nobody is qualified! how do you create your own talent pool? | talent connect anaheim

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Nobody is

Qualified

Bradford Wilkinslinkedin.com/in/bradfordwilkins

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INTALENTGRATEPerformance

Succession

Learning

Compensation

Talent Acquisition

Culture & Values

Organization strategy

Organization Results

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RecruitRetainRevenue

Become an HR Pirate

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2002

2012

2013

2014

0 20000000 40000000 60000000

$24000000M

$35000000M

$52000000M

Company Founded in 2002

The Story of AdcapSuccessfully Sold in October 2015!

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March 2013

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Can We Fix The Skills Gap?

– Forbes 8/02/2013

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"I am frustrated that without experience, companies won't even give me a shot to break into the IT industry. I am looking for experience and am ready to begin a career instead of just working a job."``

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The Compromise

Gap

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Someone fails if they don’t know…

$ WHAT

$$ HOW

$$$ WHY

$$$$ CAN'T

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IT CAN’T

BEDONE

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IT CAN’T

BEDONE

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Someone Succeeds if They Know…

WHAT to do…Communication

HOW to do it…Training/ Mentorship

WHY to do it…Leadership / Custom Experiences

CAN do it…Pre-Hire Assessment/Enablement

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PROBLEM:Cannot find employee with

“defined skills” or experience

needed for job

START Backwards

$100,000Plus

Commissions

One Salesperson

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$100,000Plus

Commissions

One Salesperson

$120,000Plus Quarterly

Raises

Four Sales Apprentices

SOLUTION:Develop an Account Manager internally while breaking even

CAN’T

FIND

PROBLEM:Cannot find employee with skills needed for job

Build the Business Case

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WE OFFER… Sales Apprenticeships

Engineering Apprenticeships

Internal HIPOs1

Industry Transition2

Entry Level3

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GEN – Y

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GEN – WHY?

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Define CLEAR… Career paths

Learning objectives

Expectations

Accountabilities

Rewards

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CLEAR Career Path

Sales Apprentice Inside Sales Jr. Account Manager Account Manager

Sales Career Progression

Technical Apprentice Technical Support Jr. Engineer Deployment EngineerEngineer Career Progression

60 Days 6-18 months

6-18 months

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Commercial Sales Structure

ISAMInside Support/

Quoting

AMCustomer Facing

Outside Sales

BDRSales creation

Cold calling/ NNO

AMCustomer Facing

Outside Sales

AMCustomer Facing

Outside Sales

BDRSales creation

Cold calling/ NNO

ISAMInside Support/

Quoting

AMCustomer Facing

Outside Sales

BDRSales creation

Cold calling/ NNO

AMCustomer Facing

Outside Sales

AMCustomer Facing

Outside Sales

BDRSales creation

Cold calling/ NNO

ISSAdministrative Sales

Support

Director Commercial

Sales

SAPBDR in Training

SAPBDR in Training

JAM JAMJAM JAM

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60-30-10 Apprentice Program

30% Training

60% Job Activities

10% Mentorship

Career paths

Learning objectives

Expectations

Accountabilities

Rewards

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Find What Motivates the Mentors!

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Mentors earn over $100,000 a year if their Apprentices are successful!

$15,000 annually

$30,000+ Bonus

$40,000+ Commission

3-6 New Appt

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PROBLEM!No budget for a trainer…

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SOLUTION = Teamwork!

Monday: Kyle Tuesday: AngelaWednesday: Terry (VP Sales)Thursday: AdamFriday: Todd

PLUS Engineers chipping in!

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Constant, Immediate Feedback

Week 1 Week 2 Week 3 Week 470%

80%

90%

100%

78%

82%

93%95%

83%85%

93%95%

LP Weekly Tech. Score SAP Avg. Score

Week 3 Week 470%

80%

90%

100%

86%

91%87%

97%

LP Sales Quiz Scores SAP Avg. Score

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Instant Rewards

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Inside Comp Sample with $40,000 Base and Quarterly Raises

Milestone Your Closed Gross Profit Mentor’s GP Quarterly

Raise Commission Total Annualized

Q4 14 $30,000 $50,000 $2,000 $3,100.00 $45,100.00

Q1 15 $60,000 $100,000 $3,000 $3,100.00 $51,200.00

Q2 15 $120,000 $200,000 $4,000 $6,200.00 $61,400.00

Q3 15 $180,000 $320,000 $5,000 6,600.00 $73,000.00

• $14,000 raise is what candidate sees• $7,500 is actual annualized cost to company

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You have Mentors Lined Up...

You have defined CLEAR objectives

You have identified mentors

You have built the business case…

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Create an employment brand

June 2014 -June 2015 Visitor Statistics• 217,688 visitors• 42 openings filled

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Glassdoor Visitors

May 2013 – July 2015: Glassdoor 160,961 total views

March 2012 – March 2013: Glassdoor 292 total Views

Previous Glassdoor

Visitors

New Brand Glassdoor Visitors

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November 2012- November 2013

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July 2014 – June 2015

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Create candidates by removing BARRIERS

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Finding your

New York Apartme

nt

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Posting an entry level position…

Entry Level Sales:We are open to candidates from all backgrounds and majors

No Experie

nce Require

d

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2 Jobs 4,291 resumes

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Can They Do the Job?

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Practical Sales: Interview Experience

STEP 1: One-Way Video Interview

STEP 2: Three Minute Mock Sales PresentationSTEP 3: Personality & Cultural Fit AssessmentSTEP 4: Role Playing / Final Interviews

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STEP 1: Technical Written Evaluation

STEP 2: White Board & Troubleshooting

STEP 3: Personality & Cultural Fit Assessment STEP 4: Final Interviews

Practical Technical: Interview Experience

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One Way Video Interviews

Prompted questions About finding candidates NOT screening candidates

– EEOC Compliant after the ATS

Only $59/per job unlimited videos! Code: 1FREE

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Collaborate for Efficiency

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Assessments as Data Points

Culture

Personality

Communication Style

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Mock Sales Presentation

Prepared Presentation As part of your interview, you are asked to prepare a 3 minute Sales Presentation on the topic of “Bring Your Own Device.”  Imagine you are at a trade show and a customer comes to your booth and asks “What is BYOD?” Your goal is to convince the customer to setup a meeting to talk more.  You don’t need to utilize the entire time period but you will be cut off at exactly 3 minutes so don’t run over.  That is all the instructions you’ll have – take it any direction you’d like.  Please DO NOT do a PowerPoint presentation.  You can use a whiteboard if you’d like. Here are a few blogs to help you get started but utilize additional researchhttp://www.adcapnet.com/news/cisco-partners-study-endorses-byod-trend/http://www.adcapnet.com/events/october-30th-albany-ga-byod-and-mobility-solutions-seminar/

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Final Interviews

4 Mentors

3 Previous Apprentices

1 VP of Sales

15 Minute role playing “cold calls” face to face

128 interviews conducted in four hours

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CLEAR Rewards…Graduated Apprentices

THEY EARNED A JOB…

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To Be Continued…Career path

Three more defined career steps to go!Learning objectives

Weekly trainings: Determined by mentors and BDRsExpectations

Continued on-going feedback, Quarterly CLEAR ConvosAccountability

Increased responsibilities, More opportunities to make mistakesRewards

Quarterly raises and surPRIZES

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Glad to share…

Brad Wilkinsbwilkins@adcapnet.comwww.linkedin.com/in/bradfordwilkins

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January 2014 Issue

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life is ALWAYSin BETA

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THE BEST TIME TO PLANT A TREE WAS 20 YEARS AGO

THE SECOND BEST TIME IS NOW

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