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Creating a Recruiting StrategyCreating a Recruiting StrategyCreating a Recruiting StrategyCreating a Recruiting Strategy

Best Practices for Hiring and Retaining Best Practices for Hiring and Retaining Best Practices for Hiring and Retaining Best Practices for Hiring and Retaining

Internal TalentInternal TalentInternal TalentInternal Talent

Robin Mee Robin Mee Robin Mee Robin Mee

Mee Derby Mee Derby Mee Derby Mee Derby

October 20, 2016October 20, 2016October 20, 2016October 20, 2016

2:00 pm 2:00 pm 2:00 pm 2:00 pm ---- 3:00 pm 3:00 pm 3:00 pm 3:00 pm

YOU NEED A ROAD MAP

• How many staffing firms have an Internal Recruiting

Strategy?

• Who creates the strategy? Who implements?

• Annual planning for new hires

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HIRING FROM

OUTSIDE OF THE INDUSTRY

• Define your target profile

• Consider recent college grads and professionals from other

industries. Target companies?

• How can you support the non-industry hire?

• Training programs

• Internships

• External training resources - ASA, Staffing World, Scott Love,

Staffingetrainer, Tom Erb

• Staffing As A Career - ASA initiative www.staffingasacareer.net

INDUSTRY EXPERIENCED

CANDIDATES

• Who hires only from the Staffing Industry?

• Pros

• Cons

• Non-competes/Non-solicitations

WRITE GOOD JOB DESCRIPTIONS

• One job description for external posting that creates

excitement and grabs attention

• One job description for internal with detail on key

metrics, goals, expectations, requirements

• The scorecard approach “Who: The A Method for

Hiring”

• LinkedIn’s job posting tool kit:

• https://business.linkedin.com/talent-

solutions/recruiting-tips/job-postings-toolkit-ent

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CREATE A HIRING PIPELINE

• What is a hiring pipeline?

• Networking - experienced vs. non-experienced

• Employee referrals

YOU GOTTA HAVE TECHNOLOGY

• Your Applicant Tracking System - with job links to your

website

• Website - post all internal jobs here and cross post with

great Search Engine Optimization (SEO)

• Creating community with the support of Haley Marketing

with Email Blasts/newsletters/social media

Branding and Marketing

• LinkedIn

• Facebook

• Craigslist

• Twitter

• Job Boards

• Community - papers, community groups, schools, churches, local

employment services and other

•Staffing Branding ebook:

https://business.linkedin.com/en-gb/talent-solutions/c/16/3/branding-to-

win-clients-and-candidates?trk=bl-ba_Why-Your-Staffing-Firm-Needs-to-

prioritize-Branding-infographic_grace-chensoff_030316

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INTERVIEW PROCESS

What is the interview process and feedback loop

• Consider a methodology like WHO or Topgrading

• Interview for chronological, skills, accomplishments, aptitude, fit ➢Do you have an established process including an application,

request for references, w2 verification (where applicable)?➢1st level phone or in person, how many interviews required and

what are you looking for in that interview.➢Topgradingorganization- hire for key competencies

HIRE TO YOUR

CORPORATE CULTURE

Define your Corporate Culture

• Culture & values

• Office environment

• Fit

• Leadership principles

ASSESSMENTS

Pre-employment assessments - just one piece of the puzzle.

Aptitude, Behavioral or both?

• PEAC

• Rembrandt

• Wonderlic

• DISC

• CCAT

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OFFER PROCESS

•Have a tight offer process. Review all relevant info and analysis of

candidate’s current benefits vs. yours, planned vacations, current

noncompete/nonsolicit, reference and background checks.

•Be thorough. Written offer should include commission plan details,

employment agreement, benefits, relocation, equity.

