All posts tagged: Recruiting

Mike Gawthorne–Hiring Hero of the Week

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Meet Mike Gawthorne, this week’s Hiring Hero. Mike is the CEO of UK-based Serocor Group. What makes the work of the business units within Serocor heroic is how they go beyond providing talent. They unselfishly delivery expertise, even to companies that aren’t paying customers.  “Our recruiters are a combination thought leader and matchmaker,” shared Mike. “Their job is to constantly deliver value to everyone they’re in contact with. This starts with prospective customers. We share market intelligence and best practices. If a company elects not to work with us, they’re still better off from having interacted with our team.” Spoken like a true hero. Thank you Mike for your generosity and the heroic work you and your team do each day!

BTW…Be sure to connect with Mike on LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripMike Gawthorne–Hiring Hero of the Week
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Secrets of Staffing Success Podcast

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I recently joined Todd Lewandowski for a candid conversation about the staffing industry. We covered a wide range of topics including:

  • Traits staffing agencies should look for in candidates for internal positions.
  • How firms can help fill the job traffic void left by Indeed.
  • What staffing firms can do to improve their relationship with HR.
  • The most common blind spot among staffing and recruiting firms.
  • What the biggest headline will be for the staffing and recruiting industry at the end of 2019.

 

Scott WintripSecrets of Staffing Success Podcast
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Shahid Wazed–Hiring Hero of the Week

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A common trait among the Heroes of Hiring is how they work tirelessly to improve results. This week’s hero, Shahid Wazed, is the embodiment of this attribute. Shahid is a recruitment automation pioneer, having developed sourcing strategies that have reduced effort, increased hiring speed, and cut costs (he recently brought in top talent for hard-to-fill position for just $52). He’s also the Host of the Top Talent Summit, a talent acquisition event in its sixth year serving the Canadian talent acquisition community. If that weren’t enough, he’s a Forbes Contributor, a member of the Forbes Human Resources Council, and an award winning podcaster. Thank you Shahid for your tireless efforts and the heroic work you do each day!

P.S. Be sure to connect with Shahid on LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripShahid Wazed–Hiring Hero of the Week
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An Unexpected Way to Improve Your Recruiting and Hiring Process

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Process improvement is an important leadership responsibility. This episode features a method for improving your recruiting and hiring process…a method many leaders haven’t yet considered.

Scott WintripAn Unexpected Way to Improve Your Recruiting and Hiring Process
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Stewart Samkange–Hiring Hero of the Week

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Meet Stewart Samkange, this week’s Hero of Hiring. His stated mission is to “make the ‘working-world’ a better place.” Stewart is doing that through his work with LinkedIn (he provides talent solutions for Africa to help HR Directors plan, develop, and hire) and his thought leadership. What makes Stewart a powerful presence for change and improvement is what he shares with the world, how he shares it, and the conversations he’s able to create. When you scroll through the content he posts you’ll see what I mean (click here for an example). Stewart says that one of his secrets of success is that he’s “bold, ambitious, and disarmingly honest.” Yes he is, and we could use more of that in our world. Thank you Stewart for being a role model and for the heroic work you do every day!

BTW…you can find the valuable content I referred to on Stewart’s LinkedIn page.

____________________________________

ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripStewart Samkange–Hiring Hero of the Week
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6 Professionals Who Become Great Recruiters

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As the skills shortage persists, so does the demand for recruiters. The increased demand has put a further strain on an already over-tapped pool of experienced talent. More and more organizations are turning to people without any recruiting experience to stem the shortfalls.

Problem is, hiring people without experience can be hit or miss. But some roles consistently transfer exceedingly well. Why? Because of the nature those jobs. And more importantly, the types of people drawn to those professions.

In reviewing recruiting teams in 1100 organizations, 6 roles have shown up consistently in producing transferable talent who become great recruiters. Great in how quickly they’ve ramped up, fit in, and gone on to meet or exceed expectations.

