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Attracting Great Candidatesand Hiring the Best
Presented by: Tom McKeown – Vice President of Global Sales
Judy Fort – Sr. Solutions Engineer
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Agenda
• Attracting Candidates– Active vs. Passive– Outbound Recruiting– Application Process
• Hire The Best– Screening and Evaluating– Interviewing Methodology– Background Checking
• Demonstration
• Questions
Passive vs. Active
A Passive Candidate Someone who is not looking for a job, but would be open to taking one if the right opportunity came along.
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Attracting Candidates
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Outbound Recruiting
Get into a selling mindset
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Outbound Recruiting
• What – Great Job
• Who – Type of Candidates
• Where – Target Markets
• How – Methods to Reach
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Outbound Recruiting - What
Great Job at Great Company?
Territory SalespersonDuties and Responsibilities: - Sell value and ROI into C-Level business decision makers, as well as sell into IT Leaders- Develop in depth knowledge of our entire product suite and effectively sell to clients through initial phone conversations, face-to-face meetings, and product demonstrations- Align solutions with the customer’s strategic objectives- Manage and drive multiple concurrent sales cycles effectively- Qualify and forecast deals accurately- Build strong & maintain strong client relationships to pave the way for additional future sales- Manage and upsell existing clients
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Outbound Recruiting - What
Great Job at Great Company
Regional Sales ManagerSummary:•Join a leader in the high growth Security Software industry •Aggressive compensation package with no cap on earnings and high six figure W-2 potential. •Become part of a highly respected company that has been on the Inc. 500 three consecutive years.•Own a multi-state geography for all new business •We’re searching for high-energy, results driven sales executives with ability to compete with and beat the best. •Position includes stock options so you can be an owner in our growth.
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Outbound Recruiting – Who and Where
Target Market
Competitors
Same Space Companies
Colleges and Universities
ExperiencedPros ConsLimited Training ExpensiveConnections ExpectationsMaturity Few
Entry-LevelPros ConsCheap No KnowledgeMoldable DisciplineSupply Management
Some ExperiencePros ConsAmbitious Some KnowledgeBus. Discipline Wider Field
Reaching Active Candidates
Company Website
Reaching Passive Candidates
Social Media Recruiting and Branding
Community
Company Responses
Employee Stories
Company Culture
Don’t Lose Candidates at Site
“On average 50% of candidates don’t finish application process on websites.”
Corporate
HourlyVeterans
Multiple Front Ends
Hire the Best
Screening and Assessing
“Companies using assessment tests saw an average of 23% reduction in the cost per hire.”
- Aberdeen Group
Screening and Assessing
Integrate into application process in the beginning!
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Interviewing
Need to Fill Quickly Not Sure Insufficient Talent Intelligence Didn't Check References0
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10
15
20
25
30
35
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Percent of Respondents
Why did I hire them?
*Aberdeen Group
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Interviewing Methodology
Screening Interview
TopGradingInterview
FocusInterviews
Reference Interviews
Offer Acceptance
* “Who” by Geoff Smart and Randy Street
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Interviewing Methodology
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Background Checks
Make sure you are hiring the person you think are getting.
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Demo
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Questions
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Thank You And have a Happy
