recruiting and retention: hiring the right person for the ... · a good hire starts with an...
TRANSCRIPT
Recruiting and Retention: Hiring the Right Person for the Right Job
Todd BilliarDir. of Channel Development
Isn’t this who EVERYONE wants
to hire?!
And This Guy Shows Up?
Who is Todd?Why He Qualified to give this Presentation?
• Over 20 years in the IT Channel• Joined VAR Staffing in January 2011• Worked for large and small VAR’s & MSP’s• Highly knowledgeable in the unique needs of the VAR/MSP space• Served in IT Channel peer community leadership roles.
Major Hiring Challenges in Today’s EnvironmentA Robust Economy – Dec. 2017 marked the 87th straight month in which employers hired more people than they fired, extending the longest-ever stretch of job growth on record (Bureau of Labor Standards)
Tech sector unemployment hovering at 2.1%
CompTIA forecasts 1.8 million unfilled tech jobs by 2024
What’s a VAR / MSP to do?
This has been one popular suggested solution
Where To Find Candidates
Talent Hire
It is the 20% of the skills the Candidate May Not Have, that Makes Your Job Opening Attractive
• Use the “missing 20%” to show career development, company investment in their career, and new technical challenges which typically improves employee loyalty and tenure.• Can you train the missing skills though continuing education, internal
mentorship, or a formal training program administered by your company? (NOT do you want to put up with the challenge)
A good hire starts with an accurate / good job description
• Use an accurate / descriptive Job Title • List primary job duties; not every job duty.• In most cases, 80% of work is performed with 20% - 30% of the desired job
skills (i.e. primary day to day duties) – focus on those skills / tasks.• If the description doesn’t appeal to you, it won’t appeal to the candidate. • Forget the laundry list of every technology touched. Focus on the most
important skills & technologies required to be successful.• Company culture is important, BUT technical growth and challenges are of
greater importance than foosball tables, free snacks, etc.
Where to “Find” Candidates
Company WebsiteDirect/employee referral
LinkedInSocial MediaJob boards
Recruiting firm
Company Reputation – glassdoor.com
Improving your Interviewing Efforts
• Maximize the first meeting • Have staff members available• Know what you want to evaluate• Use a lab to test
• Normally - two face to face meetings at most• Keep the lines of communication open between interview(s)• Be decisive, but not desperate in evaluating candidates
3 Fundamental Types of Interview Questions: You Need Them All
Experience Questionsunderstand work performed
Behavioral Questionsexpose strengths / weaknesses
Critical Thinking Skillsproblem solving related
Offer Letter
• First Offer Should be your BEST Offer• Do Not Lowball – Exceed Expectations• Move Quickly • Follow up the offer letter with a phone call • Determine if there are any unanswered questions that will be
important to the candidate’s decision process during the call• Thank them for investing their time during the interview process and
let them know you hope they accept and are looking forward to working with them.
Acceptance and On-Boarding
• Send an Acceptance Congratulations Letter to the employee and spouse letting them know you are excited they are joining the team• Have business cards / shirts / computer and any other items in place• Assign an mentor for the new employee to ask questions• Solicit feedback after the 1st week and 30th day of employment
Retention
• The best retention policy is a strong recruitment policy• Recruit the very best talent, but don’t pass on the talent hire• Do not settle for good enough• Express Appreciation• Not just about the Money• Take care of the Spouse and Family• Ongoing Training / Certification• Clear defined Career Path
Stop by Booth #510
EbookWinning The War For
Top Talent in theVAR / MSP Community
Want More Info?
