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Presentation from the Fordyce Forum 2012, presented by Greg Doersching.
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GREG DOERSCHING Griffin Search Group
Bullseye Recrui4ng Process 414-‐520-‐7522
Ready, Aim – Dial!
ATTRACTION § The 5 things a person is thinking about when hearing about a new opportunity for the first 4me. § BeHer quality of life for them and their family. § More responsibility/challenge in rela4on to the posi4on. § A chance to “step forward” their career. § Closer to family/rela4ves. (A chance to go “home”.) § Money.
WHEN TRYING TO ATTRACT CANDIDATES
Remember these two important rules: 1. Candidates are a@racted to details not generaliDes. § Be prepared to give them the details that separate
one opportunity from another. 2. You are never recruiDng just the candidate – your are
also recruiDng the opinions of their friends/family. § No one is going to make a career decision with out
geVng a 2nd opinion you need to make sure they have enough informa4on to sell those whose opinions they value.
WHAT DO YOU REALLY TELL THEM?
§ COMPANY PROFILE: § WHAT THE COMPANY OFFERS THEM: § COMMUNITY
§ THE ROLE THEY WILL PLAY:
COMPANY PROFILE
§ There are only 2 types of companies that most people are aHracted to: 1. Stable, well established company that someone
believes they can join and through the normal course of promo4on could stay there 20 years and be completely content.
2. GeVng in on the ground floor of an up-‐and-‐comer – they want the beginning of a growth curve.
3. Some4mes you get lucky and get to offer them both – a well established company that’s star4ng a new ini4a4ve.
WHAT THE COMPANY OFFERS THEM § It is all about the liHle things a company does that shows they APPRECIATE their employees.
§ Benefits § Official (Insurance, Vaca4on, 401(k), Free Parking, On-‐site Daycare, On-‐site Workout Facili4es etc.)
§ Unofficial (Company Picnics, Company Soiball Teams, Industry Pres4ge, etc.)
§ The number one reason people leave their current employer is that the feel UNAPPRECIATED – you need to show them your APPRECIATION.
COMMUNITY § The vast majority of candidates you are going to deal with will be between 22 and 45 years old. In this age group 82% of them will be married with children.
§ Whenever someone has a family they care about 4 things: § Educa4on § Crime § Recrea4on § Cost of living
THE ROLE THEY WILL PLAY § Quick descrip4on of the main focus of the job. § How this posi4on will advance someone’s level of experience. (“you will be working with the latest version of this accoun4ng soiware.”)
§ Examples of how this posi4on will get them to next rung of their career ladder. (i.e. In this role you will be handling events coordina4on, project assembly and other special assignments for one of the most dynamic CEO’s in Washington DC.)
§ YOU CLOSE THIS WITH FACTS AND STORIES – (“The last 3 people have held this roll have gone on to Marke4ng Manager posi4ons”)
ATTRACTION BASED OUTLINE COMPANY PROFILE: § Type or Paste here a quick synopsis of the company. WHAT THIS COMPANY OFFERS YOU: § List everything they do to make their employees life just a liHle bit beHer. (Features and Benefits)
COMMUNITY § Educa4on § Crime § Recrea4on § Cost of living
THE ROLE YOU WILL PLAY: § Type here a quick descrip4on of the main focus of the job. § Type here how this posi4on will advance someone’s level of experience. § Type here any example of how this posi4on will get them to next rung of their career ladder. BACKGROUND PROFILE: (Don’t say REQUIREMENTS) § Experience in… § Exposure to… § Working knowledge of… § Exper4se in….
DATABASE SEARCH
§ Broad Search for “on target” Candidates -‐ focus on use only the main keyword and the “generic” Dtle. § Example of Generic Title: Project Engineer, Plant Engineer, Quality Engineer would all become “Engineer” when filling in the TITLE box in the search screen
§ If resul4ng search is over 500 results add the second main keyword as it relates to skill.
§ When results equal less than 500 begin sor4ng the results into the 2 lists. (On Target and Who do you know)
§ SEND OUT THE EMAIL WITHIN 24 HOURS OF RECEIVING ORDER
EMAIL IS YOUR FIRST SOURCING TOOL § A\er email blast is sent modify the search to create a “diamond” calling list. We are looking for results between 25-‐40 matches § Start by adding a 50 mile geography to the search § Next add addi4onal skill based keywords un4l you reach the desired number of results
§ Add these results to your pipeline and get ready to make calls
§ Deal with the emails that bounce back § Call the work number § The person who took their place is a viable candidate
THINK COMPETITORS NOT CANDIDATE § Using Hoovers (or similar search tool) to create a list of compeDtor companies using SIC codes § We are looking for a list of between 50-‐100 companies § Use # of employees as first search tool to lower original results (range 50+ employees)
§ Use geography to narrow search results if ini4al results are s4ll too high
§ Hoover Alterna4ves: § Reference USA § Thomasnet.com § Wikipedia
THINK COMPETITORS NOT CANDIDATE § Using LinkedIn gather names from these companies and add them to your pipeline § You want to add 50 new names to start your search (unless your database results were less than 50 than add however are necessary to reach 100 targets) Focus on candidates that would consider the opportunity you presen4ng a promo4on § Don’t forget to look for candidates that use to work for a compe4tor (especially those who are 3-‐5 years removed.)
CALL STRATEGY § 1st Power Hour – 20 database Candidates + 10 LinkedIn Candidates
§ 2nd Power Hour-‐ 20 LinkedIn Candidates + 10 job pos4ng responses
§ 3rd Power Hour – 10 database Candidates + 10 LinkedIn Candidates + 10 Job pos4ng Candidates
§ 4th Power Hour – 10 LinkedIn Candidates + remaining Database Candidates + remaining job pos4ngs
§ Results = 120 calls – at this point evaluate and consult on con4nuing search strategies