential for levels of performance

FRONTAL LOBE learned competencies

CORTEX flight or fight behaviors

STRUCTURAL BRAIN

values are stored

Sourcing

Advertising

Data base

Internet

Sources

Networking

Direct sourcing

RED FLAGS

bring the future

to the present

Is it a Match?Fundamental for career satisfaction

• Success Behaviors What are the Success Behaviors needed for a successful placement – are those natural for you

• AssessmentsWhat are the core components of personality needed in this role and is that who you are

• Skill assessmentsWhat are the walk in the door skills needed to hit the ground running – do I possess those

• Attitudes and valuesHow will I be rewarded and acknowledged in this role and in this company and does that appeal to my core motivations

• Communication, work style, compatibilityWhat is the culture and communication style that will lead to a natural success in this role and is that my natural style

Core Elements

KeenHire™

Candidate Assessment Process

• Profiling the fit

• Assessing personality, values, communications

• Comprehensive interviewing

• Behavioral interviewing

• Powerful impact matching

• Employer research

• Briefing process

HowWILL your candidate differentiate themselves

to choose them – every time !

CAUSE the right opportunity

from the sea of competition…

And

Bibliography Good to Great Jim Collins

Top Grading Bradford D. Smart, PHD

Raving Fans Ken Blanchard, Sheldon Bowles

The Truth about Managing People Stephen P. Robbins

The One Minute Manager Ken Blanchard

7 Habits Stephen R. Covey

Making an Impact

Career Satisfaction

Appreciation

Respect

Development

Challenge

Recognition

Growth

Money

What would have you making placements

That had your candidates lov’n their job

Toll – 888-533-6447Cell – 408-679-4122

Follow me on twitter: @keenmargo

LinkIn to me for the latest buzz on Talent Management- Margaret Graziano

Read and post to my blogblog.keenhire.comwww.keenhire.comwww.keentalent.net

www.keencoaching.com

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