1. Know Yourself Presented by Ron Bower President of Brickpath Group

2. John Gallagher Conference Committee Program Committee Julie Fratus Speaker Committee Alison Hines Speaker Committee Latoya Smith Amanda Thompson SMA Chair SMA Committee

3. Laura Thomas Marketing Committee Sponsor Committee Erin McGinty Sponsor Committee Jackie Anderson Sponsor Committee Angie Kilgore Jennifer Vorus Marketing Committee Cody Bees Marketing Committee SMA Committee

4. Alliance Solutions Group (ASG) provides technology, marketing, finance/payroll, talent/HR and other business operations support to specialized staffing and recruitment companies. Alliance’s shared service model allows for our brands to direct their full attention to matching the best talent to the specialized needs of the employers they work with.

5. Ron Bower President, Brickpath Group

6. Staffing Management Association Know Yourself! Recruiting and the Myers-Briggs Type Indicator® October 9, 2015 Facilitated by: Ron Bower

7. MBTI: An Overview Carl Jung Isabel Briggs-Myers Katherine Briggs 4 scales 2 extremes Preferences Not skills/ability Individual and team benefits Understand and respect the differences!

9. Extraversion and Introversion How you prefer to interact with the world and where you gain energy Extraverts (E) Energy from outside world Usually talk more Usually more animated Talk, then think Talk faster and usually louder Change subjects quickly Enjoy/need to be around others Often seek center stage Gregarious Interrupt and finish sentences 70% of U.S. population Introverts (I) Gain energy from within Usually talk less Usually more reserved Think, then talk Talk slower and usually more quietly Stay on one topic at a time Like/need time alone Often shun the limelight Reflective Doesn’t like to be interrupted 30% of U.S. population

10. Sensing and Intuitive The way you prefer to gather data and take in information Sensing (S) 5 senses to gather information Literal, real examples Clear, straightforward speech Include facts and details Focus on present, reality Tangible Down-to-earth Factual Practical Specific 65% of U.S. population Intuitive (N) 6 th sense to gather info Figurative, analogies Complex speech patterns Repeat, recap, rephrase Envision the future Theoretical Head-in-clouds General Possibilities Conceptual 35% of U.S. population

11. Thinking and Feeling How you prefer to make decisions Thinking (T) Objective Laws, rules, policy Prefer clarity Detached from decision Head makes decision Cooler, more distant May seem blunt, insensitive Low key and matter of fact Argue/debate for fun Usually don’t personalize 65% are males Feeling (F) Subjective Circumstances, social values Prefer harmony Include people in decision Heart makes decision Warmer, friendlier to others Aware of feelings, diplomatic May appear excited, emotional Avoid arguments, conflict Feelings hurt more easily 65% are female

13. Judging and Perceiving Approach to the Outside World Judging (J) Structure, order, closure More formal, conventional More serious Make lists, check off lists Create & live by rules, systems Like to set and reach goals Definitive, strong opinions Like to take/be in charge Usually more organized May not like surprises Smell the roses, if on the list 55% of U.S. population Perceiving (P) Spontaneous, flexible, open More casual, unconventional More playful Make lists, lose lists Rules, systems, structure: limiting Likely to change goals May appear tentative Are good at adapting Usually less/not organized More easily deal with unexpected Regularly stop & smell the roses 45% of U.S. population

15. Impact of Your Type as a Recruiter Extraverts (E) Brings great energy Energized by interaction Exhausted by the introverted activities Careful not to interrupt or talk more than the candidate Introverts (I) More energized by sourcing than interviewing Likely exhausted by full days of interviewing May be perceived as being a better listener Make sure you are talking enough

16. Impact of Your Type as a Recruiter Sensing (S) Attention to details Realistically present immediate opportunity Tried and true approach May need to pay more attention to the bigger picture, long-term view Will quickly tire of strategic planning discussions Intuitive (N) Paints a good picture of the future of the opportunity Brings vision/strategy Wiling to try new approaches Don’t overlook the important details Head will explode if buried in details and spreadsheets

17. Impact of Your Type as a Recruiter Thinking (T) Objective Process/rule follower Detached from hiring decision Bring logic to decision Careful not to be too blunt, insensitive Feeling (F) Subjective People over process/rules Include personal issues in decision Warmer, friendlier to others May stress out and/or avoid rejection discussions

18. Impact of Your Type as a Recruiter Judging (J) Create & live by rules, systems Definitive, strong opinions Usually more organized May not like surprises Careful not to bring closure too quickly Frustrated by lack of process and structure Perceiving (P) More casual, unconventional May appear tentative Good at adapting More easily deal with unexpected Respect the need to bring closure to a search Frustrated by process and structure

20. CPP Research on Influence 3000 participants

21. Provide the best option first!

22. Temperament Drives Influence! ST SF NT NF

23. Only 10% chance of influencing if you approach from complete opposite Type

24. Influence and the ST Tell it like it is Straight forward Clear and direct No inconsistencies No emotional pleas Be confident

25. Influence and the SF Genuine Collaborative Build the relationship first Demonstrate you’ve listened Use personal examples Don’t be condescending

26. Influence and the NT Be organized and logical They will connect emotionally: because it’s the right thing to do Be competent and well informed Acknowledge their expertise Be prepared: they will ask questions to clarify No fake goodwill

27. Influence and the NF Encourage and inspire Emotionally connect person & topic Show passion Engage their values Start with big picture Show the bigger “why”

29. MBTI and Pre-Employment Never, ever a part of the hiring decision Results must be self-validated Ask well thought out questions to address the behavior or learned behavior you need Use for development plans

30. The Perfect Recruiter?

31. The Perfect Recruiter! SPENJFIT

32. The Perfect Recruiter! Accept who you are Respect the differences 51% Never stop learning Explore your opposite And most importantly…

33. Don’t Use Your Knowledge For Evil!

34. If you want to talk more… Ron Bower President, Brickpath Group, LLC ron@brickpathgroup.com 216.402.5362

36. Know your Client November 6 th You know the job responsibilities and requirements, you wrote a catchy posting, you are doing all the right things, yet the hiring manager is not satisfied with any candidate you present. Sound familiar? Successful recruiters know that hiring great people is so much more than matching resumes to job postings; it is about finding the right fit. Come learn about insights, experiences, and practical approaches to understanding your clients from three of NEO’s influential leaders: – Blake Babcock – President/CEO at Mobile Meals, Inc. – Julie Maurer - President at SilverLine Consulting – Mary Vales – Manager of Learning & OD at Hyland, creator of OnBase Register on CSHRM website