zweig group bbr webinar rrm session 2
TRANSCRIPT
–Johnny Appleseed
“Type a quote here.”
Mark Zweig, Founder Zweig Group
“Your job as a recruiter is not to keep bad people out but rather to get good people coming in!”
©ZweigGroup 2016
Recruiting is all about Relationships• It’s a long term process that if done well can pay off handsomely. • Learn to give as much information as you get. • These relationships are important both internally between HR
and Hiring Managers and externally between your firm and the available talent pool.
• People want to work with people they like.
• Hire for character, train for skills
• Have to be willing to cut the wrong people from the team
©ZweigGroup 2016
Recruiting is Selling• You have to create openings to fill. • You have to create engaging job descriptions. • You have to have the right people meeting with candidates. • Consolidating your recruiting efforts with one or two people is
essential. It doesn’t make sense to spread it around to everyone. Not efficient.
• Recruiting should have one person controlling the process so all steps are consistently followed.
©ZweigGroup 2016
1. Treat every job candidate like gold. 2. Develop some recruitment “sales” material 3. Plan every detail for your interviews/meetings. 4. Get all of the candidate’s compensation
details. 5. Stop being obsessed with why the job
candidate wants to make a change.
Mark Zweig’s 13 Tips for Recruitment Success
©ZweigGroup 2016
6. Get a realtor involved.* 7. Look for a way to talk to the
spouse. 8. Write a good offer. 9. Don’t give the candidate forever
to make their decision.
Mark Zweig's 13 Tips for Recruitment Success
©ZweigGroup 2016
Mark Zweig’s 13 Tips for Recruitment Success
10. Ask the candidate how he/she will respond to a counteroffer, should one be made (and it probably will be!).
11.If the candidate tells you they’ll accept but want to wait until they turn their notice in to their boss, discourage that.
12. Always get a backup candidate. 13.If someone turns down your job offer, ask them why.
©ZweigGroup 2016
Almost two-thirds (64%) of firms have in-house recruiting staff.
- 2016 Zweig Group Recruitment & Retention Survey
©ZweigGroup 2016
The majority of survey respondents (24%) said the candidate pool (i.e. not large enough) was the biggest obstacle to finding qualified candidates.
- 2016 Zweig Group Recruitment & Retention Survey
©ZweigGroup 2016
A case study of two employees… Employee “A” and Employee “B”
©ZweigGroup 2016
Employee “A” makes $70K per year, works 40 hours a week - nothing more and nothing less…
©ZweigGroup 2016
Employee “B” makes $90k per year, works 48+ hours per week and sometimes on the weekend if needed…. Employee “B” is the type of person you can grow a company around.
©ZweigGroup 2016
• 32 years old
• Bills out at $100 per hour with a 70-80 percent utilization rate.
• Sells $140-150K in revenue annually
Employee A Employee B
• 32 years old
• Bills out at $125 per hour with a 100 percent utilization rate.
• Sells $250K in revenue annually plus sells directly or indirectly $600-800k in work for others to perform.
©ZweigGroup 2016
• Does not sell work for others to perform nor have clients requesting him or her.
• Is constantly complaining about management which brings down the other employees around him.
• Rarely seeks out opportunities for professional development.
Employee A Employee B
• Sells work and has clients requesting him/her on their projects.
• Offers to do “Brown Bag” lunches to discuss his area of expertise with younger staff and interns.
• Is constantly looking for ways to develop professionally.
©ZweigGroup 2016
Ask yourself. Which of these employees is more valuable to your firm?
Employee A Employee B
©ZweigGroup 2016
The truth is most firms want Employee “B” but they are not willing to spend the money so they settle for Employee “A”
Employee A Employee B
©ZweigGroup 2016
The candidate/potential candidate database• Every resume/application coming to firm goes in here. • Shared database company-wide • Constant commitment to data integrity and building
the database • Second place you look when you have a recruitment
need (First is internally). • Allows you to be more tactical and effective in your
recruiting efforts.
©ZweigGroup 2016
Q&A
–Johnny Appleseed
“Type a quote here.”
Up Next!
Upcoming Webinar Schedule
Continue the discussion about recruitment and retention online. Use the hashtags #BBRWebinar and #ZweigGroup. We will respond to anything posted on Social Media on this topic.
Presenter: Randy Wilburn 617-828-9093
[email protected] @randywilburn
Thank You!