HOW TO ATTRACT THE BEST TALENTS

Welcome

HELEN CHAO,Ascenditur Recruiting@Helen_Chao

Featured Speakers

RAVI GOEL, Even & Odd Minds, LLC

KEITH HALPERIN, Samsung Strategy & Innovation Center

VIVI FENWICK, Vivi Fenwick Consulting

• Trends in Recruitment • How to Recruit Supermodels• Recruiting in the New Era• Q&A

Agenda

Trends in Recruitment

Featured Speaker

RAVI GOELA seasoned professional with 20 years of rich, in depth and extensive experience in hardcore IT & administration and more than 15 years of International Technical Recruiting Experience. Corporate experience includes Fortune 500’s, consulting companies and startups. Currently bootstrapping a staffing company named Even & Odd Minds, LLC.

About Ravi• International Technical recruiter; IT staffing; Head Hunting,

Contracting jobs and permanent hires.• Track record of consistently placing clients in highly

competitive opportunities.• Strong understanding of interview and offer negotiation

process, HR, Immigration, compliance and strategy.• Close relationships with the Fortune 500 hiring managers.

Ravi has personally placed talent at number of Fortune 500 Companies, IT Consulting Companies, Start-ups and many other Leading Technology Companies.

About Even & Odd MindsEven & Odd Minds is a talent-driven consulting firm providing individual consultants, project teams, and strategic outsourcing services to clients in a wide range of industries. We leverage our recruiting expertise to deliver high-end consulting services for engagements in select Information Technology and Engineering disciplines. Founded in 2011, Even & Odd Minds combines international reach with local depth, serving our clients all over North America.

• http://www.eominds.com• http://www.linkedin.com/company/even-&-odd-minds-llc• http://www.facebook.com/EOMinds• https://twitter.com/EOMinds• https://plus.google.com/+EOMinds

Recruitment…unlearn• Recruitment is understood as the process of searching and

obtaining applicants for jobs from among whom the people can be selected.

• Recruiting is like fishing.• Employer branding is like casting a net• A strong brand helps with sourcing• But not all have a strong brand. What if your brand isn’t strong

or strong enough?• Don’t worry…50% of recruiters don't understand their own

employer brand• Be a sponge... listen to your clients, listen to your employees

listen to your customers. There is lot to learn from them.• Identify core values… develop a plan and keep refining

Where to start• Job listings• Recruiting events• Go with LinkedIn and go beyond it too• Get social• Use next generation tools• Don’t miss the review sites• You go fishing where there is fish…In short go where the

candidate is• Skills and the size of the firm are important factors

influencing the recruitment process

Sources of recruitmentInternal sources• Current Employees• Employee Referrals• Former Employees• Previous ApplicantsExternal Sources• Job boards & Advertisements• Professional or Trade associations• Employment exchange• Campus Recruitment• Walk – ins• Consultants & Vendors• Print , Radio & Television• E-Recruiting

What affects your hiringToo Many or Too little..External Factors• Supply and demand :- If the demand for a particular skill is high relative to

the supply, an extraordinary recruiting effort may be needed.• Unemployment rate :- When the unemployment rate in a given area is

high, the company’s recruitment process may be simpler. • Labor market - Labor market conditions in a local area are of primary

importance in recruiting for most non-managerial, supervisory and middle management positions.

Internal Factors• Recruitment Policy :- Generally the policy is to prefer internal sourcing, as

own employees know the company well and can recommend candidates who fit the organization culture.

• HRP :-proper planning for effective utilization of human resources is very much essential

What’s happening• Sourcing world is changing and it isn't really about finding

candidates anymore. The days of hiding in a back office somewhere flexing your super-sleuthing Google muscles are really behind us. With the wide variety of tools, technologies and sites popping up all over, it's actually gotten fairly easy to find great candidates. And that's a double-edged sword because that means it's not only easier for you and me (the "good" sourcers), it's also easy for everybody else (junior, untrained and/or lazy recruiters). And we both know what THOSE recruiters do a lot of.... yep, bulk messaging and spamming.

• The trick to being a great Sourcer isn't FINDING the best talent, it's being heard above all of that noise and actually getting a RESPONSE.

