dscoop8 peak focus presentation
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Dscoop8 Peak Focus Attract, Recruit and Hire the Right People Presentation SlidesTRANSCRIPT
Attract, Recruit and Hire The Right People February 22, 2013
Jerry Scher
Peak Focus
Talent Impacts Performance
“All the clever strategies and
advanced technologies in the world
are nowhere as effective without
great people to put them to work”
Jack Welch
Why?
What?
How?
Why?
Executive Decisions
Do we have the right people?
Are we doing the rights things right?
Are we doing the right things
Challenges You Face
Business Model
Workforce Diversity
Innovators Required
Organizational Fit
Competitive Landscape
Growth Objectives
Workforce Skills
Quality of Hire
Social Media Explosion
Performance Challenges
Theory of Optimization
People differentiation
Performance through metrics
Lagging & leading
indicators
(A x A x A)P
Talent R.O.I.
Cost per hire
Resume overload
Quality of hire
Time to productivity
Integration and morale
On-boarding and development
Management satisfaction
Employee Retention - 1 year
What?
Industry Jobs
Print and Web Designer Digital Pre-Press Marketing Manager
Operations Manager Work Flow Manager CIO, CMO, CTO, CFO
Digital Press Operator Account Executive Business Developer
Estimator Logistics/Fulfillment
MGR
Quality Control
Controller/Accounting VP Sales & Marketing Creative Services
Manager
Promotional Products Database Specialist CSR-Project Manager
Offset Press Operator President/CEO Administrative
Assistant
Digital Imaging
Specialist
Computer System
Specialist
IT Manager
Recruiting & Promoting Basics
Eligibility
Certifications
Specific job skills
Educational levels
Education subjects
Type experience
Amount of experience
Suitability
Interests
Work Preferences
Work Values
Interpersonal skills
Attitudes
Motivations
Interview
Confirm eligibility
Assess suitability
By engaging candidates
Overall Score - Integrate all test results into an overall
score that can includes eligibility, suitability and
interview scores.
Behavioral Competencies
Strategic Judgment - combination of traits necessary to recognize
relevant information and formulate an effective strategy
Effective Enforcing – ability to skillfully correct others when they are
violating rules or performing poorly
Innovative – ability to create new and more effective ways of doing
things
Provides Direction - tendency to manifest traits necessary for a
leadership role
Interpersonal Skills – balance of traits that relate to effective interaction
with others
People Oriented – balance of traits that would enable one to positively
interact with others
Organizational Compatibility – tendency t work co-operatively with
others (assuming sufficient job related knowledge and team compatibility)
Negotiating – tendency to bargain in order to reach a beneficial
agreement
Traits and Work Preferences
Management – “C”
Level
Marketing Technology Manager
Takes Initiative Takes Initiative Analytical
Analytical Wants Challenge Persistent
Finance/Business Optimistic Precise
Wants Challenge Self-Improvement Takes Initiative
Analyzes Pitfalls Analytical Wants Challenge
Wants to Lead Enthusiastic Organized
Authoritative Persistent Collaborative
Handles Conflict Collaborative Computers/Science
Influencing Enlists Cooperation Pressure Tolerance
Organized/Systematic Research & Learning Enlists Cooperation
Pressure Tolerance Planning Effective Enforcing
Predicting Sales Effectiveness
Creatively Persistent
Organize and Plan
Ability to Engage
Disciplined Follow up Strategic
Takes Initiative Self-
Improvement Influencer and
Assertive
Next Generation
Business Development Specialist
Takes Initiative Negotiating Research &
Learning
Frank Blunt
Wants
Challenge
Outgoing Team Warmth &
Empathy
Defensive
Analytical Persistent Collaborative Assertive Evasive
Influencing Self-
Acceptance
Enlists
Cooperation
Certain Harsh
Optimistic Teaching Experimenting Organized Self-Sacrificing
Self-
Improvement
Authoritative Tolerance of
Bluntness
Dogmatic Skeptical
Enthusiastic Pressure
Tolerance
Diplomatic Self-Critical
How?
Define Talent Acquisition
Process of Attracting and On-
Boarding Talent to Drive
Performance
Talent Acquisition and Alignment
Systematic process,
right tools for hiring or
promoting RIGHT,
The First Time!
Define The Job
Essential Duties
Performance Expectations
Attributes & Competencies
Experience Required
Education and Training
Build a Candidate Pipeline
Rookie or Pro
24/7
Everywhere
Skills Transfer
Vertical Markets
Technology
Describe Person Wanted
Brand Industry
and Company
Attract with Training
Screen for Eligibility
Resume Review
Social Media Search
Eligibility Questionnaire
Assess For Suitability
Harrison Assessment Technology
From Peak Focus, LLC
Suitability Competencies
Client Focus Business Acumen
Industry Network
Communication Skills
Relationship Building
Multi-level Contacts
Technology Expertise
Collaborative Skills
Sales & Marketing
Suitability Questionnaire
• Work specific
• Cross-referencing technology
• 8,103 comparisons
• 2,701 multiple questions
• Less than 30 minutes
• Only positive statements
• Built-in lie detection
• Meets all legal requirements (EEOC)
The All Important Interview
• Engage in two-way conversation
• When You’re Talking…
• Uncover and predict potential
• Learn what you don’t already know
• Rate your Interview Skill
Interview Basics
• Prepare
• Define job
• Eligibility & Suitability
• Review resumes
• Google, LinkedIn, etc.
• Select Team & Assign
Interview for Eligibility
• Education & Employment
• Industry Knowledge
• Time Management
• Business Knowledge
• Technology Competence
• Business/Sales Philosophy
• Personal Goals
• Ranking
Interview for Suitability
• Job Specific
• Strengths
• Weaknesses
• Behavioral questions
• Situational testing
Let’s Work on Our Interview Skills
Talent Acquisition and Alignment
Systematic process,
right tools for hiring or
promoting RIGHT,
The First Time!
