shaping your hiring process to identify, attract, qualify...
TRANSCRIPT
1 | Proprietary & Confidential | www.apexsystems.comwww.apexsystems.com
Engaging the right talent.Providing the right solution.
Shaping Your Hiring Process to Identify,
Attract, Qualify & Influence Top Talent
Did you know that 85%+ of applicable candidates don’t respond/apply because the position doesn’t appeal to
them?
IT unemployment
rates is 1.9%
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Managers run into various roadblocks when trying to identify, engage, screen and attract quality candidates to join their teams. It’s frustrating when it takes a considerable amount of time to identify strong candidates, and even more frustrating to then lose them during the process.
In this session, we’ll cover:
► Top 10 reasons we’ve seen clients lose good candidates
► Formula for a quality hiring process
► Primary motivators of technical candidates
► Key components for a quality job description
► Recommended exercises to improve process
Focus Areas
Understand Reflect Strategize Apply Reflect & Improve
Put on your BA hat!
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Erica Woods
Manager, IT Contractor Programs & Philanthropy
Cate Murray
PM/BA/Agile Practice Director
Apex Speakers/Presenters
25+ years of combined experience supporting IT Managers/Clients!
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► Why have you turned down
offers? Left jobs?
► How has your organization/team
lost good candidates in the past?
► Why else do quality candidates
turn down an offer? Quality
employees leave an org?
Partner Discussion – How do we lose candidates?
Best Practice: constantly “seek to
understand!” Ask Account Rep,
candidates, team members, HR, etc.
“Why are we missing out? What
could we do to improve? What have
you liked during other hiring
processes?” Apply CPI mindset!
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1. Lengthy process
2. Rigorous interview process/bad experience
3. “Over-interviewed” for role
4. “Too many cooks” issue
5. Not “sold” (i.e. poor marketing)
6. $ doesn’t align (not market rate)
7. Poor engagement during interview
8. Inaccurate/incomplete job details
9. Unrealistic requirements list
10. Counter offers/more appealing offers
Top 10 Reasons Managers Lose Good Candidates!
Process QA:
1. How many steps?
2. How long in between?
3. How long total?
4. Where can we lessen?
5. Personal mentality?
6. What else can we do
with candidates we
like?
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Job Seeker Statistics & Contributing Factors
Your hiring and interview process
needs to involve strategy, marketing,
quality assurance, consistent
communication, continuous
improvement, and a true partnership
to engage, qualify and appeal to top
IT talent!
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Evaluate current culture
Characteristics of team members?
Define target culture
What are our “core values?” What’s
our people vision?
What traits do we value? Make
people successful? Soft skills and
personality traits we want to hire
people with?
What makes a candidate right for
“our bus?”
Exercise: Assess & Define Culture Goals
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► Differentiate
between
culture fit vs.
PM/tech skills
► Get input from
team – what’s
important for
all positions?
Create and Use Candidate Scorecard
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► What have you evaluated when you’ve
considered jobs? What are your
motivators? What could ignite interest
in a role, group, company?
► What questions do you ask Clients/HR?
► What else do the types of technology
professionals you mainly hire value?
What else triggers interest?
Partner Discussion – Candidate Motivators
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Understand Key Motivators
Hygiene Factors
Salary
Benefits
PTO
Job Security
Working Conditions
Relationships
Status
Flexibility
Motivators
Sense of achievement
Recognition
Growth potential
Learning potential
Nature of work (purpose)
Level of responsibility
Project/s size, scale, scope
Challenge/s
Variety in tasks
Autonomy
Environment / Methodologies
Additional contributions (community, steering committee)
Extras / Perks Best Practice: Understand the
specific motivators of your current
and target team members!
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8P Model – Understand Communicate
Position Attractors
Purpose
Project
Potential
Place
People
Priorities
Perks
Pay
Tip: Also identify a 9th P, Pain Points, and be transparentto candidates!
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Ignite Interest via Job Description
ABC Co., a continuous ‘Best Place to Work,’ has three opportunities for Project Managers to join an integral, large-scale project effort to restructure and grow the business. Key priorities for these Project Managers will be to facilitate the business through scope definition, high level requirement gathering, cost/benefit analysis, etc., along with financial management, and gathering and presenting project progress and success metrics for executive level reporting.
Project Overview of Project Managers:The client has launched a program to grow their business and, as a result, they are restricting their entire back office. This is a great opportunity to be a part of something huge. The project complexity will include large, difficult, high risk, and critical path timelines. Project budgets are between $500k to $15M and are comprised of very large, multi-location, multi-sourced teams in a cross-functional matrix organization.
