hire the best avoid the rest
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To see this webinar in its entirety: http://bit.ly/sx8xTgHIRE THE BEST AVOID THE RESTSponsored by AutotaskYou are systematic with technology, accounting, and possibly sales. Why not with your employees? The starting point is to adopt a proven, 10-step hiring system to improve the way you find, qualify, hire, and onboard superstar employees. The Success With People HIRE THE BEST AVOID THE REST system is your solution. Here is what you will learn in this interactive webinar:Systematic Power: Why a complete system is more effective than your current method of hiring.Team Member Strategic Plans: How to create "job descriptions on steroids" that convince great candidates to work for you.Recruiting: Five ways to find top performers that are not considering your company today.Interviewing: 15 Tips to fully interview people so you don't hire Dr. Jekyll and get Mr. Hyde.Talent Assessments: How to really understand someone's natural behaviors and motivational values on the job.Background Checks: Six facts you must know before hiring anyone and why.Reference Checks: Seven questions that get people to open up when checking references.Extend The Offer: Eight ways to extend an offer that convinces top performers to join your team.First Day: More than 10 ways to make your new employee's first day on the job more productive, profitable, and personal fulfilling.Never Stop Selling: What you can do to systematically keep new hires fully engaged as time passes.One idea that helps you hire just one employee is worth $10,000 or more. This hiring system is probably worth millions if you hire dozens of people over the next ten years because this event is a 10-step proven hiring system with dozens of ideas. For many of you this is the most important webinar you will attend this year.TRANSCRIPT
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This webinar will begin at 1pm & end at 2pm est.Hire The Best Avoid The Rest
G U E S T P R E S E N T E R :
David RussellCEOMANAGEtoWIN [email protected]
A U T O T A S K P R E S E N T E R :
Rich AkullianOnline Marketing Producer Autotask [email protected]
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A U T O T A S K A C A D E M Y W E B I N A R
Hire The Best Avoid The Rest
G U E S T P R E S E N T E R :
David RussellCEOMANAGEtoWIN [email protected]
A U T O T A S K P R E S E N T E R :
Rich AkullianOnline Marketing Producer Autotask [email protected]
A U T O T A S K A C A D E M Y W E B I N A R
Agenda
Autotask overview Hire The Best , Avoid The Rest Wrap up and Q&A
A U T O T A S K A C A D E M Y W E B I N A R
Autotask is…
A U T O T A S K A C A D E M Y W E B I N A R
…Industry leading.
World’s #1 provider of cloud-basedIT business management softwaresince 2001.
Replace at least 5 different
applications!
©2011 Success With People, Inc. All Worldwide Rights Reserved.©2011 Success With People, Inc. All Worldwide Rights Reserved. All logos, trademarks and
tradenames contained within these pages owned by MANAGEtoWIN, Inc. or their respective companies.
Hire The Best Avoid The Rest
David RussellCEO, Success With People
VP & GM, MANAGEtoWIN
©2011 Success With People, Inc. All Worldwide Rights Reserved.
• Hire experienced people that don’t fit inTurnover cost (Gallup): 3.2x annual compensation
• Lose great candidates to other companiesTop talent shops around
• Slow new hire ramp-up People waste time due to lack of systems
• Smaller the company, the higher the riskA bad hire can literally put you out of business
Cost of Doing NothingIf you are less systematic
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The contents of this training and any related content are intended for general information purposes only.
Information contained in this communication and related content is not intended to be a substitute for legal advice or to provide legal guidance of any kind
whatsoever. If legal advice or other expert assistance is required, the services of a competent professional should be sought.
DisclaimerLegaleze
©2011 Success With People, Inc. All Worldwide Rights Reserved.
Of employees plan to get a new job in 2010
Risk / OpportunityRetention versus recruitment
87%
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How many candidates should you plan to interview for one job opening?
Candidate SelectionSet a proper expectation with your team
25
©2011 Success With People, Inc. All Worldwide Rights Reserved.
