The Recruitment Strategy Meeting Randall Birkwood

Recruitment Strategy Meeting - Most important hour you will spend - You will save time and energy - You will attract better candidates - You will be viewed as a true business partner

Two Key Factors to Success! Time reserved for the meeting Change the order in which the recruiter gathers information

Time: An hour at minimum is reserved for the meeting. The meeting will help the manager think clearly about what is needed, saving valuable time later.

Information Gathering: - The recruiter spends the first part of the meeting learning about the business and current priorities. - The second part of the meeting focuses on the position description and how it relates to the business priorities. - Only after learning the above, does the recruiter gather information about the candidate qualifications.

THE BUSINESS AND CURRENT PRIORITIES Can you please discuss your team (size, management structure, etc.): What is your team doing well currently? Where do you see gaps or challenges that are holding your team back from being more successful? What are your team’s biggest priorities and challenges over the next 6-12 months?

THE POSITION AND HOW IT RELATES TO CURRENT PRIORITIES What needs are you trying to fill by hiring for this position? What will be the most important priorities this person will need to focus on in the first months to be successful? Can you describe one or two important projects this person will be working on?

CANDIDATE DETAILS – MANAGER RELATES TO PRIORITIES/BUSINESS NEEDS Based on your needs, what are absolute “must haves” that this candidate should have in his/her background? What skills would be “nice to have” but are not “musts”? What type of soft skills/personality types work well on your team? What soft skills do not fit well in this role? What is the career progression potential of this position? Based on milestone dates for your team, how soon do you need someone for this role?

ATTRACTING TALENT How would you describe your team’s culture? How did you sell your team to the last person you hired? Are there any current employees you are considering? If so, who? Are there any external candidates you are considering, or would like to make me aware of for follow-up? Employee Referrals: How can we get the word out? Alumni Networks or Professional Associations: Do you or your team belong? What are some target companies we can source from? (Consider prior employment agreements/vendors) Professional Events / Trade Shows: (recruitment cards / flyers)

Results “Real” Job Description No Wasted Calibration Meetings Later Faster Time-to-Fill (64 to 44 days in 2 years) Better Partnerships with Hiring Managers Happier Recruiters!

Example of Results Reported to Executives Faster Time-to-Fill improves Results: Average revenue per Account Manager is $5.0M, or $13,700 per day (Example) North America time-to-fill improved from 52 days in 2010 to 44 days in days less time to fill = $109,600 increased revenue opportunity per Account Manager. North America average time-to-fill improved from 64 days to 44 days since less days time-to-fill = $274,000 increased revenue opportunity per Account Manager.

Thank You! For copy of presentation please contact me through LinkedIn Randall Birkwood