Becoming a Becoming a Sector SpecialistSector Specialist

Part OnePart OnePresented by Michele MartinPresented by Michele Martin

To begin. . . To begin. . .

What is the goal?What is the goal?

PLACEMENTS!!!!PLACEMENTS!!!!

Placements=Placements=

Job Job OpeningsOpenings

Qualified Qualified ApplicantsApplicants

Two Ways to Work Two Ways to Work

• Work the job Work the job seekerseeker—find —find jobs that they jobs that they are qualified to are qualified to do.do.

• Work the job Work the job orderorder—find —find qualified qualified applicants to fill applicants to fill the jobs. the jobs.

Sector SpecialistsSector Specialists

• Industry-specific recruiterIndustry-specific recruiter——work the job order work the job order firstfirst. Filled job orders build relationships with . Filled job orders build relationships with employers!employers!

• Focus on relationships, not transactions. Focus on relationships, not transactions.

• Deep knowledge of industry & job openingsDeep knowledge of industry & job openings

• Deep knowledge of applicant poolDeep knowledge of applicant pool

• Expand the applicant pool to meet employer needs. Expand the applicant pool to meet employer needs.

• Expand the job order pool to meet job seeker Expand the job order pool to meet job seeker needs.needs.

Working with EmployersWorking with Employers

Thinking Like a RecruiterThinking Like a Recruiter

Recruitment Recruitment Value-AddValue-Add

• SpeedSpeed—How can you reduce the time it takes —How can you reduce the time it takes to identify, screen, interview and hire a to identify, screen, interview and hire a qualified candidate?qualified candidate?

• Quality of referralsQuality of referrals—Are you a consistent —Are you a consistent resource for high quality referrals?resource for high quality referrals?

• PricePrice—What does it cost to get high-quality —What does it cost to get high-quality applicants quickly? applicants quickly?

RememberRemember

Companies will Companies will PAY PAY for quick, for quick, high quality referrals, so price high quality referrals, so price by itself will not provide you by itself will not provide you with a competitive advantage. with a competitive advantage.

Also. . . Also. . .

Aim for Aim for relationshipsrelationships, not , not transactions. transactions.

The processThe process

1.1. Initial researchInitial research

2.2. Develop list of target employersDevelop list of target employers

3.3. Build company profilesBuild company profiles

4.4. Develop relationshipsDevelop relationships

5.5. Build quality job postings/informationBuild quality job postings/information

6.6. Work job leadsWork job leads

7.7. Follow-upFollow-up

8.8. Track for SuccessTrack for Success

Initial researchInitial research

1.1. Who are the Who are the employers in your employers in your sector? sector?

• Who is already in the Who is already in the system?system?

• Google Maps SearchGoogle Maps Search

2.2. Of these employers, Of these employers, who is hiringwho is hiring??

• Job postings—in Job postings—in system, on their system, on their website, on other website, on other boardsboards

• ““Follow the money”Follow the money”

3.3. What job openings What job openings do they have?do they have?

4.4. Who are the key Who are the key decision-makers? decision-makers?

• C-Suite and DirectorsC-Suite and Directors

• Avoid HR if possibleAvoid HR if possible

Develop Target ListDevelop Target List

• Identify Top 25-30 employers in your Identify Top 25-30 employers in your sectorsector—most likely for you to get —most likely for you to get placementsplacements. .

• AnalyzeAnalyze::• What do you already know about them? What do you already know about them? • What can you easily find out about them What can you easily find out about them

through more research? through more research? • Do you have a relationship with them?Do you have a relationship with them?• What is the nature/quality of that relationship?What is the nature/quality of that relationship?• What have you done for them in the past?What have you done for them in the past?

• Focus Focus your efforts!your efforts!

Build Company ProfilesBuild Company Profiles

• Company BasicsCompany Basics—location, # of employees, —location, # of employees, etc.etc.

• Key Decision-MakersKey Decision-Makers

• Work Environment/Company CultureWork Environment/Company Culture

• Key Employment Success FactorsKey Employment Success Factors

• Recruitment & Hiring PracticesRecruitment & Hiring Practices

• Referral PreferencesReferral Preferences

• Relationship history Relationship history

Build RelationshipsBuild Relationships

• Based on Based on trusttrust• Quality workQuality work• Understanding of employer needsUnderstanding of employer needs• ConsistentConsistent• Making/keeping commitmentsMaking/keeping commitments

• # 1 way to build trust is to fill jobs # 1 way to build trust is to fill jobs quickly and with minimal hassle. quickly and with minimal hassle.

• #2 way is to build relationships, not #2 way is to build relationships, not focus on transactions. focus on transactions.

Two RelationshipsTwo Relationships

• Existing CustomersExisting Customers• What is your current What is your current

relationship? relationship? • What have you done for What have you done for

them in the past? them in the past? • What has worked/hasn’t What has worked/hasn’t

worked? (refer to worked? (refer to Tracking for SuccessTracking for Success) )

• How can you build the How can you build the relationship?relationship?