•Cover counteroffer, cover counteroffer, cover counteroffer

•Stay close to candidates through resignation period and

onboarding

ONBOARDING

• Create a solid onboarding process

• Make it fun and mix it up

• Dinner/involve team

• Consider mentor/mentee relationship

• Ensure new employee has all necessary tools to be

successful

ATTRACT AND RETAIN

flexible hours and alternative work schedulesflexible hours and alternative work schedulesflexible hours and alternative work schedulesflexible hours and alternative work schedules

virtual virtual virtual virtual officingofficingofficingofficing

paid time offpaid time offpaid time offpaid time off

leadership development/education and trainingleadership development/education and trainingleadership development/education and trainingleadership development/education and training

healthcarehealthcarehealthcarehealthcare

long term/short term disabilitylong term/short term disabilitylong term/short term disabilitylong term/short term disability

life insurancelife insurancelife insurancelife insurance

family medical leavefamily medical leavefamily medical leavefamily medical leave

401k401k401k401k

pension planpension planpension planpension plan

relocationrelocationrelocationrelocation

maternity/parental/adoption leavematernity/parental/adoption leavematernity/parental/adoption leavematernity/parental/adoption leave

paid holidayspaid holidayspaid holidayspaid holidays

leave of absenceleave of absenceleave of absenceleave of absence

relocationrelocationrelocationrelocation

employee stock plansemployee stock plansemployee stock plansemployee stock plans

child and eldercare assistancechild and eldercare assistancechild and eldercare assistancechild and eldercare assistance

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EMPLOYEE ENGAGEMENT

Develop Corporate Social Responsibility programs

Stay connected and HAVE FUN!

• Staff meetings

• Company outings

• Client and Candidates open houses/parties/meals/newsletters

• Performance clubs and competitions

• Recognizing holidays, birthdays and anniversaries

• Celebrating the small things

• Showing appreciation

COMPENSATION

• Most compensation is a base + commission and bonus

• Most compensation plans tie performance to compensation

• Candidates will consider new opportunities to elevate their careers

• Guarantees and/or draws (both reimbursable and non)

• Commissions paid monthly for recruiters and sales

• Quarterly for managers and executives with an annual bonus

FACTORS THAT INFLUENCE

• Industry vertical – professional staffing is traditionally

compensated higher than commercial staffing

• Revenue managed

• Markets managed

• Privately held versus publicly held/traded staffing

organizations

• Size of firm - some standardize by grade & pay scale

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WHAT CANDIDATES WANT

• Career opportunity and progression

• Cultural alignment

• Base increase to make a move

• Strong benefits plans

• Uncapped commissions

• Education and training

• Work Life balance

• Non-solicits NOT Non-competes

WHAT CANDIDATES DON’T WANT

• Compensation plans that are not aligned with the market

• Complicated commission plans

• Commissions paid late

• Non-compete agreements but non-solicits are

acceptable

WHAT EMPLOYERS WANT

• Employees who are hungry and commission driven

• Employees that focus more on how to drive their

commission than on base salary

• Employees who can clearly speak to their numbers i.e.

they have moved revenue from x to y in a certain period of

time

• A proven track record of success

• Cultural alignment

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COMPENSATION

• Management review of compensation plans regularly

• Benchmark your compensation plan to your friendly competitors -

get involved with ASA and local chapters

• Track candidates compensation as you interview

• Be willing to be flexible on compensation

• Talk compensation several times when interviewing. Understand w2

history for last 3 years broken down by base and commission - and

understand how the commission was paid. Consider asking for w2

verification.

• Communicate your compensation plan clearly and in writing

• Keep it simple

• Don’t mess with people’s money

MEE DERBY RECOMMENDS

• Create an Internal Hiring Strategy in this highly competitive “War for

Talent” in staffing

• Hold on to your internal team - LinkedIn research shows that 80% of

employees will consider new opportunities

• Consider hiring recent college graduates or people from other

industries - ”Staffing as a Career “ www.staffingasacareer.net

Questions

Robin Mee

202-438-3171 (cell)

robin@meederby.com

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Coming Next:

Staffing World 2016 RecapTeam HaleyThursday, November 17 at 2 PM EST

Door Openers Campaigns Demonstration

Tuesday, November 22 at 2 PM EST

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