RecruiterFinding Direction in the Search for Solutions

Presented by:

Steve Lowisz

Statistics show us that recruiters often feel unprepared and

stranded

Most Professions Require Training

Real Estate Agent

• Nevada law requires 90 hours of real estate course credits (Real Estate Law, Broker Management Training, etc.)

• Must pass national and state real estate examination

• Must apply for licensing with proof of examination, course work and transcript

Most Professions Require Training

Cosmetologist

• Cosmetologist License: 1800 training hours

• Hair Designer License: 1200 training hours

• Nail Technician License: 600 Training Hours

Three state licensing exams: theory, practical, and law

Recruiters Often turn to the Web for Answers

What does it take to be a good recruiter???

Online Research Methodology

• In-house web analytics tracked a year’s worth of recruiter web searches

• Compared these searches to global monthly search topics on Google

• Found which keywords and phrases are searched most frequently in Recruiting, Talent Acquisition and HR

• The Results are alarming!

In this session…

Why are recruiters asking these questions?

What are the top questions searched by recruiters?

So, What are Recruiters Searching?

8

#1 - “How Do I Leave an Effective Voicemail?”

“How Do I leave an Effective Voicemail?”

• Many recruiters are experiencing horrible return call ratios

• Too many recruiters avoid the phone because they “don’t have time”

• Focus has become how to automate the process, removing the human element

The Problem

“How Do I Leave an Effective Voicemail?”

The Solution

• Remember it’s not about you

• Present with confidence

• When they call back, LISTEN!

• What is the reason for reaching out?

o Get them to respond

o Learn more about them

• Don’t try to sell them before you know them!

#2 - “What are the Key Attributes of a Recruiter?”

“What are the Key Attributes of a Recruiter?”

The Problem

• Varying definitions across the web (5.7 million)

• The ‘Secret Sauce’ still seems to be a secret

• If we can’t define skills for our profession, how do we define skills for other positions??

“What are the Key Attributes of a Recruiter?”

The SolutionKeep These Skills in Mind

• Relationship Building Skills

• Sales/Influencing Skills

• Results Focused

• Listening Skills

• Research Skills

• Optimism

#3 - “How Do I Talk to a Hiring Manager?”

“How Do I talk to a Hiring Manager?”

The Problem

• Inherent “disconnect” between Recruiters and Hiring Managers

• Manager wants to see more and more resumes

• Manager is unresponsive

• Manager doesn’t know what they want or need

• Manager expecting a candidate that doesn't exist

The Problem

• Recruiter not setting expectations

• Recruiter not leading the recruitment process

• Recruiter not asking questions to determine the right profile

“How Do I talk to a Hiring Manager?”

“How Do I talk to a Hiring Manager?”

The Solution

• Lead the process• Set expectations up front• Pre-interview meetings• Candidate debriefs• Drop the HR Speak

#4 - “What is the Cost of a Poor Hiring Decision?”

“What is the Cost of a Poor Hiring Decision?”

• Losses due to a bad hire rarely ends up on balance sheet but can be detrimental to the organization

• Lost opportunities, wasted time, overall business degradation occurs when hiring not based on quality

The Problem

“What is the Cost of a Poor Hiring Decision?”

Avoid “Bad Hire Procrastination”

• Managers spend too much time trying to change behaviors in the “DNA” of a poor performer

• Avoid promoting an individual based on something other than performance (tenure, etc.)

Understand the “DNA” of each candidate

• Skill

• Attitude

• Competency

• Culture

The Solution

#5 - “What Are Effective Recruiting Metrics?”

“What Are Effective Recruiting Metrics?”

The Problem

• To many metrics measure symptoms and not root cause

• Often companies talk about quality and measure quantity and cost

• Source of hire is hard to measure – is it tied to quality?

#6 - “How Do I Maintain a Talent Pipeline?”

“How Do I Maintain a Talent Pipeline?”

• Hiring Managers and Recruiters define pipelines differently, resulting in confusion and missed opportunities

o “On demand” vs. “pond”

• Improper maintenance leads to candidate disengagement and dropoff

• The road to a well-maintained pipeline requires clear and well-defined goals

o Outreach

o Store & Maintain

o Engage

The Problem

#7 -“What is Unconscious Bias?”

The Problem

“What is Unconscious Bias?”

• Think of a surgeon and a nurse – who do you picture?

• Without realizing it, we are all guilty of unconscious bias, predominantly in job roles

• Unconscious bias – hidden beliefs or unconscious assumptions – can lead to poor hiring decisions

#8 - “Why is HR a Necessary Evil?”

“Why is HR a Necessary Evil?”

The Problem• Recruiters and HR

often considered “frenemies”

• Conflict due to fundamental differences, different skill sets, authority issues

The Problem

“Why is HR a Necessary Evil?”

Recruiters vs. HR on Google

Presented by:

Steve LowiszAuthor, Educator

International Speaker

Questions?Contact Me:Steve Lowisz

P: 734.521.2800steve@stevelowisz.com

Check out my Blogwww.stevelowisz.com

The Lost Recruiter

RecruiterFinding Direction in the Search for Solutions

Presented by:

Steve Lowisz