1. RECRUITING IN TODAY’S MARKET

2. Recruiting 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?

3. War for Talent 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

4. Attracting the Best People
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
Lots of job seekers but in many cases they don’t have the right skill set

5. Sourcing Passive Candidates
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

6. Sourcing Active Candidates
NETWORKING
Linkedin
Plaxo
Zoominfo
Execunet
Ladders
Monster
Local Advertizing

7. Interviewing & Evaluation
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

8. Questions 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

9. Compensation Trends
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

10. Negotiating
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 Go- Between
Strongest Offer Upfront vs Willingness to Negotiate
Having a Strong # 2 Candidate is Great
Be Decisive and Responsive

11. On Boarding 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

12. Retaining Great People
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
The environment and culture are a big deal

13. Search Firm Differences
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

14. Thank You!!
Questions
Discussion
Ideas
Background information available at