Going from Good to ‘Elite’

Presenter - David Szary – Founder/Partner Lean Human Capital\ The Recruiter Academy dszary@leanhumancapital.com/734-414-9816 Link in with me: http://www.linkedin.com/in/davidszary

elite - n., pl., • The best or most skilled members of a group:

good (g d) •  Being positive or desirable in nature; not bad or poor: n.,

av·er·age •  Typical; Common; Ordinary

About – David Szary

  “Fell” into recruiting in 1989!

  First half of career, recruited (and managed teams) in “high tech” industry for small, publicly-held “high-growth” staffing/outsourced service provider.

  In 1997, founded The Recruiter Academy (www.recruiteracademy.com).

  2009 - founding partner of LEAN (www.leanhumancapital.com), combining Recruiter Academy education solution with analytic and process optimization experts.

  Worked with thousands of recruiters from over 2000 companies spanning 8 countries, 40 states and 110 different markets throughout the US including many respected Healthcare organizations.

  Unique opportunity to work with recruiters/recruitment organizations performing in all types of market conditions (don’t forget the last down turn and the .com bust) within all major industries.

Technology

Elite Recruiters Scalable Process(s)

Key Components of an “Elite” Staffing Operation – 20,000 foot view

What are the competencies/skills of Elite Recruiters?

Recruiter Competency Model Questions Rating Rating Customer/Client Focus: Maintains unwavering focus on delighting the customer/client

3.83 Communicating: Expresses oneself effectively both orally and in written form. Actively listens to others.

3.81 Drives for Results: Exhibits strong drive for results and success.

3.92 Creative Problem Solving: Identifies and collects information relevant to the problem.

3.68 Judgment: Makes sound decisions tempered by practicality and common sense.

3.91 Interpersonal Skills: Treats others with respect and dignity. 4.10 Organization/Time Management: Is organized and plans ahead in completing work tasks.

3.53 Teamwork: Uses appropriate interpersonal style to steer members towards the goal.

3.68 Business Acumen: Understands how the line-of-business supported, develops strategy, serves customers, succeeds and generates profits

3.66 Self Direction: Establishes goals, deliverables, timelines, and budgets with little or no motivation from superiors.

3.57 Evaluating Candidates: Evaluates, selects and hires top talent

3.87 Flexibility: Willingness to change to meet organizational needs. Adapts to stressful situations

3.85 Staffing Lifecycle Management: Plans and successfully executes a recruiting, selection and hiring process that results in top talent for the organization.

3.55 Financial: Does not waste resources. Looks for methods to improve processes that have a positive impact on the bottom line.

3.61

Builds Appropriate Relationships: Develops strong interpersonal alliances at appropriate levels.

3.81 Professionalism: Sets example. Stays current in terms of professional development.

3.6 Influence: Convinces others to embrace a position or take a specific course of action.

3.47 Urgency: Consistently responds promptly and efficiently to problems and tasks. Rarely late for meeting project deadlines and is punctual.

3.81 Leveraging Networks: Draws upon a wide range of professional and/or business relationships.

3.30 Attitude: Positive about work; is cooperative and follows through on commitments. Manages stress well.

3.83 Negotiation: Skillfully uses argument and persuasion to reach a favorable position without causing hostility.

3.59 Overall Rating 3.71

Recruiter Skills Assessment

Questions Rating Rating Strong knowledge of the line of business you support 3.72 Manage and control the staffing lifecycle efficiently 3.55 Ability to create a compelling value proposition statement(s) to engage and recruit passive, top talent for critical-to-fill positions

3.23 Respected as a staffing expert within the organization 3.61 Selling the company. Possess a strong knowledge of company history, financials, position in the market, etc.

3.55 Work well with hiring managers to understand workforce needs, help with succession planning, etc

3.70 Leverage the hiring manager and create an effective sourcing strategy to identify and recruit top talent

3.60 Thoroughly defines the requisition with the hiring manager to understand real job needs and set realistic expectations.

3.72 Use social networking tools to source qualified, passive candidates. 3.36 Engage and recruit passively-looking candidates (recruiting

top talent in the industry). 3.13

Interview candidates using behavioral based assessment techniques to efficiently assess candidate competency.

3.79 Building relationships and creating candidate pipelines for future needs within the organization you support

3.36 Negotiating offers. Ability to be a trusted advisor to a candidate and articulate the career opportunity with your organization

3.79 Use technology to manage data, candidate relationships, etc

3.45 Set Service Level Agreements with Hiring Managers to define roles/responsibilities and control the hiring process

3.72 Invested time learning and investigating ways to become a better staffing professional

3.21 Build relationships with peers, hiring managers and executives 4.09 Overall Ratings 3.57 Organize and manage your time well. Can multi-task efficiently. 3.74 Customer Service Skills Rating Rating Communicate the hiring process to candidates. Set Service Level Agreements.

3.19 Provide timely constructive feedback to candidates. 2.72 Provide detailed overview of the opportunity, LOB, department, etc. 3.09 Upbeat, positive and energetic about opportunities with

your organization 3.4

Overall Ratings 3.10

Self Reflection – You know you are an Elite Recruiter if . . .

1.  You get referrals from candidates you turn down for a position. 2.  Your hiring managers ask you who they “should hire” . . . And

listen to your advice. 3.  Candidates seek your input on preparing for the interview with the

hiring manager, making a decision on an offer, etc. 4.  You keep track of all the people you have hired and have kept up

an ongoing relationship with 90% of them. 5.  You track your performance (quality, efficiency, responsiveness/

delivery) on a quarterly basis.

