How come we keep seeing the bottom 1/3 of the candidate pool?

STOP trying to hook candidates floating near the surface - these represent the bottom third of the candidate pool (pond)

The primary method you use to attract candidates is guaranteed to bring the bottom 1/3 of the candidate pool to the table.

The primary method is posting job descriptions as job advertisements on job boards. Then we wait for those “fish” floating near the surface to pop up and come forward. We rarely consider fishing in deeper waters for candidates who not aggressively waiting for the fishing hook.

Here’s the typical job board posting experience: You post your ad. You receive 300 resumes. Of the 300, you cannot figure out what keyword 298 of the applicants clicked to apply. This group was so far off the mark, not only did looking at those resumes waste your time, but you’re now angry because you missed the lastest installment of “Dancing with the Stars.”

2 of the resumes in the group were outstanding. When you emailed/called those two candidates, you discovered they had gone off the market in the blink of an eye. You could have predicted that was going to happen when you saw their backgrounds – many others found their backgrounds attractive also.

This approach tends to bring the unemployed, useless, worthless, non-productive, toxic, poor performer to the table. Occasionally, you get lucky and find a “needle in a haystack”. Usually, the process of collecting resumes from job ads based on posting a job description is a complete waste of time.

What do you do now? Traditionally, you would have either re-run the job advertisement on a different job board, hoping you might see a different group of candidates. What you got was the same group of candidates you attracted the first time.

Your other option is to look at the 298 candidates from your initial job ad response and pick someone from that group. You’re probably thinking: better a warm body in that seat that no body.

Imagine you considered the first group to be the entire universe of available candidates for your open position (complete fallacy – but I’ll address the issue of candidate pools and how to fish deeply for the best talent in another blog post).

You know deep down that none of these candidates can get you the results you need, but now you’re desperate. You take the top 3, interview them, and pick the “tallest pygmy”, crossing your fingers hoping your deadbeat candidate makes it through the 90 day probationary period.

Does this sound dysfunctional?

What if there was a better way to attract candidates? Let’s tackle those “hiring best practices” for sourcing and finding great talent in our next post.

Barry

Your Primary Tool To Find Candidates STINKS

Holding Your Nose Because Your Primary Recruiting Tactic STINKS!

 

 

The primary tool that most companies use to attract professional or management candidates is classified job advertising through posting a job description on a major job board like Career Builder or Monster.

 

This technique stinks!

 

This technique works great when you really want to attract the bottom 1/3 of the candidate pool.

 

This technique works great when you feel like wasting 2-3 months finding a candidate, and then restarting the whole process over again.

 

This technique works great when you want your next important hire to be a function of luck and hope.

 

Stop using methods that are useless, worthless, a waste of time, and yield poor results based on luck and hope.

 

Instead, we recommend diversifying your search efforts into 3 main categories to attract selective candidates. Check out our blog post defining the various categories of candidates and why “selective” candidates are the “sweet spot” to recruit for most companies. Click here to read this popular blog article on Hiring Mistake #7: Fishing in Shallow Waters.

 

 

Referrals to find great candidates

 

First, employee referrals are your most valuable tool to bring great talent to the table. Research shows these folks tend to be better performers and are a better fit within your culture.  I’d like to move beyond the concept of just leveraging employee referrals. I’d like to recommend we call it “stakeholder” referrals and look at customers, vendors, and suppliers – in addition to employees.

Step 1 is to create a Compelling Marketing Statement. Read the Chapter in our free e-book titled “How to Attract the Bottom 1/3 of the Candidate Pool” for the lesson on how to craft a Compelling Marketing Statement. The link to get a FREE digital copy of our popular and best-selling book can be found on our IMPACT Hiring Solutions home page by clicking here. Send the Compelling Marketing Statement to your employees, vendors, suppliers, and customers via email with a short message. Perhaps, you could say something like:

 

Attached is a Compelling Marketing Statement for a role we are recruiting for right now. Could you please pass this along to others in your network (former business associates, contacts, connections, neighbors, alumni) who you think would be compelled by the opportunity and able to achieve some of the success factors we’ve described.

