Zweig group BBR webinar intro - session 1

transcript

©ZweigGroup 2016

Why are we teaching this webinar?• Talent acquisition and retention is one of the biggest

challenges facing our industry today. • To help people understand recruiting from a relational

standpoint and not just a transactional one. • For some firms intentional recruiting is an afterthought. • Most design firms post job openings and leave it at

©ZweigGroup 2016

Why are we teaching this webinar?

• Many firms don’t know their real performance numbers when it comes to hiring.

• Internal recruiting matters as much as external recruiting.

• Firms are not willing to try new things when it comes to hiring and retaining talent.

©ZweigGroup 2016

How do design firms recruit better ?

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Recruiting, Relationships, and Marketing

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“Your job as a recruiter is not to keep bad people out but rather to get good people coming in!”

Mark Zweig, Founder Zweig Group

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What is Recruiting?

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Answer: Getting the right people at the right time into the right role. It’s an art as much as a science.

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Recruiting is all about Relationships• It’s a long term process that if done well can pay off handsomely. • Learn to give as much as you get. • These relationships are important both internally between HR and

Hiring Managers and externally between your firm and the available talent pool.

• People want to work with people they like. • Hire for character, train for skills • Have to be willing to cut people from the team

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Recruiting is Selling• You have to create openings to fill. • You have to create attraction based job descriptions. • You have to have the right people meeting with candidates. • Consolidating your recruiting efforts with one or two people is

essential. It doesn’t make sense to spread it around to everyone. Not efficient.

• Recruiting is a separate function that is separate and distinct

from human resources

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The majority of survey respondents (24%) said the candidate pool was the biggest obstacle to finding qualified candidates.

- 2016 Zweig Group Recruitment & Retention Survey

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Making Your Firm a Great Place to Work

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A Great Place to Work

• Is a place where the owners/managers are committed to growing.

• Is NOT a place where people are obsessed with maintaining control over everything.

• Is NOT a place that just focuses on pay and benefits.

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A Great Place to Work • Offers tremendous opportunities to all of its

staff. • Is a place where everyone is treated with

respect. • Is a place with great pay and benefits and the

ability to recognize and reward excellence even before an annual review happens.

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Close to two-thirds of firms surveyed (65%) give raises through a formal salary / wage review process.

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Almost two-thirds (65%) of firms offer referral bonuses* - 2016 Zweig Group Recruitment & Retention Survey

*MarkZweigisnotafanofthese!

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Three-quarters of firms (75%) offer tuition and fee reimbursement.

©ZweigGroup 2016

Know Your Numbers (Recruiting KPI’s)

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If you don’t measure what you do, how do

you know if it’s working?

©ZweigGroup 2016

Know Your Numbers A good recruitment program keeps track of all the statistics related to talent acquisition analytics.

• How many candidates do we have on every job opening? • How long does it take to fill a position in days? • What is our cost for advertising, online, newspaper? • What is our cost for employment fees?

©ZweigGroup 2016

Things to do back at the office…

Know Your Numbers - Cost Per Hire

( ∑ (External Costs) + ∑ (Internal Costs)

CPH = Total Number of Hires in a Time Period

Successful Interviews and Great Offers

The majority of firms (47%) say it takes 30-60 days on average to hire a candidate after making them an offer.

Questions NOT to ask during the Interview Process.

• What’s your background? • What’s your biggest weakness? • What’s your salary history? • Do you think you can handle this workload? • If I offered you the job would you accept it? • Why do you want to leave your present

Illegal Questions NOT to ask during the Interview Process.

• What is your religious affiliation? • Are you pregnant? • What is your political affiliation? • What is your race, color or ethnicity? • How old are you? • Are you disabled? • Are you married? • Do you have children or plan to? • Are you in debt? • Do you socially drink or smoke?

Social Media and Mobile Recruiting

Using Social Media & Mobile access to your firm before and after the hire1. Use Social Media to share jobs and engage

potential candidates.

74% of all internet users have at least one active Social Media account.

-Export your firm’s culture via Social Media

“7 Activities to Effectively Engage New Hires,” ICIMS whitepaper, 2015

LinkedIn is the most popular recruiting site, with 71% of respondents reporting they use it.

The fun is just beginning…Continue the discussion about recruitment and retention online. Use the hashtags #BBRWebinar and #ZweigGroup. We will respond to anything posted on Social Media on this topic.

Presenter: Randy Wilburn 617-828-9093

rwilburn@zweiggroup.com @randywilburn

Upcoming Webinar Schedule

Zweig group BBR webinar intro - session 1

Recruiting & HR