Self Reflection - Ten ways you know your are an Elite Recruiter?

6. You quantify the ROI of your services to your key stakeholders. 7. You have clearly written quarterly Performance Improvement goals. 8. You spend time each week helping those less fortunate find

employment, craft a better resume, prepare for an interview., etc. 9. You invest at least 15 minutes to ½ hour developing a written – hour

by hour - daily plan of action that you deploy before each day. 10. You have received gifts from candidates/hiring managers for

“changing their life” for the better.

Self Reflection - Ten ways you know your are an Elite Recruiter?

  Starts with your mindset!

  Must track performance – ‘Can’t manage what you don’t measure’

  Focus on flawless execution of the ‘basic steps’ of the recruitment process

  Life-long learner who has written, quarterly goals

Going for good to ‘Elite’ – The Journey

  “Just because you've been doing something for years doesn’t mean you can't or don't need to improve.”

  “Often, people get satisfied at being good at what they do. They stop doing all the little things that made them great.”

  “Good is the enemy of Great.” - Jim Collins

Mindset of ‘Elite’ Performers

Mindset of ‘Elite’ Performers

“If you are not continually learning and upgrading your skills, somewhere, someone is. And when you meet that person, you will lose.”

- Reid Buckley

“Fortunes are NOT made in the boom times….That is merely the collection period. Fortunes are made in depressions or lean times when the wise man overhauls his mind, his methods, his resources, and gets in training for the race to come.”

- George Wood Bacon

Motto’s of ‘Elite’ Recruiters!

“My job is not to find you someone you can live with, it is to find you someone you can’t live

without!”

“My job is to find the best talent period not the best available!”

“I change people’s lives for a living!”

Can’t manage what you don’t measure

Cost

  Are your services cost competitive?

Quality

  How do your hires perform compared to others in the organization?

Responsiveness

  Do you set SLA’s (time to route, time to fill) and do you meet them?

Process Efficiency

  Are you Lean, eliminate waste and avoid the “Seven Deadly Sins”

VOC - - I want a cost effective recruitment solution that provides high quality candidates as quickly and efficiently as possible!

1.  Defects: The effort involved in inspecting for and fixing defects

2.  Overproduction: Production ahead of demand

3.  Over Processing: Due to poor tool or product design creating activity

4.  Motion: People or equipment moving more than is required

5.  Waiting: Waiting for the next production step

6.  Inventory: All components, work in process and finished product not being processed

7.  Transportation: Moving products that are not actually required to perform the task

DOOMWIT!

7 Deadly Sins of Waste - Definitions

  “It is not one thing I do that makes me a top performer, it is all the little things I do from the moment I get into the office till I leave”.

  “Elite” recruiters work hard, are process-driven, and have developed good habits and routines with respect to:

 Workforce / Resource Planning  Hiring Manager Intake Sessions / Setting SLA's  Candidate Sourcing  Candidate Assessment  Managing the Hiring Process  Offer Negotiation  Data Management  Time Management, Planning, and Goal Setting

Flawless execution at each step of recruitment process

  Successful people have clearly written goals and plans to achieve them.   Harvard Business School study found:

- 83% of the population do not have any clearly defined goals. - 14% have goals but not written down. - 3% of the population have goals that are written down.

  The study concluded that the 3 percent that did have written goals were earning an astounding 10 times that of the 83 percent group. In addition, similar studies have shown that individuals with written goals also tend to have better health and happier marriages than those without goals.

  USA Today – People who set New Years resolutions, but not in writing, only 4% had followed through. But of those people who had written down - - 46%. 1100% different success rate.

Life-Long Learner with Goals!

Advice for developing your Quarterly CI Plan:

  Don’t bite off more than you can chew! – Pick 3 things to work on each quarter that will improve your performance “10%”.

  Implement one CI goal at a time and work at it for 21 days.

  Utilize the Goal/Plan/System technique for developing your Quarterly CI Plan.

Life-Long Learner with Goals!

Good habits are hard to create but easy to live with.”

- Million Dollar Habits – Brian Tracy

“Bad habits are easy to create but hard to live with.”

-  Million Dollar Habits – Brian Tracy

Life-Long Learner with Goals!

Read something educational/motivation at least 15-60 minutes each morning.

  30-60 minutes a day = 1 book a week. To earn a PH’D from a major university, you would read/study 40-50 books in a year.

  Use your drive time to “read” 30-60 minutes a day (ave person spends 500-1000 hours each year in his/her car.)

Doing the same thing over and over and expecting different results!

Definition of Insanity

Going from Good to ‘Elite’ – Next Steps

  Take our free competency/skills assessment. info@leanhumancapital.com – Subject Line: Elite Recruiter

  For our benchmarking study, we are trying to get 2500 participants by July 2010!

  Identify area’s of improvement. Develop a written Quarterly Action Plan for to get 10% better (we can provide examples if you like).

  Put an “idea Pad” on your desk for when you get insightful ideas that can improve performance - - write them down!

  Assess what metrics you are tracking regarding performance – Cost, Quality, Efficiency, Responsiveness.

  Set aside time to ‘learn’ for 15-60 minutes each day (or 4 of 7 days a week?)

Additional “Take-Aways”

  Interested in our weekly newsletter and free resource center that has more information on all the topics discussed! - sign up at www.recruiteracademy.com

  Interested in white papers on Lean, JIT recruiting & the Seven Deadly Sins of Waste – in Recruiting – email me @ dszary@leanhumancapital.com.