attracting great candidates
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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
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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
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Reaching Active Candidates
Company Website
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Reaching Passive Candidates
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Social Media Recruiting and Branding
Community
Company Responses
Employee Stories
Company Culture
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Don’t Lose Candidates at Site
“On average 50% of candidates don’t finish application process on websites.”
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Corporate
HourlyVeterans
Multiple Front Ends
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Hire the Best
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Screening and Assessing
“Companies using assessment tests saw an average of 23% reduction in the cost per hire.”
- Aberdeen Group
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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
5
10
15
20
25
30
35
40
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