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Recruiting Master Class Converting Jobs into Careers – Controlling the Intake Session

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Recruiting Master Class Converting Jobs into Careers – Controlling the Intake Session ©2013 LinkedIn Corporation. All Rights Reserved. Lou Adler &


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Converting jobs into careers – Controlling the intake session Moderator Presenter Esther Lee Cruz Insights & Content Marketing Manager LinkedIn Lou Adler CEO & Founder The Adler Group


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Core: 50-60% Mass - Volume Efficiency & Cost Fit Person to Job A-Team: 20-25% Custom – Critical Impact & QoH Fit Job to Person Mistakes: 10-20% Filter Out Assessments BEI 100 % $


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S C A R C I T Y Active - Surplus Recruit at the Top of the Funnel ©2015 All Rights Reserved The Adler Group, Inc. Key Metrics: Candidates/Hire <4 Sourcing Mix >50% 1st Contact Yield >80%


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Take the role assignment & Tame the hiring manager Do, Learn, & Become vs. Having & Getting Why A-Team Job? What’s EVP? When? Who? Clone Convert Have? Do


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Shift job descriptions from HAVING to DOING What’s the Real Job? Collaborate with sales rep to develop customer solutions at C-level in F500 companies Lead intense detailed product spec presentations to sophisticated buying groups Provide technical liaison to engineering design groups Work with contracts to develop cost/price/margin analysis for $5mm+ programs Handle 3-6 major programs concurrently Assess impact of spec changes on design, project & cost projections This is not a job description. It’s a person description.


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Examples of simple job performance profiles Product Marketing Manager Work with engineering and develop the product requirements document for the new iPad apps bundle. Present the rough product roadmap to the executive team for review by June. Identify additional marketing opportunities to grow sales to the $250k/month range by year-end. Establish yourself as an industry-wide subject matter expert on mobile user interface and usability. Customer Service Rep In 90 days, handle 30+ inbound calls updating benefit profiles. Pass the 30-day training program and master the user interface and dashboard reporting system. Within 6 months handle 4-5 open calls at any given time, with a closure rate of 80% at an average of 7 min/call. Due to the high-volume, structured nature of this activity, 100% attendance is needed plus OT. Achieve a 95% or better rating on quarterly customer satisfaction survey.


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Use LinkedIn to clone top candidates Find a strong candidate, lighter than job requirements Ask hiring manager, “Is this the type of person you’d like to recruit?” Shift away from skills & experience-based job descriptions Back


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5 Big takeaways Quality at the top of the funnel determines quality of hire Reframe recruiting Define the job, not the person doing the job Benchmark the A-Team Determine EVP Sell the discussion with the candidate, not the job


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Thank you Esther Lee Cruz Insights & Content Marketing Manager LinkedIn LinkedIn: www.linkedin.com/in/estherleecruz Twitter: @EstherLeeCruz Lou Adler CEO & Founder The Adler Group LinkedIn: www.linkedin.com/in/louadler Twitter: @LouA


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Download the tip sheet here


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Recruiting Master Class April 29th Converting Jobs into Careers - Controlling the Intake Session May 28th Full court press sourcing strategy & out-of-the-box Boolean June 30th Effective candidate outreach through InMails & calls ©2013 LinkedIn Corporation. All Rights Reserved. Lou Adler &


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13 Thanks for viewing! Follow us on social media: talent.linkedin.com/blog #hiretowin


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