Does everyone from these 6 roles become a stellar recruiter? Of course not. There are no absolutes, especially in hiring. However, the consistency among these 6 makes them top contenders for your next recruiting hire.

Role #1
Commercial Collection Agents
The skip tracing skills of commercial collectors help them efficiently research the whereabouts of top talent. Since persistence is the name of the game when collecting debt, they tend to have better than average abilities at following through and staying in touch. Add this to the B2B focus of their work, and you’ve got a potent combination that’s made this a favorite hire of recruiting leaders.

Role #2
Professional Fundraisers
You hear lots of “no’s” when selling people on an idea to get them to part with their hard-earned cash. The thick skin of professional fundraisers makes them well prepared for handling rejection and savvy at selling top talent on the idea of parting ways with their current employer.

Role #3
Retail Managers
Managers in retail spend long hours and many weekends dealing with difficult customers. The typical weekday schedule in recruiting is a welcome change as they apply their customer service and problem-solving skills. Retail managers are particularly successful in organizations where recruiters spend more of their time in face-to-face meetings with candidates.

Role #4
Political Campaign Staff
The fast-paced high-octane environment of a campaign prepares these prospective recruiters with important skills. These include managing competing priorities, dealing with challenging expectations, and achieving difficult deadlines. A recruiting opportunity offers them many of the adrenaline filled opportunities without the career interruption that comes at the end of campaign.

Role #5
Professional Organization Staff
People from trade associations, chambers of commerce, and other membership organizations often have superior networking skills and extensive contacts. Selling opportunity is second nature as is building rapport. The income potential in recruiting frequently exceeds the compensation ceiling in their current line of work.

Role #6
Call Center Managers
Recruiting teams seeking people who can create a positive candidate experience over the phone are having success with call center managers. Their background helps them effectively compete for top talent and efficiently make and receive a high volume of calls.

As you consider people with these backgrounds take steps to ensure their fitness for the unique needs of your team. Here are three methods that will help.

Define cultural attributes
People who come from transferable roles don’t always fit it. The most common reason is culture. Cultural fit on a recruiting team can be quite different from fundraising, retail, politics, and the other roles. Look for patterns among the backgrounds and personalities of the people who’ve succeeded on your team. These attributes codify your culture as it relates to hiring. Make these attributes a requirement for every person you hire.

Show instead of tell
The verbal skills of people from these 6 roles tend to be above average. Don’t let them talk themselves into a job on your team. Leaders who do frequently regret these hires. Instead have candidates show you (by performing sample work in an interview) that they possess the transferable abilities and traits required for success.

Do a reality check
Nothing kills a new hire quicker than unclear expectations. Required daily activities is a repeat offender. Too many people coming into recruiting don’t understand the sheer volume of work required on a daily basis. During interviews make clear the amount of calls, documentation, interviews, e-mails, paperwork, and other activities that come with the job. But don’t leave it at that. Include these expectations in writing and have the candidate sign-off their acknowledgement. This will scare off some people, but better that a glimpse of reality end a future bad hire than having to terminate someone for real.

Scott Wintrip6 Professionals Who Become Great Recruiters
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7 Avoidable Recruiting Mistakes

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A baking mishap reminded me of a common mistake in recruiting. The baker, my cousin, decided to take some liberties with a bread recipe. Instead of measuring the ingredients, she eyeballed it, adding generous portions of her favorites. Then she decided to knead the dough for half the amount of time called for in the recipe.

The result—a chewy gritty lump that tasted nothing like bread.

Baking is a science. Follow the recipe and you’ll get a positive result. The same is true in recruiting. There’s a science to getting a good result. Skip a step or fail to follow a proven process and you end up with lackluster candidates and unfilled jobs.

Yes, there’s an art to being good at recruiting, especially when it comes to the day to day aspects of the job, but that never outweighs the importance of the strategic ingredients required for success.

Here are seven frequent recruiting mistakes, and how you can avoid them.