 

The ten you sent it to send it to ten they know who send it to ten they know – and so on until two weeks it’s now in the hands of other 1,000 appropriate and targeted candidates. You’ve just leveraged the natural networks of your employees, vendors, suppliers, and customers – without randomly picking strangers off generic advertising.

Your minimum goal for using referrals should be that 50% of your hires from this point forward come from referrals.

 

 

On-Line Job Boards to find great candidates

It’s not that the job boards stink – it’s your method of using them. Posting a traditional job description is worthless. It gets lost in the clutter since 99.99% of the ads look exactly the same. Most candidates hunting on the job boards are in the “aggressive” bucket and desperate to get out of their current situation or they’ve been unemployed for a very long time. Finding a great candidate using this approach is like the proverbial “looking for a needle in a haystack”.

To top it off, a job description posted on a job board is not an advertisement. It’s a job description MASQUERADING as a job advertisement.

Have you ever read a job description and been compelled by it? It’s the most superficial, meaningless, conglomeration of bureaucratic terms and buzzwords you’ve ever come across. It’s a complete turn-off.

We call this technique of posting the job description as your ad “Drill Instructor Advertising”. It reads like a drill instructor at army basic training screaming at you on the first day when you step off the bus. We DON’T want you if you DON’T have 3 of these, 4 of that, 2 of those! It’s negative, demeaning, and degrading to read these. Here’s the basic problem with allowing your job description to MASQUERADE for your ad: Top talent DOES NOT give a darn what you want as an employer – they don’t care! They want to know WIIFM. What will I learn in this role, what impact will I have, and what will I become for having been in this role for a period of time.

Remember, early in this article I mentioned that the most common technique of posting the job description brought the bottom 1/3 of the candidate pool. It’s even worse than that if that’s even possible. Top caliber candidates are so turned-off by the traditional job description MASQUERADING as your advertisement, that they take their hand and pull it down. You never get to see these candidates in your ad response since they self-select out after reading the first sentence. They are disgusted, repelled, irritated, and feel like screaming when they see jobs posted using job descriptions.

So, even though I am not a huge proponent of job boards to find and attract great talent, you should still use them because they are so cheap and the exposure to your potential universe of candidates is so large. However, instead of posting the traditional job description as a weak MASQUERADE for your ad, instead post the Compelling Marketing Statement. We’ve got some samples in our book and on our website under the FREE Resources tab.

 

Networking Through ONE Degree of Separation

You’ve heard the old adage that we’re all connected to Kevin Bacon through 6 levels, or you can reach anyone on the planet through 6 phone calls.

B.S. – If I had to go through six individuals to get one referral, I’d retired before the job got filled.

I would like to recommend a tactic of “ONE DEGREE” of Separation.

Let’s say Bob is the candidate we would like to recruit. Where does Bob hang out with others just like him?

  • Alumni Groups
  • Trade Association Dinner Meetings
  • Continuing Education Programs
  • Seminars and Workshops
  • Online Discussion Groups and Forums
  • LinkedIn Groups

Now we reach into each group and connect with Bob who is not the perfect candidate. However, Bob refers us to through one degree of separation to the person on his right or his left. I’ve found this technique of using ONE DEGREE OF SEPARATION – both on-line and off-line to be one of the most powerful sources of great candidates. In over 25 years of executive search and over 1000 search assignments, I’ve probably placed over 90 percent of the candidates through using ONE DEGREE OF SEPARATION.

If would like a quick 15 minute phone review of how to use ONE DEGREE OF SEPARATION in finding your next hire, shoot me a note through LinkedIn that you would like to take advantage of our “I could have had a V-8 to find better talent review”, and we’ll set up a quick 15 minute call where I’ll show you 3-4 ideas you’ve probably not thought of yet to find that ideal candidate.