Responsibilities Overview of Project Managers :• Facilitate the business through the assessment phase of a project including scope definition, high level requirement
gathering, cost/benefit analysis, etc. • Use financial management techniques for tracking and communicating project performance.• Gather and present project progress and success metrics for executive level reporting. • Large group and issue resolution facilitation. • Vendor Management including contracts, onboarding/off-boarding, and relationship management.• Comfortable working with a variety of methodologies: Waterfall, Agile Scrum, Lean Six Sigma, and ITIL.
Requirements of Project Managers:• 7+ years of Project Management experience with 3+ years of experience managing large scale, complex
projects/programs and 2+ years of experience in the Insurance or Financial Services industry. • PMP and/or ITIL certifications are highly preferred.• Demonstrated superior knowledge of the entire SDLC.• Proven ability to clearly and effectively communicate business and technical information, both verbally and in writing. • Strong relationship-building skills, but results-orientated.
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► What are the key goals during an
interview for a
Manager/Interviewer?
► What are the goals for a
candidate/Interviewee?
► What was the coolest “interview
experience” you’ve had?
Partner Discussion – Interview Goals & Best Practices
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Engage, Educate and Excite during Interview
1. Start with a mini, rapport-building facility tour
2. Give a little gift
3. Identify motivators and ignite interest through sharing key details (8 Ps), T&D opportunities, career path, etc.
4. Meet with co-worker/peer
5. Spruce up the room/environment
6. Add a memorable experience
7. Give opportunity to meet with HR
8. Adequate Q&A
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► What mistakes do Managers
make during an interview?
► What turns candidates sour?
► What could a Manager do
that would make a candidate
think they’re not the right fit?
Partner Discussion – Interviews, What NOT To Do
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► While money isn’t a top motivator, it’s a hygiene factor
► Applicants will immediately walk away if rate/salary is too low
► Seek to understand market rates
• Dice Salary Calculator
• PayScale
• Consult with internal resource
• Seek input from account rep/recruiter
► Identify what other opportunities are offering
► Limited on base?
• Bonus/es?
• Profit sharing?
• Annual raise structure?
• Conference/tuition reimbursement?
Ensure $ is within Market Rate
Apex Resource: Ask us for our annual ‘Pricing Guides,’ which we put together for each major technology role/skill set!
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Summary: Formula to Attract Top Talent
Determine Culture, Cultural Goals & Target Traits
Create Candidate Scorecard
around Target
Culture
Understand Candidate Motivators & “Interest
Igniters”
Define Role Priorities,
Expectations, and
Requirements; Ensure Skill Set
is Realistic
Market Job Effectively through a
Quality Description
Qualify while
delivering a Positive Interview
Experience
Effective Candidate
Quality Assurance
Further Sell on Role,
Team / Culture,
Company and
Potential
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Exercise: Team Discussion via LEAN Meeting Format
Likes
Success Factors
Best Interview Experience
Challenges, Frustrations, Suggestions
Divide white board into
3-4 columns and give team
members 5-10 minutes to
fill out as many sticky
notes as possible.
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PM Webinar Series - https://www.apexsystems.com/Events/
‘Hiring Tips for Tech Managers’ Resources:
► Attract Top Tech Talent with a Strong Hiring Formula – Blog Article
► 5 Benefits of Using Candidate Scorecards – Blog Article
► Tech Candidate Motivators – Blog Article
► Writing Job Descriptions to Attract Top Talent – Blog Article
► Effectively Partnering with Account Managers – Blog Article
► 6 Ways to Enhance the Interviewee Experience – Blog Article
► 11 Mistakes to Avoid in the Interview Process – Blog Article
► An Easy Way to Audit & Improve your Hiring Process – Blog Article
► 15 Reasons Tech Candidates are Declining Your Offer – Blog Article
► Best Practices for a Successful Onboarding – Blog Article
► Why Managers Lose Top Talent After 3 Months – Blog Article
► 12 Employee Retention Strategies – Blog Article
*https://www.apexsystems.com/Pages/ClientResources.aspx*
Additional Resources and Q&A
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Key Apex Kansas City Contacts
Apex supports clients with their
PM, BA, Agile, and tech hiring
needs.
Jesse Putnam
Sr. Managing Director
Brandon Rose
Sr. Delivery Manager
Steven Meyer
Sr. PMO Recruiter