recruiting the best of the best 2014

Copyright 1997-2014 Lean Human Capital, LLC

Recruiting the Best of the Best!

(Versus the Best Available)


About – David Szary

“Fell” into recruiting in 1989!

First half of career, recruited (and managed teams) in “high tech” industry

for a publicly-held “high-growth” IT Service provider.

In 1997, founded The RIO Group (www.riogrp.com) & The Recruiter

Academy (www.recruiteracademy.com). In 2009 founded Lean Human

Capital (www.leanhumancapital.com), combining The Recruiter Academy

educational solution with analytic and process optimization best practices.

Has worked with over 10,000 recruiters from thousands of companies

across the entire United States, Canada, South America, Europe, Asia and

the Middle East, including some of the most respected organizations in the

world.

Unique opportunity to work with recruiters and recruitment organizations

performing in all types of market conditions within all major industries.

http://www.riogrp.com/

http://www.recruiteracademy.com/

http://www.leanhumancapital.com/

© 1997-2014 LEAN HUMAN CAPITAL, LLC© 1997-2014 LEAN HUMAN CAPITAL, LLC

Elite Honor Roll!


2014 Elite Honor Roll!!

Fairfield Medical Center – Lancaster, OH (Four

time winner)

Beaumont Health System – Royal Oak, MI (Three

time winner)

Texas Health Resources – Arlington, TX (Three

time winner)

Baystate Health – Springfield, MA (First time

winner)

Rush University Medical Center – Chicago, IL

(First time winner)

© 1997-2014 LEAN HUMAN CAPITAL, LLC© 1997-2014 LEAN HUMAN CAPITAL, LLC

Elite Honor Roll

How did they win?

They outperformed their peers in our 25 Key

Recruitment Metrics Performance Index (a

combination of key metrics from five performance

areas: Responsiveness, Process Efficiency,

Productivity, Cost, and Quality of Hire):

They used their Recruitment Team’s Scorecard to

manage their business and build a culture using data &

fact.

They demonstrated a strong commitment to continuous

improvement and lifelong learning.

They implemented innovative solutions to improve key

metrics and drive cost savings for their organizations.

Mission: To publicly recognize those recruitment

organizations performing at an ‘Elite’ Level.


Today’s Labor Market


Market Conditions

Aging Population

65+ year old population will

increase 50% by 20202

Sick Population

66.5% of adults in the U.S. are

overweight and obese2

New Population

32 million previously uninsured patients

added by 20191

By 2020, 1 in 9 jobs in the U.S.

will be in Healthcare5

Employment in Healthcare is projected to

grow 23% thru 20184

By 2025, the physician

shortage could be as much as

25%1

U.S. Population demand for Nurses will

exceed supply by 1 million in

20203

The U.S. will require 10-12 million new & replacement direct care

workers in 10 years1

Decreased Supply of

Healthcare Professionals

Increased Demand for

Healthcare Professionals

When Demand for Labor Drastically Exceeds Supply, you are at Risk . . .


Market Conditions – CASE STUDY

Quality of HireHire Best Available vs. Best

Possible Candidates Just to Fill

Vacancies

Cost of VacancyIncreased Costs Associated

with Turnover and Time to Fill for

Critical Job Families8

Estimated Performance

Score of 25%7

Revenue Loss of

$2,911,346

2014 Estimated Medicare Revenue

Withheld$4,159,065

$1,247,720 Withheld for HCAHPS

$2,912,000 Withheld for Quality6


Score of 50%7

Revenue Loss of

$2,079,533


Score of 75%7

Revenue Loss of

$1,039,766

20% Turnoverin 2013

• Avg cost of TO per RN = $8,700

• Annual RN TO costs =

$295,800

Savings by implementing

Lean processes & validated

assessments & reducing TO by

25%

$73,950

17% of Direct Care RN

positions take 140 days to fill

Avg Agency/OT Cost to fill 1

position:$39,200

Savings by implementing Lean staffing processes &

reducing TTF by 25%

$676,200

Only those Healthcare organizations that invest in a lean, proactive Talent Acquisition

strategy will survive over the next decade.