Barry Deutsch

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Why and How LinkedIn Can Bring More Than Just Top Talent To Your Company

LinkedIn is one of the social media sites that may be as misunderstood as Twitter. CEOs and key executives constantly ask me why they should be using either one. They haven’t been able to grasp the impact these tools can have on their company. The CEO or key executive doesn’t have to actually use either of them, but they should at least encourage the use by the appropriate people in their organization.

LinkedIn is more than just social networking like Facebook. I think of Facebook as a personal social site and LinkedIn as the business people's social site. LinkedIn and Facebook serve different purposes.

Unlike Facebook which hides a lot of information about the person, unless you are directly connected, LinkedIn profiles are pretty much open for everyone to review. Granted the person controls what information they chose to display, but whatever they decide it is open to just about everyone. This is actually a good thing.

Since most profiles on LinkedIn are about the person’s professional background it really isn’t too much different than posting one’s resume online. This opens up a whole new way to use LinkedIn to benefit your company.

Here are some examples:

Hiring. Why pay thousands of dollars to Monster, CareerBuilder or The Ladders in order to have access to their resume databases? If you are seeking a professional person chances are very high you can locate them on LinkedIn. You can review their background, experiences, accomplishments, awards, education and so on,  for free or a small monthly fee.

In addition you can connect to references, view a list of people with similar backgrounds, identify people in your industry or even specific companies. LinkedIn has provided you and your hiring team not only with a wealth of people, but also given you an enormous amount of information on this person.

Reference Checking. We hear this all the time, people won’t give you references unless they know they will give a good reference. OK, so now you have a way of getting your own references.  LinkedIn allows you to find people based on companies. LinkedIn will give you list of people that have worked at a specific company and those currently working at the company. Now you have a list of people independent from the ones the candidate provided you.

Customer Leads. Cold calling has never been the best way to access a company. With LinkedIn your sales people can now develop warm leads. Your salesperson can identify a potential customer, find who else in their network has contacts within the company or better yet knows the person your salesperson wants to meet and ask for an introduction. How about asking if they would set up a lunch with the potential customer? This is a powerful tool few sales people use.

Vendors. What a great way to pre-qualify vendors. Go on LinkedIn look for people that have left the company and connect with them. You may learn some things the salesperson will never tell you. Granted, depending on the person the information could be biased. That works both ways. As with all information the person collecting the information will have to filter it as they see fit. But I submit having it and ignoring it is better than not having it at all.

Affiliations. Another tool that helps identify potential companies to affiliate with. This is a great way to be introduced to someone you hope to develop a professional business relationship. Often contained within the profile are recommendations that may help you decide if this is the right company to work alongside.

Open Jobs. A component of hiring but this has a different spin. The ability to post open positions  for free or low cost. With LinkedIn groups you can post a job for free and have hundreds of thousands of people be aware of it. In addition, for a reasonable fee you can target specific people, with specific backgrounds, in specific industries only. So you don’t receive hundreds of unqualified resumes.

International Contacts. LinkedIn is a global site. If you are seeking contacts or considering doing business in a foreign country, LinkedIn may provide the contacts you need to get started. If your company is considering coming to the USA, the level of contacts available to you in just about every business sector is well worth your time to check out.

I could continue, but if I haven’t convinced by now why go on. Even if these reasons don’t work for your company, think beyond the specifics above. Think about how these resources can be utilized in your company. That is the real value of LinkedIn. It opens up so many opportunities that have not been available in the past.

I would encourage everyone to be active on LinkedIn. The benefits far out weigh any drawbacks.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, You’re NOT The Person I Hired. Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your thoughts and comments.

Brad

 

It Is Harder To Find People When Unemployment Is High. Here’s Why.

Q. We have run ads on the job boards for two manager level positions and only received about 30 resumes. We expected to have more resumes than we could review in a reasonable time frame.  There has to be a good reason for such a low response rate. For years when we were hiring for these same positions we received over 150 resumes.