• What can you do to What can you do to improve placement improve placement rate? rate?

• Build your Build your network--“Who else network--“Who else should I be talking to?” should I be talking to?”

• New CustomersNew Customers• How can you use your How can you use your

network to get network to get connected? connected?

• How can you get a How can you get a “face-to-face?” “face-to-face?”

• Where can you Where can you immediately provide immediately provide them with a them with a quality quality referral?referral?

• What other What other information/resources information/resources could you offer to begin could you offer to begin building trust and building trust and goodwill?goodwill?

Build Quality Job PostingsBuild Quality Job Postings

• Communicate that quality postings allow you to Communicate that quality postings allow you to make quality referrals of applicants.make quality referrals of applicants.• Better screeningBetter screening• Chance to market company to top applicantsChance to market company to top applicants

• Get detailed information:Get detailed information:• Requirements vs. PreferencesRequirements vs. Preferences

• KSAsKSAs• Education/work experienceEducation/work experience

• Salary, benefits, work environmentSalary, benefits, work environment• Corporate culture— candidate success factors. “Who Corporate culture— candidate success factors. “Who

is your ideal candidate?”is your ideal candidate?”

• Document in job order.Document in job order.

Work Job LeadsWork Job Leads

• Identify job openingsIdentify job openings• In systemIn system• From other sourcesFrom other sources

• Search for Search for qualified qualified applicantsapplicants• In systemIn system• If necessary, expand pool—do a search on LinkedInIf necessary, expand pool—do a search on LinkedIn

• Refer* at least Refer* at least two qualified two qualified applicants applicants within within 48 hours48 hours OR notify employer of OR notify employer of progress.progress.

* “Refer” means you send resume directly to * “Refer” means you send resume directly to employer.employer.

Follow-UPFollow-UP

• Phone or email to employer:Phone or email to employer:• Quality of referralQuality of referral• Timing of referralTiming of referral• Additional information to refine referral Additional information to refine referral

quality/processquality/process

• Document!Document!

• Rinse & RepeatRinse & Repeat

Track for SuccessTrack for Success

• Use key recruiting measures to track successUse key recruiting measures to track success

• Track for individual employersTrack for individual employers

• Track overall for the sectorTrack overall for the sector

• Analyze/review results to refine what you do.Analyze/review results to refine what you do.

Measures for Success (1) Measures for Success (1)

• To meet employer needs, track the following:To meet employer needs, track the following:• Job Order Coverage RatioJob Order Coverage Ratio--% of open job --% of open job

orders where at least one qualified resume has orders where at least one qualified resume has been submitted to the employer. (been submitted to the employer. (Higher is Higher is betterbetter) )

• Job Order Response TimeJob Order Response Time—average time it —average time it takes to submit a resume after a job order has takes to submit a resume after a job order has been received. (been received. (Shorter time is betterShorter time is better) )

• Quality of Candidates SubmittedQuality of Candidates Submitted—how —how many resumes are submitted before a many resumes are submitted before a “sendout” (candidate being interviewed by a “sendout” (candidate being interviewed by a hiring manager)? (hiring manager)? (Lower is better Lower is better ))

Measures for Success (2) Measures for Success (2)

• To meet employer needs, track the following:To meet employer needs, track the following:• Sendout to Placement RatioSendout to Placement Ratio—The number of —The number of

sendouts it takes to get a placement (sendouts it takes to get a placement (3 or 4:1 is 3 or 4:1 is goodgood) )

• Job Order Fill RatioJob Order Fill Ratio—Ratio of job orders —Ratio of job orders written to job orders filled. (written to job orders filled. (Higher is betterHigher is better))

• Time to Fill RatioTime to Fill Ratio—Length of time from —Length of time from receiving a job order to filling it. (receiving a job order to filling it. (Lower is Lower is betterbetter))

TroubleshootingTroubleshooting

• What if your job order coverage ratio is low?What if your job order coverage ratio is low?

• What if your job order response time is high?What if your job order response time is high?

• What if your ratio of resumes submitted to What if your ratio of resumes submitted to sendouts is low?sendouts is low?

• What if your sendout to placement ratio is What if your sendout to placement ratio is low?low?

• What if your job order fill ratio is low?What if your job order fill ratio is low?

• What if your time to fill is high? What if your time to fill is high?

Ongoing Ongoing Relationship-BuildingRelationship-Building

• Track and share industry-related articles Track and share industry-related articles targeted to your employers’ needs.targeted to your employers’ needs.

• Connect with them on LinkedIn to keep track Connect with them on LinkedIn to keep track of and acknowledge professional of and acknowledge professional accomplishments. accomplishments.

• Email “tickler” file—keep in ongoing contact.Email “tickler” file—keep in ongoing contact.

• Refer high quality applicants even if there are Refer high quality applicants even if there are no current job openings. no current job openings.