32 % “Listeners”/Passively

looking

34%

NOT LOOKING!

14% Seriously/Actively looking

20% Casually Looking

14% are seriously/actively seeking a new position.

20% are casually looking (a few hours now and then).

32% are passively looking (if something comes along, I’ll take

a look at it). We call them Listeners!

34% are not looking.

Source – Staffing.org – 2013, Bureau of Labor

Today’s Labor Market


Attributes of the ‘Best of the Best’

Virtually zero unemployment rate.

If they are unemployed, they will quickly find employment.

Everyone wants them.

They need to be ‘recruited’ (even the top college grads).


Recruiting Best of the Best (Top Talent)

Best Practices

Ensure Top Talent can ‘find you’.

When they find you, what is your compelling Value Proposition.

When they apply, they need to have a great experience!

If they don’t find you, you need to go find them!


Hyper Active Candidates

Ultra Passive Candidates

77% of job seekers START

their job search at a

search engine (Google

most popular) typing in

Key words relevant to

their search . Indeed

postings consistently

rank first in each search

engine.*

23% start search

directly going to

specifics sites including

company websites, job

boards and

social sites.*

*Source: Gartner & CareerBuilder

How do they find you? –

Organic SEO & Targeted SEM


Ensuring Top Talent Finds You

Job Postings – Best Practices

Key Word Friendly - Effective use of Key Words (SEO/SEM)

Ensure Posting is Visually Appealing and professional with correct grammar and no typos!

Provide a Compelling Value Proposition that is concise and to-the-point.

Provide Position Details (description, requirements, etc.).


The Importance of Keywords

Use the words the job seekers are

using:

o It is how job seekers find our posting.

o It is what increases your rankings!

Alternative job titles:

o Number of times repeated in a

posting ups the rankings.

Some sites have a time factor. The

longer the job posting is out there, the

lower it will rank.


The Importance of Keywords

1. Determine alternative job titles:

What is the most simple, basic version of this

job title?

o You are calling it “Northwest Territory

Business Development Manager”.

Simple versions of the same title could be:

o “Sales Manager”.

o “Territory Sales Manager”.

o “Regional Sales Manager”.

o “Business Development Manager”.


Once they find you - What is their experience?

What is your compelling value proposition?

What is the application

process like? Is it easy to

engage? Is it mobile?

What is your ‘brand’

socially? Glassdoor?

Other sites? What is your compelling value proposition?

What is the candidate

experience like? What do

the non-hired candidates

say about their

experience?

Average Job Seeker spends 6 seconds reviewing a job posting before they decide to read further or leave posting.


Crafting a Compelling Value Proposition!

Candidate’s Motives to Move

(or to call you back)

What Can You Offer?What Can Your

Competitors Offer?

Identify Pain or Pleasure

“Gaps”


Job Postings

Before & After Examples


Recruiting Best of Best (Top Talent)

Best Practices

Ensure Top Talent can ‘find you’.

When they find you, what is your compelling Value Proposition.

When they apply, they need to have a great experience!

If they don’t find you, you need to go find them!


Sharp Shooter versus Shot

Gun Approach:

o Proactive Referral

Sourcing with Rock Star

Employees!

o PERP Technology.

o Boomerang – P-CRM.

o Capturing Lists/CRM.

The Sharpshooter Approach



Gun Approach.



Employees!

o PERP Technology


o Capturing Lists/CRM


Pragmatic sourcing solutions for those

with limited time!!


Benefits of A Referred Employee from A

Rock Star Employee

There is increased data supporting the strong business impact

referred employees have on organizations:

Referred Employees are already the #1 source for new hire

volume; averaging 24.5%. *CareerXroads 2013

Referred Employees rank as the #1 source for new hire quality in

two studies:

o 61% are hired from referrals on social media or company career page compared

to 14% hired from job boards. *staffing.org 2011 and Aberdeen Group 2013

Referred Employees have a higher retention rate:

o 43% of hires from referrals and company career page stay longer than 3 years.

o 14% of hires from job boards stay longer than 3 years.

*Jobvite Social Recruiting Survey 2013

Faster Time-to-Fill, a fraction of the recruiting costs … the ROI of

referred employees becomes exponential!


