Lean Recruiting

How to Generate 20 Job Candidate Referrals in 20 Minutes

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People are generous. When you ask for their help in the right way, you’ll be amazed at the result. Including when you ask for referrals to top talent. In this video, I walk you through a four-step process that can land you 20 job candidate referrals in just 20 minutes.

Scott WintripHow to Generate 20 Job Candidate Referrals in 20 Minutes
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Fat-Free Hiring

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Did you know that automation could be slowing down your hiring? Why? Because it may not be the right automation. And you may not be using automation correctly for your circumstances. Watch this video to learn the questions you must ask to ensure that you’re engaged in fat-free hiring.

Scott WintripFat-Free Hiring
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Powerlessness and Hiring Don’t Mix

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Powerlessness and Hiring Don't Mix

Feeling powerless is one of the darker aspects of being human. Whether you’re a parent who can’t stop an illness from ravaging your defenseless child, or you’re at home on the couch watching a television newscast about the latest violent attack in the Middle East, you all—we all—experience powerlessness at some point during life. Much of it, like incurable diseases, can’t be stopped. Some of it, however, like the powerless feeling many people have during the hiring process, can and should be minimized or eliminated.

Powerlessness is front and center in my life today as I watch my wife go through a round of chemotherapy. A few months back, this beautiful, amazing woman found a lump—a lump that turned out to be cancer. I’ve felt powerless many times in my life, but this experience beats them all.

While I’m grateful to be healthy and capable of being helpful, I’d trade places with her in a heartbeat. I think most husbands would feel the same. They’d gladly sacrifice themselves. I say cut me open. Pump toxic chemicals into me. Hell, I have no hair so I’m already one step ahead. Just don’t make me watch the woman I love and adore go through this. She’s dealt with enough in the past six months with her father dying from cancer and her mom being diagnosed with lung cancer.

Enough already.

I wish I could will this feeling away. I wish it were that easy. That’s not possible, though, and therein lies the rub. The way I see it, when you’re feeling powerless you have two options: you can move through it or run from it. The former approach processes the feeling and the latter ignores it. One is productive; the other isn’t. Unfortunately, when people experience powerlessness during the hiring process, they tend to default toward the latter.

It’s a problem.

Top talent who can’t get an employer to respond or act quickly will go somewhere else. Hiring managers who can’t get their internal people to fill an open job quickly will look outside the system. Staffing agencies and recruitment firms who can’t get their customers to promptly reply to candidate submissions will shop talent to other customers.

It makes sense to cut and run when things aren’t working. It’s easy to understand why people do it. What companies need to understand is that it’s not productive. You can’t run from powerlessness—you have to move through it.

You have to engage.

There’s a direct relationship between powerlessness and engagement. The more in control the candidate, hiring manager, or staffing agency representative feels, the more invested and engaged they are in the process.

The Power Spectrum of Hiring

We may be impotent before some things, but we have real power to change others. When hiring, the ability to create an experience wherein all parties feel empowered is well within our control—all we have to do is follow the three S’s:

  • Schedule
  • Share
  • Surprise


Schedule
A long, drawn out series of interviews makes no sense when you need the seat filled yesterday. It makes even less sense if you want to create an engaging, potent process. One well-planned phone screening is all you need to gauge if a candidate is a good fit. One well-planned live interview allows you to see, hear, and experience if the good fit is a match made in employment heaven.

Because of their importance, the three S’s are an integral part of the High Velocity Hiring process I’ve pioneered and rolled out at hundreds of companies across the globe. The results speak for themselves: the retention rate at these companies is more than 90%.

Share
Transparency creates trust, which becomes the foundation of a budding employment relationship and solid rapport with candidates, hiring managers, and staffing partners. Share not only how you’re shortening and streamlining your process, but also exactly what will happen during it. You don’t have to give away personal secrets or tricks of the hiring trade you use to ascertain traits like honesty or follow-through. Simply share what, who, when, and why: what decisions and choices will be made, who will make them, when they’ll happen, and why they’re made. When all the stakeholders know what’s happening beforehand, the hiring process becomes fast, lean, and efficient.

