recruiter consultant or paper pusher - you decide
DESCRIPTION
Explore how you can become a recruiting consultant rather than a paper pusher with some real world examples of how you can move the bar! Gail Houston and Leslie Mason from Intuit present at Recruiting Trends Vegas Oct 2014TRANSCRIPT
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Recruiter Consultant or Paper Pusher
Gail Houston - @ghouston and Leslie Mason @leslie12002 – Intuit – Oct 2014 – Recruiter Trends
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Our Goal Is To Help You Succeed
Traits of a Recruiting Consultant• Act as brand ambassadors• They understand the position• Market experts• Able to articulate their sourcing plan• Experts at developing relationships
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You want me to find what?
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Understanding the Job
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Understand the landscape
Pick MePick Me! Not Looking
20th call this week
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Internal Data
• Hire Reports • Compensation Reports • Source of Hire | Applicant Reports • Internal Interviews of Incumbents• Research Company Experts
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External Data• Competitor Research– Review your competitors website / social sites– Free and paid resources for competitive data
• Location • Review Job Descriptions / Keywords• Compile Social Data• US Bureau of Labor Statistics
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Sample of a Competitive Intake FormExample Product Manager Competitor Overview
• Company: CoolPMCompany.com – add brief description • Products:
– X– X– X
• Location/s– Bay Area, CA – 139 current PM’s in bay area (39 ex PM’s)– San Diego, CA – 25 current PM’s in bay area (8 ex PM’s) - – Chicago, IL – 15 current PM’s in bay area (10 ex PM’s) – the platform PM’s sit in Chicago
• We have hired X # of CoolPMComany.com’s PM’s to date (include list)
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Sample of a Competitive Intake Form Cont.
• Education – CoolPMCompany.com tends to hire MBAs from Kellogg (Booth), Dartmouth (Tuck), Stanford, Berkeley (Haas). Most of their Product Managers do have their MBA
• Typical PM background - The PM’s that are working on CoolPMCompany’s platform do
have the software engineering background. PM’s working on the retail products tend to have more of a retail or marketing background.
• Compensation
– CoolPMCompany.com tends to hire even more junior level PM’s at the senior PM level. Most candidates will not accept a lower level title even though the compensation is similar to our PM level comp
– Bonuses are paid in Nov of each year – their PM % is X, SPM % is x, Principal PM % is X, Director PM % is X
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Learn to tell your story
Your Sourcing Plan IS Your Story
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Plan Your Work & Work Your Plan• Pull together all your earlier research – Company Info – Sizzle – Position Information– Hiring Manager Info (connect on LI)– Target Companies
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Develop Templates• Email Outreach
– Personalize– Add links (videos, Pinterest)– Tip (use signature s in Outlook)
• Phone Screen• Follow up templates
– Next steps (send the HM LinkedIn URL)– Offer Letter– Close Out
• Social Media – Bitly / Bundle– Templates for each social channel (share with managers – everyone recruits)
But don’t be “salsey”
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Sourcing Documentation • Tailor your sourcing plan – Target Candidates– Target Companies– Job Titles– Key Words– Boolean Search Strings– Job Postings
The key is to document and keep up to date
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Example of Sourcing Strategy
Table of ContentsBasics
Research - GeneralResearch - TargetsPush - Social MediaPush - Job Boards
Push - Groups Pull
Boolean
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Tips to Engage With Candidates
But not in a creepy way
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Metrics / Candidates
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Source Metrics
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A Recruiter Consultant is Always Learning