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7/26/2019 The Evolution of the Corporate Headhunter.pdf
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ERE Spring Expo 2010
The Evolution of the
Corporate Headhunter
- Lou Adler
Replacementhiring
New hiring
TheSideliners
Getting Ready for the Hiring Tsunami
7/26/2019 The Evolution of the Corporate Headhunter.pdf
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Evolution of the Corporate Headhunter
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Agenda and Objectives
Are you a corporate recruiter or corporateheadhunter?
You need to be a headhunter to maximize
quality of hire: reach out vs. post and pray
Job-hunting psychology of the top performer
Making the conversion to headhunter Know the job
Maintain applicant control Tame your hiring managers
Testing it out
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The Employee Market
Corporate recruiters focus onthose now looking - farmers
Corporate headhunters focus
on those getting ready tolook and those open to talk
Requires different process
Where are the best people?
Hiring tsunami coming Key: first, fast & with best
career offer
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Improving Quality of Hire Mix
Average
Best
Most
Best
Least
Best +5%-5%
Rock Stars!Mistakes!
Your current hiring process these arethe people you now are hiring
Its what you do with the other 90% than
counts implementing a raising the barstrategy
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Improving Quality of Hire Mix
Average
Best
Most
Best
Least
Best +5%-5%
Observations
Everyone looks good when theyre hired. What happened?
Discerning the most best is difficult during interview
Top-third uses different criteria to find positions and apply Top-third uses different criteria to compare and select
Top-third will not follow traditional approaches
Break some rules to maximize quality of hire
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Improving Quality of Hire Mix
Average
Best
Most
Best
Least
Best +5%-5%
Converting Observations into Tactics
What are the most best looking for lateral transfers, betterjobs or better careers?
What are the prime sourcing channels for the top group?
When is the best time to source the top group?
What criteria does top group use to compare opportunities andselect one over the other?
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Career Focused Early-bird Sourcing
!"#$%&'&( *+#,%'&( -%%.$'&( /',0%&1'&( 234,'&(
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?'6 =%+4,(Target Early-birds plan rather than react
Focus on careers not jobsAsk: How long have you been looking?Be called first Be found first Day -1
Allow for just talking Dont force apply
Know the job not the job description!
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Formalize the Candidate Decision
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A Retrospective
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Eliminate Traditional Job Descriptions
Job DescriptionSkills
ExperienceAcademics
IndustryResponsibilitiesCompetencies
PerformanceProfile
Reduce costsGrow sales
Build the team
Plan w/MarketingImprove process
Design circuit
The DifferenceMaker: Its what
you DOwith whatyou HAVE, not
what you HAVE
that counts!
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Eliminate Traditional Job Descriptions
The DifferenceMaker: Its what
you DOwith whatyou HAVE, not
what you HAVE
that counts!
PerformanceProfile
Reduce costsGrow sales
Build the team
Plan w/MarketingImprove process
Design circuit
7/26/2019 The Evolution of the Corporate Headhunter.pdf
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Eliminate Traditional Job Descriptions
The DifferenceMaker: Its what
you DOwith whatyou HAVE, not
what you HAVE
that counts!
PerformanceProfile
Reduce costsGrow sales
Build the team
Plan w/MarketingImprove process
Design circuit
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Taking the Assignment: Taming Gorillas
Engaging with Managers
What does the person needto do to ace the performancereview?
What (and when) are yougoing to tell the person thebig projects & tasks areduring interview?
Use a timeline what doesperson need to do 1st, 2nd..?
Ask about deal breaker
Convert HAVING to DOINGand then get agreement tojust meet the candidate
Typical Examples
Major:Complete system design for
the ____ project by March.
Major: Consistently meet quotawithin six months.
Team: Complete product spec
w/ Marketing by March.
Do First: Analyze problem & plan.
Do Next: Upgrade the team.Sub-task: Learn the product line.
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Attracting Assessing ClosingOnboarding Performance Management
Why Performance Profiles?
PerformanceProfile
Reduce costs
Grow salesBuild the teamPlan w/MarketingImprove process
Design circuit
HiringManager
Recruiter
TopProspect
HiringTeam
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Attracting Assessing ClosingOnboarding Performance Management
Why Performance Profiles?
Focus onthe
DOING
not theHAVING
HiringManager
Recruiter
TopProspect
HiringTeam
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Headhunters Favorite Weapon
Dig into accomplishments
See combo of behaviors,skills & competencies
Develop trend lines
Assess consistency
Create opportunity gap
Get candidate to sell you
Please describe amajor accomplishment
or tell me about
something youve
accomplished thatyoure very proud of.
Use this question to assess, recruit & defend
Most Significant Accomplishment Question
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Repeat the Question!
TIME
IMPACT
Team
Individual
Observe the Trend of Growth over Time
Have candidate prepare a 360
work chart describing work
relationships
Use evidence to rank
and defend your
candidate!
Ask MSA question & fact-finding
for different team, individual tasks
& job-related tasks
Clarify job: describe performanceobjective and ask about most
comparable accomplishment
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Target the 48mm people
on LinkedIn who arent
looking the CherryPicker Networking
Technique
Use for ERP and CloseConnections
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Maslows Headhunter Tips
Social Needs
Security andSafety Needs
Physiological Needs
Stay the buyer!
No NOs
Dont sell the job, sell
the next step! $$$ vs. Satisfaction
Ask: what drives personalsatisfaction?
Not interested! vs. ashort career discussion
Thats why we should talk
Long vs. short term
Achievement
Needs
IntellectualNeeds
Self-
Actualization
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Becoming a Corporate Headhunter
Reach out vs. post and pray
Convert job descriptions intoperformance profiles
Convert performance profiles intocareer moves
Implement early-bird engage firstsourcing strategy
Maintain applicant control Use the interview/screen to assess,
recruit and defend
Persist No NOs Maximize Quality of Hire
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Becoming a Corporate Headhunter
Audit Recruiter Boot Camp Online -April 2nd well walk you through theperformance profile process.
[email protected] Go to our table to obtain:
Hire With Your Head raffle
Audit pass to Mod 1 of Recruiter BootCamp Online
Hot tip cards
Opportunity to attend full RecruiterBoot Camp Online raffle
Maximize Quality of Hire