Download - Managing Resume Flow 061109 Final
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800 to EightHow to effectively manage resume flowin todays new recruiting landscape
June 11, 2009
Presented by:
David LewisPresident and Founder, OperationsInc
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Recruiting in 2009
Building a Better Sieve
Developing the Job Description
Reviewing The Description With Management
Job Profiling
Scoring Your Candidate
From Findings To Postings
Summary / Final thoughts
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Todays agenda . . .
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Recruiting in 2009 - The Challenges
Deepest candidate poolEVER
Volume of resumes arriving perposting is 5-50 times what it had beenin a normal / good economy
Finding good people is not the
problem defining good is theproblem
Using past screening practices I caneasily still have 50 or more candidatesto choose fromyet my goal is to
show only 5-15 to the hiring manager
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Building a better SieveAreas to focus on that will get me to 5-15
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Job Posting Content
More complete understanding of the job
More complete Job Descriptions
Significantly enhancing the list of requirements
Researching the successful incumbents, theirskills, their backgrounds
These steps will allow you to secure only thefinest grains of sand through your sieve
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Developing the job description
Better gathered from the source vs. the manager Ask those in the position to complete a questionnaire, participate
in an interview
The more you get from the person doing the job the more accuratethe document
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Ask detailed questions Tasks
Time to complete
Skills needed
Challenge the responses Are they requirements or nice to haves?
Press for detail
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Job Description Format your results into drafts
Provide in advance for review
Meet to discuss the accuracy, completeness
Challenge the content, opinions of the incumbents
Edit as needed
Requirements Beef this area up
In the past 5 items today 15
Push back on each
so if they dont have this but have everything else we still rule them out?
Categorize immovable objects vs. nice to haves..
Reviewing the descriptions with management
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Job profiling
Schooling Specific Schools
Degree of study
GPA
Past employers (by name and by industry)
Prior roles leading up to this one EX: Helps to see if someone successful started in
sales and now is in customer care may meancandidates with sales in their background have abetter chance of succeeding
Large vs. Small environment
City vs. Suburbs
Specific Interests stated on their resume
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Research the stories behind each successful incumbent
All Translates Into:
What are the common
denominators in ourbest performers?
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Job Profiling Mining the Results
Seek out the common pieces
Convert those into primary / secondary screening segmentsor requirements Some may truly be must haves while others are nice to haves
Create a profile checklist that shows: Requirements from the original job description
Requirements from the profiling exercise
Challenge your findings Review them with the incumbents, managers
Run with the results as your screening checklist
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Scoring your candidate
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Rank each item with a score or value Use total score as way to rank candidates
Be flexible on the threshold of success until youhave an adequate sample to test it on
Exclude from the scorecard those areasthat are true requirements Degree
Specific software
Prior experience in role
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From findings to posting
Move what you learn into the content of the job posting
Emphasize hard skills and must haves in your requirement
sections
Limit your use of secondary requirements
Can make the posting too long
Candidate may not read it all
Use all the tools and sections offered by Monster whenposting the need
Finding the places for your requirements will make yourcandidate pool more targeted
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In conclusion . . .
Dont ignore what you cant screen for on paper Painfully obvious moment of the day
Dont assume what you put in the posting is actually going to beread/followed/taken seriously
If you get 800 responses be sure to send out 800acknowledgements
Test your new screening methods often Easy to become too rigid
Dont forget to be creative and flexible as needed
Update your screening approaches often New successful hires may change the paradigm
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Thank you & Questions
David LewisPresident and Founder
www.operationsinc.com
http://www.operationsinc.com/http://www.operationsinc.com/http://www.operationsinc.com/http://www.operationsinc.com/