Keys to Success:

Develop Relationship.

Socratic Questioning – Take the

‘Thinking Away’!

What’s in it for them?

Be Prepared for the Reflex Response

(Stimulus-Response Reaction)!

Conversational Investigation (IQs)


MINDSTORM with your managers…who are your “Rock Stars!”?

Engage and develop relationships with these individuals (face-to-face if possible).

Ask good thought-provoking IQ’s:

o Where did you work previously (go back 1,2,3 jobs)?

o How many peers did you have that did what you did?

o To whom did you report? Who reported to you?

o If you had to create a dream team of former peers, who would be your “starting 5”?

o Do you (did you) belong to any industry associations we should be active in?

o If you were me, and had to find a person like you, what would you do?

o Who should I connect to within your network (LinkedIn, Facebook, etc.) that can help me with my search?

IQ’ing Rock Star Employees


The growth of social media platforms and the

internet make it easy for people to connect.

There is increased visibility of candidates’ work

on the Internet to assess for right fit.

New referral technologies and vendors make

referring easy.

o Facebook and Twitter are very difficult for

passive candidate search, but most successful

for Employee Referral.

o Consider a tool to assist your PERP.

PERP - Leveraging Technology/

Social Media Channels

Rolepoint – www.rolepoint.com

iMomentous – http://www.imomentous.com/

Careerify - http://www.careerify.net/

Zalp – www.zalp.com

http://www.rolepoint.com/

http://www.imomentous.com/

http://www.careerify.net/

http://www.zalp.com/



Gun Approach:



Employees!

o PERP Technology.


o Capturing Lists/CRM.



Boomerang Rehires

A pragmatic plan to turn ‘regrettable’ turnover into a top source of hire:

1. Each month or quarter, identify those valued employees that left

on good terms. The individuals that the manager/department

would LOVE to have back.

2. Ensure you have accurate contact info (email, phone, LI profile,

etc.)

3. Create a centralized list for all of these former rock star

employees (store in ATS, CRM, Excel document, etc.).

4. Develop a relationship management campaign. Every 2-3

months, reach out to them to see how they are doing, let them

know they are missed and . . . if they are interested in having a

conversation about employment – - to contact you ASAP.


For each ‘core skill set’ you recruit for:

Identify all associations (think Diversity ), user groups (ask employees,

hiring managers, surf the net), etc:

o Get managers to join (if they are not already members) and get

membership list!

o Have someone attend meetings and conferences to collect business

cards (not just hand them out).

o If they have a website, post a job, source candidate database, etc.

o Sponsor meetings, advertise in newsletter, speak at events.

Identify all industry conferences:

o Identify managers and employees attending – get the conference

attendee list.

o Download all attendee speakers into your database/network. Use for

referral sourcing.

You Capture Lists OF the

Best of the Best!


Lean Human Capital RECRUITx

Healthcare Recruitment Community


RECRUITx

Initial Baseline Discovery Analysis

Voice of the Customer Data and

Performance Metrics

With Industry Benchmarks

Validated Recruitment Best Practices

Access To Community Thought

LeadersShare Your Story

RACR Special Pricing

Pragmatic Advisory Services

Benefits of RECRUITx


Recruiter Academy Certified

Recruiter Program (RACR)

We are very excited to be able to provide our Recruiter

Academy Certified Recruiter program in a webinar based

format. Our next session starts January 12, 2015.

The program is delivered over 11 web-based modules that allow

our students to absorb, retain and apply the concepts and

principles gradually over time!

With participation in our program, you are eligible to become a

Recruiter Academy Certified Recruiter (RACR).

The program also qualifies for 15 HRCI credits.

Special Pricing available when 3 or more people attend.


Interested in Lean Human Capital, Healthcare RECRUITx Community or our

Recruiter Academy Certified Recruiter Program

Please contact us at: [email protected].

mailto:[email protected]

recruiting the best of the best 2014

Documents

lean human capital

recruitment organizations

best availablecopyright

llcelite honor roll

best possible candidates

population demand

respected organizations

combination of key metrics