Establish Your Foundation– Systematic Power– Team Member Strategic Plans (job descriptions on steroids)– Recruiting
Qualifying the Candidate– Interviewing– Talent Assessment – Background Checks– References
Onboarding– Extend The Offer– First Day– Never Stop Selling
Proven System10 Steps to Hire The Best and Avoid The Rest
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not being systematic: Hire based on feelings, not facts LAWSUITS Employees waste time hiring, training and covering for poor hires Miss good hires Failed hires – start all over again
You have systems for technology… why not hiring talent? Use this system (or use this to define your own) Avoid shortcuts Automate and integrate your hiring process into your talent
management software
1. Systematic PowerComplete versus rushed process
©2011 Success With People, Inc. All Worldwide Rights Reserved.
Establish Your Foundation Qualifying the Candidate Onboarding
Accountability Compensation Recognition Training Mentoring Career Paths
Extend Systematic PowerThrough and beyond the hiring process
Hiring system
Beyond hiring
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not clearly defining the job: Hire people that are not fully qualified Lose great candidates LAWSUITS Failed hires – start all over again
Team member strategic plans Attract more qualified candidates Qualify people against job requirements Test candidates passion for the position Define accountability and lay the foundation for reviews
2. Live Job DescriptionsTeam Member Strategic Plans
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Summary InformationTeam Member Strategic Plans
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GoalsTeam Member Strategic Plans
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ExpectationsTeam Member Strategic Plans
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Duties & ResponsibilitiesTeam Member Strategic Plans
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Manage-Time-CompetenciesTeam Member Strategic Plans
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Skills & QualificationsTeam Member Strategic Plans
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Physical & EnvironmentTeam Member Strategic Plans
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Disclaimer & SignatureTeam Member Strategic Plans
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not being a full-time recruiter: Candidate pipeline empty when needed Hire what’s available versus what’s needed Quantity versus quality Failed hires – start all over again
Active recruiting enables you to: Have a valuable network of sources and candidates Develop/promote from within Employee, vendor and client referrals Online/offline ads that speak to superstars; then offer full TMSP Hire the brightest of Gen Y (internships / college hires)
3. RecruitingYou are a full-time recruiter
©2011 Success With People, Inc. All Worldwide Rights Reserved.
College interns College job fairs Teach / support classes
Employee referrals Trade shows Company tours / events
Industry associations Public relations stories LinkedIn
Candidate PipelineHaving people available when you hire
Interns/entry level
Mid-level
Senior level
©2011 Success With People, Inc. All Worldwide Rights Reserved.
Sales & Business Development Professional for Medical Software Co.!!!!
Established 25+ years, this growing software solution provider is searching for a “KEY” sales professional who loves to learn and thrives on results to
develop and maintain clients within the Tri-State area.
We provide solutions for many industries however our Big Need Right Now is a sales professional to focus on the medical industry!
Qualified candidates must have a minimum of at least 5-8 years of strategic business development and sales experience, with verifiable references and a
steady work history.
Sample Ad – Part 1Sell the opportunity – details later
Sales & Business Development Professional for Medical Software Co.!!!!
Established 25+ years, this growing software solution provider is searching for a “KEY” sales professional who loves to learn and thrives on results to
develop and maintain clients within the Tri-State area.
We provide solutions for many industries however our Big Need Right Now is a sales professional to focus on the medical industry!
Qualified candidates must have a minimum of at least 5-8 years of strategic business development and sales experience, with verifiable references and a
steady work history.
©2011 Success With People, Inc. All Worldwide Rights Reserved.
You will grow professionally and have our 25-year history of satisfied customers to help you develop new business and manage accounts post sale.
There is no limit to what you can earn – this is a great opportunity for an achiever who wants to take advantage of the explosive growth in medical
software sales.
You will be compensated very well for your success - salary, commission, bonus & expenses.
Come and find out why the average length of time employees stay with our organization ranges from 7-10 years. This is not an entry level position.
Please respond with a brief outline of why you are qualified for this position, PLEASE CUT AND PASTE YOUR RESUME WITHIN THE BODY OF YOUR EMAIL!
Sample Ad – Part 2How your company history benefits them
You will grow professionally and have our 25-year history of satisfied customers to help you develop new business and manage accounts post sale.
There is no limit to what you can earn – this is a great opportunity for an achiever who wants to take advantage of the explosive growth in medical
software sales.
You will be compensated very well for your success - salary, commission, bonus & expenses.
