RECRUITING IN TODAY’S MARKET

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What are Your Biggest Challenges? Finding the Right Candidate’s and Getting

Them to the Table Interviewing and Evaluating  Candidates   Internal Decision Making   Putting Together Competitive Offers   Closing the Deal   Successfully “On Boarding”  New Hires Retaining key people Other Challenges?

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Baby Boom Retirement will Accelerate Next Generation Talent Pool is Smaller DOL > 19 Million New Job Openings By 2014 (We Hope!!!) DOL Estimates Active Candidate Population

at 16% Passive Candidate Pool is 84% Smaller Supply + Growing Demand = War

for Talent HRM Report - Passive Candidate Strategies

Winning the War for Talent - Oct 22, 2010

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Have a Great Story Be a Great Place to Work Be Prepared to Sell (not just interview) Be Clear on What Differentiates your

Company Success Breeds Success Communicate Effectively

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Networking Even When You Don’t Have A Need Develop Relationships Multi-pronged Effort to Cast a Wide Net Internet Makes it Easier For Senior Positions, Websites Usually

Provide Leadership Team Use Linkedin to Find People at Next Level’s

Down Manage the information

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NETWORKING Linkedin Plaxo Zoominfo Execunet Ladders Monster Local Advertizing

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Planning is a Big Deal Make Sure You Know What You Want to

Assess Experience, Skills, Style, Strengths,

Weaknesses, Goals, Motivations, Gaps If the Candidate Will Meet Multiple People,

Plan Who Focuses on What Topics Shift from “Buying” to “Selling” as

Appropriate Organize Debrief Session with Interview Team Timely Feedback

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Career Flow and Logic - Look for Trajectory and Red Flags

Behavioral - How Candidate Handled Specific Situations

Situational – How Candidate would Handle Hypothetical Situations

What Questions Do You Have? - Gives View of Preparation Level and Thought Process

Body Language and Eye Contact When Comfortable They Have Right Skills &

Experience, Focus on Chemistry

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It All Comes Down To Supply And Demand For Unique Candidates, It Takes A

Significant Boost To Attract Them Passive Candidate Move Premium 20% -

30% Increase In Base Sign On Bonus Expected, Especially With

Passive Candidates But Even With Active Candidates

Equity Expectations Compensation Trend Articles in Website

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Information is Power – Know where the Candidate is Now in Terms of Compensation

Know What Their Hot Buttons are Besides $$

Important to Have Internal or External Go-Between

Strongest Offer Upfront vs Willingness to Negotiate

Having a Strong # 2 Candidate is Great Be Decisive and Responsive

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Done right = Increased retention Odds Speeds up Learning Curve > Productive

Faster Reinforces New Hires Decision to Join Reduces Stress & Increases Feeling of

Belonging Communicate Expectations Requires Careful Planning Applies to Senior People as well as Junior

People

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It’s More Than $$$ Opportunity To Significantly Contribute Flexibility Within Reason Encourage And Practice Succession

Planning Opportunity For Career Growth Opportunity To Develop New Skills The $$$ Is Still Important Communicate Effectively

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Retained Search – Commitment to Complete Project When its Hard to Dig Up Candidates 3 payments – Start, Middle, Completion

Contingency – For Less Senior Positions When Candidate Pool Broader - 1 Payment at Completion.

Large Public Multi-location/Practice vs. Smaller Boutique Focused on Specific Industry

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Thank You!! Questions Discussion Ideas Background information available at

www.mbels.com

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