Candidate experience• Good or bad, every candidate has an experience• Candidate experience: how to make it better• What’s going on: Use each Friday afternoon to update

your active candidates• Plug the black hole of apply and no reply• Use tools and hacks, but don’t over use them. One

needs search tools, ATS, email, texting, scheduling, interviewing and some more tools

• Plan ahead and pipeline• Share the kindness and people will share back

Increase the pool of job candidates at minimum cost• Begin identifying and preparing potential job

applicants who will be appropriate candidates• Network and keep networking• Work smarter and then work harder• Target and then personalize• Increase organizational and individual effectiveness in

the short term and long term• Evaluate the effectiveness of various recruiting

techniques and sources for all types of job applications

How to Recruit Supermodels

Featured Speaker

KEITH HALPERINSr. Recruiter at Samsung Strategy and Innovation CenterEmail: kdhalperin@sbcglobal.net

One of the biggest problems recruiters face is the unrealistic expectations of hiring managers.

They say they want the best, but they’re lucky to hire the rest.

It’s as if an average guy . . .

. . . only wanted to date supermodels.

There is a way to help set realistic expectations:

The Corporate Desirability Score,

or CDS

The CDS is a tool for HR and recruiting professionals to realistically assess a company in comparison to other companies.

How does it work?

The CDS takes into account typical employer characteristics rated on a scale of 1–100.

These characteristics fall into two groups:

1. Basics—What every employer offers

2. Extras—Perks or benefits that make this company special

The Basics should be comprehensive, and should include the following:

Compensation Benefits Work/life balance Growth potential Nature of the work Work environment and corporate culture Corporate citizenship

Here are some possible Extras: Stock options Onsite childcare Company transportation Free food and drinks Pet insurance Foosball and ping-pong tables Kegerator

First, determine the criteria you will use.

Include all the Basics and any Extras the company offers.

Assign a score from 1–100 for each item on the list using your best estimate of similar companies.

If you don't know . . .

. . . guess

Add the scores for Basics and Extras and divide by the number of Basics.

Basics + ExtrasBasics

= CDS

Here’s an example:BasicsCompensation - 65Benefits - 70Work/life balance - 65Growth potential - 55Nature of the work - 60Work environment - 70Corporate citizenship - 50

Total for Basics: 435

ExtrasStock options - 75Free food and drinks – 50

Total for Extras: 125

Add the scores for the Basics and the Extras and divide by the number of Basics.

435+ 1257

= 80

The CDS for this company is 80.

What does this mean?

This company could reasonably expect to hire the 80th percentile of candidates, across the board.

Here's another example:BasicsCompensation - 65Benefits - 70Work/life balance - 25Growth potential - 70Nature of the work - 45Work environment - 30Corporate citizenship - 30

Total for Basics: 335

ExtrasStock options - 0Free food and drinks – 50

Total for Extras: 50

The CDS for this company is 55.

This company could reasonably expect to hire only the 55th percentile of candidates, across the board.

The CDS provides meaningful information to create and maintain realistic corporate hiring expectations and goals.

A positive objective assessment would be a strong selling point for the best candidates.

How do you use these numbers?

What’s the upshot?

You can use the CDS as a reality check on current hiring expectations and to influence future hiring strategies.

You might not be able to date a supermodel . . .

. . . but you still might meet a really nice person.

Featured Speaker

VIVI FENWICKHuman Resources Consultant and Job Search Coachhttp://www.vivifenwickconsulting.com/

In addition to recruiting, Vivi also coaches small to medium size businesses on best hiring practices, from coaching hiring managers on coming up with interview questions to creating a recruitment process.

Recruiting in the New Era

The way we knew it• Just the basics– Brief company info– Brief description of the scope/role– List of responsibilities– List of required skills, degree(s), certifications

Make it real….• Get their attention and keep it – Inject your personality

– Who are you?– What is your company’s culture, personality, value/mission/goals?– What are you about?– What makes you unique?

• If you are fun, show it! If you are more structured, show that. Just be you.

• Treat it like any other communication – continue the company branding and messaging style

And now for the rest• Keep it simple but robust• Don’t overdo the requirements – think 5-6

requirements, not every task• Go beyond the task – what will they need to

accomplish• What more?– Benefits– Vacation/PTO– Perks – Career options

Q&A