Hire Better

Faster!

The Art and Science of Talent Acquisition

• Tools, Trends & Tips – Dave Orzolek

• Matching Matters – Jorden Rosenberg

• Defining Success – Terri Leone

Telephone Interview

• I am hiring in your area, you are in Nobodyliveshere, South Dakota, correct?

• Yes Ma’am, Just down the road from there.

No-Name

BIGMerchandising

Nobodyliveshere

Telephone Interview

• “Do you have any retail experience?”

• “I was just working in a store the other day.”

No-Name

BIGMerchandising

Telephone Interview

• Job Requirements:• Lift 25 Lbs• Climb a Ladder• Stock Product on Shelf

• Shouldn’t be a Problem

No-Name

BIGMerchandising

George Q. Applicant 4/24/2015

Will Return to Work on: 6/24/2015

DuctTapeFixesEverything

4/22 Ongoing

No Lifting for first 3 weeks

Telephone Interview

• Do you have Reliable Transportation to travel store to store?

• Yes, Best there is….

No-Name

BIGMerchandising

Telephone Interview

No-Name

BIGMerchandising

George Q. SomebodyNowhere Close to Nobodyliveshere, SD

I’m about to run out of minutes, so call my mom

No Problem

Birth Certificate

Hire Better

Faster!

The Art and Science of Talent Acquisition

• Tools, Trends & Tips

• Matching Matters

• Defining Success

Big Problem, Big Solution?

• Was George the “Perfect Fit”?• If you are going to compromise, make sure

you know it• Ask the Right Questions

• Clearly define a set of base questions that allow for objective comparison

• Something Smells Fishy • Most “Problem” applicants want to tell why

not to hire them, Let Them• Set the Expectation Immediately

• Ensure all communications are conducted in a professional manner

• In closing an interview, clearly outline the next steps in your onboarding process, and their role in it’s success

Is something wrong here?

Planning Success for Your Brand• Clearly Establish the Driving Factor for the Recruitment Program

• Quality, Quantity, Longevity, Experience, Availability, Etc.

• Identify Your Ideal Applicant Qualifications• Who are you trying to hire?

• Quantify the Limiting Parameters • What are the minimum prerequisites of this position?

• Physical requirements, transportation, background check, certifications• Where is the position located?

• Set local territory, a larger regional or a flexible traveling posting• When does the position start?

• Ideal Hiring Window

Limiting Parameters

Timing Area Prerequisite

• Timing• What is the Ideal Hiring Window?

• Too Soon• Too Late• Ideal

• 5 – 14 day Window

• Area• Geographic• Service Category• Function

Know Who You Need &

When You Need Them

Mapping Today’s Sourcing Options Choosing the Super Highway, or the Road Less Traveled?

• National Branded Solutions• Big Cost, Big Return

• National Job Boards• Lower Cost, Less Exposure

• Retail Targeted Job Sites• Limited audience, higher % of

Matches

• Job Posting Services (Aggregators)• Less Cost, Limited Control and

Visibility

Web Based Category Overview

*Branded Solutions * Job Boards * Targeted Sites * Aggregators

• Career Builder • Monster• Linked In• Hot Jobs• Job Diagnosis• Beyond• Snag a Job

• Craig’s List• My Job Helper• Jobs.net• Jobs Galore• Groove Job• Job Monkey• Employment Guide

• WARES• Work In Retail• All Retail Jobs• Retail Jobs Web• Retail Crossing• Retail Gigs• I hire Retail

• Zip Recruiter• Broad Bean• Oodle• Indeed• Simply Hired• Career Jet• Glass Door

Embrace Creative Solutions

Proactively Locate & Engage Your Challenges

Your Position is

Someone’s

Glass Slipper

• Compare Historical Data to Match Limiting Parameters to Past Initiatives • Develop a Talent Pipeline

• Maintain a Passive Sourcing Strategy in areas that have presented difficulties previously

• Confront Known Challenges Early• When standard practices show little success, embrace alternative

perspectives, • Never underestimate the power of a local resource

• Identify New Limitations to Your Team• Geographic, Demographic, Physical or Other• Research Industry Recommendations for Targeting these • Contact local Non-Profit and Volunteer organizations for market specific

insights

Failure vs. The Cost of SuccessWeigh Expenditure of Resources Against the Reality of Your Situation

• Is the Expense Justified?• Pick Your “Pinch Test”

• Outsourced Recruitment Firms• Local or Specialty Staffing Agency

• If it Costs More to do it Yourself, Know Why• Is this a one time project in an area outside normal

operations?• Are you Building a New Talent Pool to Drive Brand

Penetration

• Avoid Reactive Recruitment• Questionable Staffing Choices Risk Your

Reputation• Most Clients value

Matching for the Recruiter

Matching for the Job Seeker So Many

Different Kinds Of Goldfish!

Matching for the Recruiter

Matching for the Job SeekerThe More Skills And Certifications You Add the More Accurate the Matching Data

Results for the Job Seeker

Results for the Recruiter

Let’s focus on success and continuous improvement: Define Success

Vison, Mission, Strategy, Objectives

Effective Sourcing: #total applicants from each source #total qualified (ranked high) from each source #total hired, #total retained- Review costs and grow channels

Time to fill: Posting date * # of days to hire/Recruiter workload

Effective Recruiter screening: #total applicants screened in time period, #total hires, #total retained

Cost per hire: Part-time, salaried roles separately. Advertising and Recruitment costs, as well as your organizational fixed costs split by # of openings and hires completed.

Let’s focus on success and continuous improvement: Shared values

Quality, are you making the right hires?

Turnover: Who left- Separations/Total employed in a time period.

Retention: Who stayed in a time period (Industry 80-85% Y)

Tenure: How long did they stay, average # years on job – Why?

Consistent Recruiter training and collaboration

Refer to industry benchmarks, create your own internal benchmarks

Continuously Improve by: Removing obstacles, ask for and listen to Recruiter, Manager, experienced employee in the role plus New Hire feedback adapt system. Offer steady encouragement to all involved.

Let’s focus on success and continuous improvement:Plan + Structured interviews + Shared Values= SUCCESS

Successful strategies in Recruitment: Opportunities/wish list in Recruitment:

Recruiting at the Speed of RetailPlan + Structured interviews + Shared

Values= SUCCESS