Come and find out why the average length of time employees stay with our organization ranges from 7-10 years. This is not an entry level position.
Please respond with a brief outline of why you are qualified for this position, PLEASE CUT AND PASTE YOUR RESUME WITHIN THE BODY OF YOUR EMAIL!
©2011 Success With People, Inc. All Worldwide Rights Reserved.
Traditional, baseline approach: Advertising online at job sites and your company website Notify your network of openings
Competitive approach: Company culture Always recruiting company-wide and maintain candidate/network
database Hiring bonuses to employees and your network after 90 days Go where they are and market Creative PR to attract candidates
Where I Can Find Them 3. Recruiting
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not being systematic when interviewing: Hire the best actors The person is not qualified Does not work well with other employees No team commitment for candidate success Failed hires – start all over
Well-planned, systematic interviewing enables you to: Work with your team to identify the best candidates Ask questions the candidate does not expect Discuss typical scenarios or provide actual work to do Document the interviewing process in a talent management system
4. InterviewingYou are a full-time recruiter
63% of all hiring decisions are made in the first three to four minutes of the first interview
©2011 Success With People, Inc. All Worldwide Rights Reserved.
1. Web search: Google / MSN / MySpace / LinkedIn2. Call their office to confirm employment3. Phone screen (brief)4. First significant interview
a) Can be in-person or by phoneb) Interview scorecard with behavioral-based questions
5. Second interview – typical scenarios or real work6. Have superstar take a Success With People Talent Assessment7. Third interviews – review Talent Assessment
a) Additional interviews with other members of the teamb) Ask candidate to respond to real-life scenarios
8. Keep the process moving
Systematic InterviewingDefine and follow a system
©2011 Success With People, Inc. All Worldwide Rights Reserved.
1. Group interviews2. Tell 30 minutes of company stories3. Give homework between interviews4. Throw into real-life scenarios with team members5. Hire the person for three days (paid test drive) 6. Take them out for a meal or golf7. Keep the process moving
Interviewing OptionsWhat to do depends on your culture
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not confirming job behaviors and values: Person does not fit with the job Candidate does not work well with others You are unable to fully engage them as an employee Failed hires – start all over
Success With People Talent Assessments confirm: Natural strengths as exhibited by behaviors on the job The values that drive those behaviors Key insights that enable you to fully engage the candidate You are hiring based on facts, not emotion Save as part of the employee’s profile in a talent management system
5. Talent AssessmentsGet candidates off their script
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The candidate’s perspective on:
1. The primary value(s) they bring to your organization2. How they prefer people communicate with them3. Their ideal work environment4. Potential areas of stress5. How they like to be motivated on the job6. How they preferred to be managed7. Where they need to improve8. How to appeal to their 2-3 most intense values
Talent Assessment InsightsGet to know them at a deeper level
©2011 Success With People, Inc. All Worldwide Rights Reserved.
WorkStyle (DISC)Adapted / Natural behaviors
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WorkStyle (DISC)Understand their stress level
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WorkStyle (DISC)Highlighted statements best describe them
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WorkValues (PIAV)The values that drive their behaviors
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not doing a background check: You risk the survival of your company You risk your best client relationships You risk other employees being tempted Failed hires – start all over
Never hire without a background check to confirm: The candidate is telling you the complete truth You are not hiring a known criminal The candidate is not suing others or being sued Save as part of the employee’s profile in a talent management system
6. Background ChecksNever hire without one
©2011 Success With People, Inc. All Worldwide Rights Reserved.
1. Civil County Courts (county of residence + nearby major )2. Criminal County Courts (county of residence + nearby major)3. National Criminal Record Database4. Social Security Number Trace5. Motor Vehicle Record / Dept. of Motor Vehicles6. Sexual Offender 7. Optional:
a) Credit checkb) Drug test (only if everyone does it)c) Education Verificationd) Employment Verification (I recommend you do these yourself)e) Professional License/Credentials Verification
What to CheckDave’s list
©2011 Success With People, Inc. All Worldwide Rights Reserved.
