high volume recruiting · high volume recruiting: tips and tricks presented by: this manual was...

High Volume Recruiting:

Tips and Tricks

Presented By:

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Bill Humbert, RecruiterGuy.com

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High Volume Recruiting:

Tips and Tricks

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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-802-1131email: [email protected] • website: www.lorman.com • seminar id: 405529

Prepared By:Bill Humbert, RecruiterGuy.com

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High Volume Recruiting: Tips and Tricks (and Hard Work)

Bill Humbert

www.RecruiterGuy.com

[email protected]

435‐714‐4425

1

Bill Humbert www.RecruiterGuy.com [email protected] 435‐714‐4425

Talent Attraction Mirrors The Sales Process

Sales Process Recruiting Process

Identify Need New/Replacement Position

Create Solution Create Job Description

Source Potential Clients Source Potential Candidates

Needs Analysis Interview

Proposal Offer

Due Diligence Drug/Background/References

Cost Negotiation Compensation Negotiation

Close Close Selected Candidate

Delivery of Product Start Date

Product Training Orientation

Engage Clients Actuate Employees

Retaining Clients Employee Retention


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2 Basic Types of High Volume Recruiting


Hourly Workers Professional Workers

Breakdown of Each

1. Hourly Workers at 1 Location

2. Hourly Workers at Multiple Locations

OR

1. Professional Workers at 1 Location

2. Professional Workers at Multiple Locations


4

Create Talent Attraction Strategy

1. How many of what type of position? Time Frame?

2. Location(s)

3. Compensation

4. Cookie Cutter or Purple Squirrel –How many of each?

5. How many Hiring Managers?

6. Relocation?

7. How Critical And Why?

8. Budget

9. Goals


Proper Goal Setting

S – Specific and Strategy

C – Challenging

A – Attainable

M – Measurable

P – Public

S – Specific End Date


5

Engage the Managers!


Talent Attraction Strategies Differ

1. With Manager Engagement

2. With the Economy

3. With Competitive Compensation

4. With Company Location

5. With Company Website

6. With Available Budget

As the Recruiter or VP, YOU are Viewed as the EXPERT.


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Meet With Managers As Group


Encourage Encourage WE Can Do This!

Discuss Discuss What You Need From Them – Especially if it is Personnel!

Create Create Agreed Upon Goals – Remember Measurable!

Discuss Discuss Proposed Strategy – and Ask for their Valuable Input

Discuss Discuss Commitment

Job Description


Fundamental and Most Important Step in Recruitment

Well done – it leverages the proper skills: and,

Makes sourcing crystal clear

Balance of Recruiting process is based on Job Description

Too many companies source a pool of the wrong candidates, interview wrong candidates, select wrong candidate, AND…

7

Who Creates the Job Description

Best Person is the hiring Manager…With Guidelines

Level of position – sole contributor or leader

Day to Day Responsibilities

Weekly, Monthly, Quarterly, Annual Responsibilities

Strategic Responsibilities

Special Project Responsibilities

Special Sauce – 3 month, 6 month, 9 month and 12 month goals


How Do Job Descriptions

Segue To Sourcing?

Important to understand position responsibilities

How many other positions have Similar Responsibilities?

What other titles are used for the same work?

Sales has 34 Different Titles! Sales, Account Rep, Account Exec, Business Developer, etc.

Program Managers and Project Managers sometimes interchangeable

Recruiters may be Talent Acquisition Specialists

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Sourcing Candidates –Professional And Hourly

1. How many of similar Skills/Experience?

2. Local Companies?

3. Relocation Required?

4. Open as Many Requisitions (openings) to give You Flexibility

5. What is your interview process? Prescreen or simply pass to Managers?

6. What positions need filled quickly?

7. On Target Job Descriptions!!!


Create Candidate

EASY Button!

1. Applications are Fine for HOURLY Positions –NOT for Professional Positions, until after an initial screen.

2. Professional Positions – Resume should Suffice

3. Link on Website DIRECTLY to needed positions

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Sourcing Candidates


Job Board Postings


10

High Volume Sourcing

1. Requires Detective like Curiosity –“What happens if…”

2. Combination of many sources and willingness to try new sources

3. Sourcing that mirrors your Talent Attraction Strategy and Goals

For instance…

Sourcing Professionals Strategy for Cedar Rapids, Iowa


Based in Pentagon City, Virginia – determined target cities to source and recruit IT Professionals 6 weeks ahead.

Ran newspaper ads for 2 weeks in those cities announcing our visit

Pre‐screened most of the Candidates and forwarded to Managers

Took team of 3 to 4 managers, depending on types of candidates found

Interviewed 18 to 24 candidates per day

Made hiring/offer decisions every evening over dinner. Sent request to fill positions.

Extended contingent offers that evening or next day

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Magic of 72 Hours


LinkedIn Sorcery For High Volume Recruiting


Source positions in LinkedIn, i.e., Agile It Consultants in Manhattan

Click on Candidates who interest you

Personal note to invite them to link with you

THEN, look at right column “People Also Viewed”

Click on Candidates who interest you.

Repeat…

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High Volume Hourly Recruiting


All at Same Location?

All in Same City?

Hold Open Houses at Company Facility with food/sodas/water

Market that there will be IMMEDIATE Interviews and Offers

Offer the opportunity to drop into facility any time to interview or schedule an interview

Schedule Additional Open Houses on Following weeks at Same Time

Market ABOVE the Fold on Corporate website, on radio (select demographic), possibly newspapers, and point to website.

Manager Engagement

During High Volume Recruiting, Manager Engagement IS NOT an Option.

1. Ask what is preventing them from engaging?

2. Either they are engaged or Recruiter asks their executives how they want to handle filling those positions.


13

Offers

Extend with Excitement!

Ask if they have questions?

Flexibility on Offer? Run past Manager.

Discuss Counter Offers. Gamify them.


The Scourge of The Counter Offer


Prepare EVERY Candidate that they will receive Counter Offer!

Statistics show that 67% of employees who accept Counter Offers are gone in 6 Months and 87% in one year. Generally not their choice.

Listen to them when they tell you they accepted Counter Offer. Are they THRILLED or ASHAMED? Tell them it’s normal.

If ashamed, ask if they would like to meet in person during or after hours. You can turn them around.

14

Guerilla Recruiting


Recruiter’s Prime Job is to DELIVER Selected

Candidates to Manager’s Team

Had one electrician candidate recently who received 5 Counter

Offers. I delivered him to my client. Cost 1 lunch and a client’s golf shirt.

Remind them WHY they Wanted to Leave Current Employer

Follow Your Process


If your process has traction, but you aren’t getting the numbers, increase your activity or find additional support

– OR Both!

Tie your Strategy to Your Goals.

Examine Goals to determine where you are falling

short.

What changed? Sometimes, it’s the economy and you need to change your strategy.

15

Summary for High Volume Talent Attraction


Develop list of Needed Positions – Low Hanging fruit?

Engage Managers!

Create Effective Job Descriptions

Candidate EASY Button – don’t Drive Candidates away!

Source smart. Try New sourcing Methods – overseas sourcing?

Competitive offers

Counter the Counter Offer

Guerilla Recruiting – relationship building

Deliver New Employees to Teams

Bill Humbert

Available for:

Corporate Training

Speaking at Corporate or Association Events

Recruitment Consulting


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