Mistake #1
Drawing in too little or too much talent
This first mistake is the most common. Many companies aren’t drawing in enough quality candidates, blaming the skills shortage as the problem. Some organizations draw in too many people who are underqualified, typically as a result of an unhealthy reliance on automation. Both of these extremes make recruiting labor intensive and filling open jobs a challenge.

Generating a continuous supply of top talent requires leveraging all eight talent streams. Organizations that maximize all eight recruit faster, fill positions more efficiently, and effortlessly create pipelines of top talent for future openings.

Mistake #2
Having unrealistic hiring criteria
It’s common to throw everything but the kitchen sink into your hiring criteria. Making a quality hire is vital and starts with deciding who you’ll select. Unfortunately, the extreme importance of hiring right the first time has led leaders to be overly restrictive about who they’ll consider for a job. This limits the talent pool and keeps positions open for a long time.

There’s a simple way to create accurate hiring criteria—seek proof. Review all of the people who’ve succeeded in the role. Look for the patterns among their skills, experiences, and personality traits. Make those your hiring criteria and leave the kitchen sink where it belongs.

Mistake #3
Getting overly attached to one candidate
Falling in love isn’t just the plot line in romantic movies, it’s why the recruiting process in many companies becomes a drama. It often plays out like this…a superb candidate is found for the job, someone you fall in love with. “She’s the one,” you say.  As a result, the recruiting effort comes to a screeching halt. When it turns out she isn’t the one, a mad dash ensues as you scramble to find more candidates.

Instead of falling in love with people, it’s better to become enamored with a process that keeps talent flowing. Some organizations refer to that as practicing their ABC’s, as in Always Be Cultivating talented people even after you think you’ve found “the one.”

Mistake #4
Becoming too reliant upon one resource
Most recruiters have a preferred stream of talent. For many, it’s referrals. They see referrals as the gold standard of recruiting, believing that this is the best way to find high quality people.

While it’s true that referrals are gold, it’s just one of the eight streams of talent. Some of the streams provide overlapping access to the same candidates. However, no single stream can draw in all of the available quality people. That’s why it’s important to keep tapping into all eight.

Mistake #5
Waiting until a job opens to recruit
It’s not if there’s going to be a job opening, but when. That’s why the most successful organizations plan for the when.

How are these companies planning for the inevitable? They’re shifting from the old way of hiring (keeping a job open until the right person shows up) into the new way of hiring (lining up talented people and waiting for the right job to open). They start with one core role, filling currently open positions and cultivating talent for when that job opens again. Then they move on to the next role. And then the next. And then the next.

Mistake #6
Creating ads and posts that are boring
The majority of job listings read like typical ad copy. That’s why these posts fail to hold the interest of top talent. The mundane content creates a negative first impression, repelling quality candidates.

What kind of content captures and keeps attention? Details about how working in your organization has improved lives and careers is a great place to start. Combine that with eye-catching delivery methods, such as video, gifs, or infographics, and you’ll attract and keep the interest of top talent.

Mistake #7
Engaging in hiring insanity
Einstein has been quoted as saying that insanity is doing the same things over and over again and expecting a different result. By that definition, there’s quite a bit of insanity going on in recruiting. For instance, ask someone why they persist at an approach that isn’t drawing in enough quality talent, and you’re likely to hear, “because that’s how we’ve always done it.”

You can stop the insanity by regularly questioning each step of the recruiting process. Consider why it’s done that way. What results are being achieved? How can you could improve that result? In what ways you could streamline each step of the process?

My cousin threw out that gritty lump of so-called bread. The next batch was superb because she followed the recipe, avoiding her past mistakes. You can do the same when you’re recruiting. Eliminating these 7 preventable errors will allow you to source top people who will become superb new hires.

 

Scott Wintrip7 Avoidable Recruiting Mistakes
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Want Better Recruiting Results? Make This Simple Shift

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If you want to achieve better outcomes as a recruiter or if you lead a recruiting team and want them to accomplish more, this episode is for you. You’ll take away a simple approach that’s helping leaders and their teams surpass their goals quicker than ever.

Scott WintripWant Better Recruiting Results? Make This Simple Shift
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