Suggested tasks to complete before moving to Step #7 If you do not currently do background checks, or want a new online
partner, email us for a signup form [email protected] or visit http://www.successwithpeople.com/background-checks/
Make certain your job application gives you the right to do a background check (and credit check if applicable)
Agree what you will check through an agency and what, if anything, you will check on your own such as education
6. Background ChecksASSIGNMENT
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not checking references:a. Liars get hired more oftenb. You miss important insightsc. You have a gap in confirming the pastd. Failed hires – start all over
References confirm future performance by:e. Confirming their resume starting with their current employer f. Confirming skills, personality, productivityg. Talking to contacts who have worked with this personh. Learning how the candidate will respond to typical scenariosi. Record comments in your talent management system
7. ReferencesStill worth the effort
©2011 Success With People, Inc. All Worldwide Rights Reserved.
NOTE: Web search and employment confirmation call complete
1. Call last 3 jobs or work within recent 5 years2. Confirm start/end date, compensation, title, responsibilities3. Pose typical scenarios candidate may face on the job4. What are their three most significant achievements5. Is reference an immediate or future candidate?6. Can reference recommend other candidates?7. Can you check back with the reference in the future?
What to Ask ReferencesGet them talking
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not extending the offer properly: Great candidates go elsewhere Verbal offers miscommunication terms Delays poorly reflect on your company Failed hires – start all over
8. Extend The OfferClose the sale
©2011 Success With People, Inc. All Worldwide Rights Reserved.
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not extending the offer properly: Great candidates go elsewhere Verbal offers miscommunication terms Delays poorly reflect on your company Failed hires – start all over
A successful way to extend an offer is to: Confirm you in your team are in agreement Explain verbally while giving them a written offer Get the offer letter signed Track the process in your talent management system
8. Extend The OfferClose the sale
©2011 Success With People, Inc. All Worldwide Rights Reserved.
1. Ship a Welcome Packet2. Get all HR paperwork complete (pay for their time)3. Order their business cards 4. Stay in touch weekly
a) Mail some of their business cardsb) Confirm technical needsc) Forward positive stories / industry newsd) Invite to company events
5. Prepare for their First Day
Between Offer – First DayThoughts for retaining the sale
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not extending the offer properly: Candidate wonders if he/she made a mistake Pay someone to wait rather than produce Negatively reflects on your company Failed hires – start all over
The benefits of a positive first experience include: You validate the candidate’s decision to accept the job The new employee’s ability to do their job is accelerated To establish a firm foundation for long-term employment The new employee attracts others – employees and clients Prepare and implement your First Day experience in your talent
management system
9. The First DayClose the sale
©2011 Success With People, Inc. All Worldwide Rights Reserved.
1. Everyone is prepared to meet with the new employee2. Desk with supplies3. Computer with password/email 4. Business cards (mail them some before their First Day)5. Review / confirm team member strategic plan6. DRAFT development plan with training schedule 7. DRAFT goals for first 90 days8. Put up a big “Welcome ____” sign in the reception area9. Wear buttons/stickers talking about the new employee10. Throw a party during work hours
Snapshot of The First DayWhat makes a great first impression
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The cost of not developing and maintaining passion: Employees have a job, not a career Employees feel taken for granted Employees look elsewhere for work Failed hires – start all over
How to Never Stop Selling your company: One-on-one top executive lunch 1-2 weeks after First Day Tell stories confirming your firm is doing meaningful work Sincerely communicate you value each employee’s work Have regular Listen More retention interviews The Platinum Rule – treat others the way they want to be treated
10. Never Stop SellingRetention increases productivity & profitability
©2011 Success With People, Inc. All Worldwide Rights Reserved.
The 10 Steps
Establish your foundationSystematic PowerTeam Member Strategic PlansRecruitingQualifying the CandidateInterviewingTalent Assessment Background ChecksReferencesOnboardingExtend The OfferFirst DayNever Stop Selling
Hire the Best Avoid the RestSummary
©2011 Success With People, Inc. All Worldwide Rights Reserved.
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managers, and sales people9. SAMPLE - Background check (PDF)10. NEW - 120-Day Onboarding Plan for a technical new hire
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Thanks David!
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G U E S T P R E S E N T E R :
David RussellCEOMANAGEtoWIN [email protected]
A U T O T A S K P R E S E N T E R :
Rich AkullianOnline Marketing Producer Autotask [email protected]