RECRUITING IN TODAY’S
MARKET
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What are Your Biggest Challenges?
Finding the Right Candidate’s and Getting
Them to the Table
Interviewing and Evaluating Candidates
Internal Decision Making
Putting Together Competitive Offers
Closing the Deal
Successfully “On Boarding” New Hires
Retaining key people
Other Challenges?
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Baby Boom Retirement will Accelerate
Next Generation Talent Pool is Smaller
DOL > 19 Million New Job Openings By 2014
(We Hope!!!)
DOL Estimates Active Candidate Population
at 16%
Passive Candidate Pool is 84%
Smaller Supply + Growing Demand = War for
Talent
HRM Report - Passive Candidate Strategies
Winning the War for Talent - Oct 22, 2010
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Have a Great Story
Be a Great Place to Work
Be Prepared to Sell (not just interview)
Be Clear on What Differentiates your
Company
Success Breeds Success
Communicate Effectively
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Networking
Even When You Don’t Have A Need
Develop Relationships
Multi-pronged Effort to Cast a Wide Net
Internet Makes it Easier
For Senior Positions, Websites Usually Provide
Leadership Team
Use Linkedin to Find People at Next Level’s
Down
Manage the information
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NETWORKING
Linkedin
Plaxo
Zoominfo
Execunet
Ladders
Monster
Local Advertizing
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Planning is a Big Deal
Make Sure You Know What You Want to
Assess
Experience, Skills, Style, Strengths,
Weaknesses, Goals, Motivations, Gaps
If the Candidate Will Meet Multiple People,
Plan Who Focuses on What Topics
Shift from “Buying” to “Selling” as Appropriate
Organize Debrief Session with Interview Team
Timely Feedback
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Career Flow and Logic - Look for Trajectory
and Red Flags
Behavioral - How Candidate Handled Specific
Situations
Situational – How Candidate would Handle
Hypothetical Situations
What Questions Do You Have? - Gives View
of Preparation Level and Thought Process
Body Language and Eye Contact
When Comfortable They Have Right Skills &
Experience, Focus on Chemistry
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It All Comes Down To Supply And Demand
For Unique Candidates, It Takes A Significant
Boost To Attract Them
Passive Candidate Move Premium 20% - 30%
Increase In Base
Sign On Bonus Expected, Especially With
Passive Candidates But Even With Active
Candidates
Equity Expectations
Compensation Trend Articles in Website
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Information is Power – Know where the
Candidate is Now in Terms of Compensation
Know What Their Hot Buttons are Besides $$
Important to Have Internal or External GoBetween
Strongest Offer Upfront vs Willingness to
Negotiate
Having a Strong # 2 Candidate is Great
Be Decisive and Responsive
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Done right = Increased retention Odds
Speeds up Learning Curve > Productive Faster
Reinforces New Hires Decision to Join
Reduces Stress & Increases Feeling of
Belonging
Communicate Expectations
Requires Careful Planning
Applies to Senior People as well as Junior
People
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It’s More Than $$$
Opportunity To Significantly Contribute
Flexibility Within Reason
Encourage And Practice Succession Planning
Opportunity For Career Growth
Opportunity To Develop New Skills
The $$$ Is Still Important
Communicate Effectively
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Retained Search – Commitment to Complete
Project When its Hard to Dig Up Candidates
3 payments – Start, Middle, Completion
Contingency – For Less Senior Positions When
Candidate Pool Broader - 1 Payment at
Completion.
Large Public Multi-location/Practice vs.
Smaller Boutique Focused on Specific Industry
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Thank You!!
Questions
Discussion
Ideas
Background information available at
www.mbels.com
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