Recruiting process presentation
•Descargar como PPT, PDF•
1 recomendación•498 vistas
WYMWYG - What you measure is what you get!
Recomendados
Recomendados
Más contenido relacionado
Similar a Recruiting process presentation
Similar a Recruiting process presentation (20)
Último
Último (6)
Recruiting process presentation
- 1. Selecting Winners! Presented By Dan Gibbs
- 2. MISSION STATEMENT Galt Society 2011 Predict Success Identify the behavior necessary for success in your environment and find people who behave that way.
- 3. Galt Society 2011 MEASURING ERA It's a miracle • EFFORT ~ “THIS... IS A SIMPLE GAME. YOU THROW THE BALL. YOU HIT THE BALL. YOU CATCH THE BALL.” [BULL DURHAM] • RESULTS ~ “THREE STRIKES AND YOU’RE NOT OUT! THERE IS ALWAYS ONE MORE THING YOU CAN DO!” [GEN HAL MOORE] • ATTITUDE ~ “TO CHOOSE DOUBT AS A PHILOSOPHY OF LIFE IS AKIN TO CHOOSING IMMOBILITY AS A MEANS OF TRANSPORTATION” [LIFE OF PI]
- 4. Galt Society 2011 DOUBLE CHOCOLATE CAKE WITH RASPBERRY BUTTERCREAM FILLING
- 5. Galt Society 2011 “WATER, WATER EVERYWHERE NOR ANY DROP TO DRINK”
- 6. It’s frustrating to hire a person that worked harder at getting the job then they at doing the job once they got it! PEOPLE ARE ONLY PERFECT TWICE IN THEIR LIFEWhen they are born and when they write their resume Galt Society 2011 “I hired your resume. But, unfortunately what I got was you.” Jay Jordan, CEO Jordan Companies
- 7. Galt Society 2011 SEND ME MORE RESUMES Position Description “Can hit the ground running” “Ramp up in 90 days” “Has a rolodex” “A strong network” “A proven track record of success” Interview Feedback “Just something about them” “They didn’t seem prepared” “I just don’t think that s/he would be a fit” “S/he looked goofy”
- 8. WHO WE ARE DETERMINES WHAT WE ARE Galt Society 2011 Candidate Manager Company Collective
- 10. Galt Society 2011 Requirement / Label MUST Definition & Recognition Measurable Function Is / Is Not How Will I Know When I See It? METRICS THAT MATTER Made, Saved, or Achieved Measurable Function Is MSA: %, $, #, X Measurable Function Is MSA: %, $, #, X Measurable Function Is MSA: %, $, #, X Measurable Function Is Not How Will I Know When I See It? Measurable Function Is Not How Will I Know When I See It?
- 11. Galt Society 2011 City Of Angels Seth: “What’s that like? What’s it taste like? Describe it like Hemingway.” Maggie: “Well, it tastes like a pear. You don’t know what a pear tastes like? Seth: “I don’t know what a pear tastes like to you.”
- 12. Galt Society 2011 1 2 3 4 5 6 Req development; Internal posting; external candidate identification Recruiter sourcing, interviewing, and candidate data collection Candidate presentations; client interviews; background checks; reference checks; offers; resignations; starts SERVICE LEVEL AGREEMENT (SLA) With a destination in place, we can plan our trip together
- 13. Galt Society 2011 Now that we have a map
- 15. Dan Gibbs dan@galtsociety.com "The quality of service the customer receives externally will be influenced by the quality of service people give each other internally." Galt Society 2011
Notas del editor
- Our mission is simple! Predict Success - Identify the behavior necessary for success in your environment and find people who behave that way.
- Effort: A journey begins with a single step: How big, how often, & how many? What must this person DO in a measurable way in order to win/ Results: As a manager, how are you MEASURED? How will your new hire be measured? Great hires have a way of winning but they must be playing the same game with the same set of rules. Attitude: Ethos. Innate beliefs, competencies, and behaviors that drive action. This is a formula of personal achievement which, in turn, leads to the overall accomplishment of the team or company.
- If a Double Chocolate Cake with Raspberry Buttercream filling were the ultimate goal; However, this is the recipe to achieve that goal; in all likelihood we would fail. Ingredients For the cake:1 ¾ cups all-purpose flour2 cups sugar¾ cups unsweetened cocoa powder2 tsp. baking soda1 tsp. baking powder1 tsp. kosher salt1 cup buttermilk½ cup vegetable oil2 eggs1 tsp. vanilla extract1 cup hot, strong coffee For the raspberry swiss meringue buttercream filling:2 large egg whites, room temperature½ cup sugar10 ½ tbsp. unsalted butter, room temperature¼ tsp. vanilla extractpinch of salt¼ cup fresh or frozen raspberries, pureed and strained For the chocolate buttercream frosting:1 cup unsalted butter (2 sticks), softened¾ cup cocoa2 cups confectioner’s sugarpinch of salt2 tbsp. heavy cream Fresh raspberries for garnish
- This is a representation of the actual results of a survey in which I asked hundreds of hiring managers to complete a search request. In that survey, they were asked what they were looking for in a candidate. It is certainly not a buyer’s market. High unemployment does not imply high talent availability. Employed talent is more entrenched and passive than ever before; who wants to risk being the last one in and the first one out? Recruiters are flooded with unqualified applicants—more “noise” in the system at a time when recruiting resources are stretched thin to begin with. To respond to these realities, recruiting functions need to do more than fill requisitions. They need to drive real business impact through influence. So, very much like the cake; if we only have the ingredients but lacked the metrics, or recipe, to make it, we would be hard pressed to get the outcome that we want.
- In truth, resumes are not a true measure of whether a candidate can actually fulfill the requirements necessary to achieve the mission of the roll. In fact, one could argue that the best candidates are not the best resume writers; they’re too busy being the best candidates. When you can’t change the people; you change the people.
- We often hear managers seeking more resumes to read. Presumably, any particular resume that passes the recruiters and the managers litmus test yet fails the interview test; then, something else must be missing.
- The search begins with the manager telling the recruiter what his or her expectations are for the role and what the compensation is. The recruiter then talks to candidates looking for someone’s whose goals align with those expectations. During the interview process between the hiring manager and the candidate; a cultural assessment is conducted to see if everyone likes each other. While quantitative information regarding past performance, it is not regarded as the first and foremost attribute of qualification. People repeat behavior 88% of the time. While there are no guarantees, past behavior is indicative of future behavior. You are measured off of results and want to hire people that are certain to help you achieve those results; not people who can do it or want to do it, but people that HAVE done it.
- This is what of a QUANTIFIABLE recruitment process looks like. We are not advocating discounting all of the personal attributes all together; however, if a candidate does not have the quantitative record of accomplishment, then you – as a hiring manager – should not be spending valuable time interviewing them to begin with.
- City of Angels
- City of Angels