Surprise
Unpleasant surprises have no place in a process that begins a relationship, but positive ones are welcome, remembered, and passed on. Surprise candidates by making them smarter during the hiring process. This includes giving them access to educational materials or industry insights. Hiring managers dream of being surprised by faster response times than promised. Staffing partners go out of their way to help customers who skip excessive interviews, trusting both that the firm sent the right person to do the job and will replace them if the hire goes south. Planning surprises ahead of time allows them to be used consistently and generously as a tool for keeping all parties positively engaged.

 

While I’m powerless over my wife having cancer, I can and certainly will remain engaged in the process, doing my part to help her manage her treatment, recovery, and healing. I plan to meet everything head on and move through my feelings of powerlessness. Her prognosis is good and that gives me tremendous hope. The prognosis is also good for companies that do everything within their power to minimize and eliminate powerlessness for candidates, hiring managers, and staffing partners. Those that do won’t have to hope people stay involved—they will because the company made it so. Those that do won’t have to wish the hiring process produced positive results—it will because they made it so.

It will happen because they engaged. It will happen because they made it happen.

 

Scott WintripPowerlessness and Hiring Don’t Mix
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Is Your Hiring Technology Making You Fat?

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No one likes to be called fat. Unfortunately, technology is often bloating the hiring process, making it not just fat, but slow. In this podcast, you’ll hear how to select technology that cuts the “calories.”

Scott WintripIs Your Hiring Technology Making You Fat?
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Turking for Talent

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Scott's Monday Morning MessageWhile Miley Cyrus made a similar sounding word famous for all the wrong reasons, Talent Turking is a different set of moves that allows companies to reduce their Labor Factor, the amount of time and effort necessary to generate viable candidates and fill jobs. Decreasing the Labor Factor is a key move in achieving Lean Recruiting—increasing the speed and accuracy of hiring by maximizing efficiency.

As described in Wikipedia, the Turk (or Mechnical Turk) was a “fake chess-playing machine constructed in the late 18th century.” Rather than being driven by some form of special technology, it was “a mechanical illusion that allowed a human chess master hiding inside to operate the machine. The Turk won most of the games played during its demonstrations around Europe and the Americas”

Even though this was an innovation only in spirit, one of the great innovators of our decade, Amazon, has taken this concept and made it real. Their website, www.mturk.com, allows you to hire “Mechanical Turk Workers,” real people who do tasks with machine like speed and cost efficiency.

For anyone involved in recruiting, talent acquisition, or staffing, the applications of this idea are endless. From research to sourcing to database cleanup, these and many more possibilities await, yet, very few people seem to be leveraging this resource.

Keyword searches produced the following results:

  • Recruiting – 0 results
  • Sourcing – 0 results
  • Candidate – 2 results
  • Job – 25 results (with only a handful being relevant to hiring)

By turking tasks, more time can be better spent talking with candidates and filling jobs. Even Miley would have to admit that this is the right kind of move for anyone wanting to operate more efficiently.

 

Amazon Mechanical Turk

Scott WintripTurking for Talent
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Waiting for Talent is Unacceptable

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Scott's Monday Morning MessageWe live in an on-demand world. Every day, we access more and more products and services at the click of a mouse, touch of a button, or by dialing our phones. Many companies have installed apps, websites, and other devices allowing their employees to order food, report updates, and procure supplies the moment they are needed. This same convenient access must be applied to acquiring talent.

“Downloading” the next hire should not be a reactive process where people access resumes to begin a search. Every company can increase the flow of candidates. When a more substantial pool of talent is combined with better selection, interviewing, and quality checks, companies can build a Talent Inventory, people that are ready to go the moment they are needed.

Quick and decisive hiring (filling roles with greater speed, more accuracy, and less effort) should be a non-negotiable standard for leaders to keep their jobs.