This is a common misunderstanding by companies. As a recruiter, companies just don’t believe it when I tell them finding top talent is much harder when unemployment is high and easier when unemployment is low. I can sum up why in one word, “fear.”

This happens because even with 12% unemployment in California, only a very small percentage of those people will actually be qualified for your position. Variables to consider include location, compensation, industry, the right skills, years of experience, cultural fit and so on. This means that there really isn’t that huge of a pool of candidates to choose from in the unemployed arena.

That then leaves those currently working. But stop and think about those working for a minute. They are thinking, “The devil I know is better than the one I don’t know.” Do you believe they want to take the risk of changing jobs, having something not work out and then face unemployment for 6 months? Not very likely. Chances are they know people that have been unemployed for a long time, so working candidates bunker down. Staying with a company where they may not be happy is a whole lot better than unemployment. As a result, most employed people are not looking or even interested in considering something.

Contrast this with times of very low unemployment. There is no fear. The candidate figures that if the new job doesn’t work out, no problem, I will find another in no time so they are willing to consider other opportunities.

Don’t underestimate “fear” in your analysis.

This is why it is imperative for companies that want to hire top talent in bad economic times to be proactive in hiring and not reactive. Most companies have the philosophy that when they need someone, that magically out of thin air the stars will align and top talent will beat a path to their doorstep. WRONG. Top talent and those passive candidates work on their, not your, time table. Most companies hiring today are hiring because the position is critical, not just needed. So it is imperative it be the right hire and they get it right the first time.  To do this you must change from reactive (looking only when you need someone) to proactive, always looking and building a queue of candidates, so when you need someone you already know where they are. Until you do this  you will continue to hire from a very limited pool of candidates.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You’re NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

If you want to know if your hiring process is reactive or proactive you can download our free Hiring Methodology Assessment matrix. Take the assessment and then you will know the strengths and weaknesses of your process. CLICK HERE to download then click the LEARN MORE link at the top of the page.

If this was helpful please pass it along to others. I welcome your thoughts and comments.

Brad Remillard

How To Lower Your Risk When Hiring Salespeople

Q. We hire sales reps to be out in the field. Some are not even in Southern California. Hiring successful salespeople seems to be the most difficult hiring we do. How can we ensure they aren't just selling us in the interview?

This is one of the most asked questions I receive from my clients. It all starts with expectations. I find that often the expectations when hiring sales people aren't very realistic. The company wants the salesperson to start booking sales right away, bring a book of business with them, have quotas none of their other sales people attained when hired or they expect the salesperson to start making cold calls on day one. All of these are good things, but for many companies not realistic. I would start with a reality check on your expectations for the first year. Ask yourself, “How many new salespeople have met these sales goals?” If the answer is none, then you might have to realign your expectations.

There are a couple of things I like to do when hiring salespeople. I like to find out what they have done to become better at selling. So I like to know what continuing education they have received in sales training, what books on selling they have read recently, and have they or do they use formal training to become better at their job. Most salespeople have never received much formal sales training, never read a book on selling, or how to get to the decision maker. So what do they do to become better salespeople? I think salespeople should have continuing education similar to most professions.

If making sales presentations is important for your salespeople ask them to come in and make a sales presentation. They will probably tell you in the interview that they make a lot of sales presentations. Great, ask them to do the presentation for you. Then you can evaluate if it is at the standards you expect for your company's sales force.

Finally, I have a client that actually pays the person he is seriously considering to take a day off and they spend the day in the car making sales calls together. He gets to see and learn a lot about the potential hire. This is really putting the candidate in the job before hiring them.

Learn exactly how to define expectations for salespeople by joining the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You’re NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Is your hiring process designed to attract top salespeople? If you answered, “No” then download our free Hiring Methodology Assessment Matrix to discover how you change from “No” to “Yes.”  CLICK HERE to download, then click the LEARN MORE link at the top.

If this was helpful, please pass it along to others. I welcome your thoughts and comments.

Brad Remillard