Scott WintripWaiting for Talent is Unacceptable
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Instantaneous Hiring: The Next Frontier of Talent Acquisition

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Scott's Monday Morning Message“If you’re lucky enough to live in an Instacart zip code, you’ve already experienced the sheer joy of ordering Costco via your phone and having it delivered to your door two hours later,” states Leah McKelvey, Sr. Director, Sales & Partnerships at ClearEdge Marketing. “Have services like Instacart shifted expectations on the professional side too? Yes”

In a recent Q&A, Leah and I discussed how the growth of the on-demand economy is impacting how hiring is done. Read on about this growing trend and how you can prepare.

Leah: What do you see as the biggest trend that will impact the talent industry in the next 5-10 years?

Scott: The next 10 years will focus on instantaneous hiring.

Time-to-fill should be zero. However, it reached an all-time high this year – over 26 days.

It’s no surprise that jobs will open through resignations, terminations, transfers and business expansion. What is surprising is how few companies have created a system to immediately deliver talent exactly when and where it is needed. Quick and decisive hiring (filling roles with greater speed, more accuracy, and less effort) is becoming the new standard to combat this issue.

Leah: What evidence are you seeing of this trend making an impact already?

Scott: More and more buyers are demanding faster results. Why? They find waiting for talent unacceptable.

In an organization, an empty seat is like an open wound. It’s a painful distraction that interferes with the business’s core mission.

When there’s an empty seat, the work must either be redistributed or left undone, resulting in stress, costs, delays, and lost opportunity, as well as lower revenue.

We live in an on-demand world. Every day, we access more and more products and services at the click of a mouse, touch of a button or by dialing our phones. In order for staffing and recruitment firms to remain relevant and competitive, this same convenient access must be applied to acquiring talent.

Leah: How can organizations prepare for this trend?

Scott: First, they need to understand what slows down fast hiring. Especially if they hope to change this in their staffing firm. And, to get their customers to make faster decisions.

At least four problems get in the way. When trying to select a candidate for a job or assignment, people are:

  • Hampered by their beliefs (a common one is “slow to hire and quick to fire”)
  • Tapping into a pool of top-talent that is too small
  • Employing interview methods that are labor intensive and inaccurate
  • Allowing their open seats to interfere with sound decision-making

To combat these problems, staffing companies and recruitment firms need to stop using methods that are reactive and, instead, follow a process that allows them to fill jobs and assignments the instant they open.

This process should include:

  • Creating a continuous flow of candidates by improving the company’s pull on top-talent, called Candidate Gravity
  • Sizing up talent more rapidly, ensuring the right fit, right away
  • Building a pool of people ready to hire, while factoring in the reality that good candidates come and go

Leah: With this approach, what type of results should firms expect?

Scott: The ability to fill jobs and assignments in an instant, which I call High Velocity Hiring(SM), makes the competition, who can’t do this, irrelevant. Just like Netflix turned video stores, like Blockbuster, into unsustainable enterprises.

Firms who can deliver instantaneous hiring end up with larger market share and higher margins, both resulting from happier customers.

Leah: Can you share any examples or lessons learned as you’ve helped firms provide instant hiring?

Scott: Being able to deliver people on-demand becomes a healthy addiction. People who make this their way of doing business, keep doing it this way.

A good example is Beth Casey-Bellone. Over a decade ago, I showed her and her team at a staffing and outsourcing firm in New York how to move away from reactively filling jobs. Like many companies in the people business, they always needed good candidates and never seemed able to find enough. As a result, filling openings often took days and, in some cases, weeks to fill.

I helped them improve their Candidate Gravity, their ability to pull in quality people much more quickly. Also, how to employ Talent Manufacturing to build prospective employees before they are needed. They filled jobs and assignments, using their Talent Inventory, in minutes.

Scott WintripInstantaneous Hiring: The Next Frontier of Talent Acquisition
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Effort is the Enemy

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Scott's Monday Morning MessageHiring managers typically need that empty seat filled yesterday, yet they often wait until tomorrow or a series of tomorrow’s before that happens. It is this very gap between yesterday and tomorrow that holds one of the greatest opportunities for staffing and recruiting firms.

The staffing industry can quickly elevate its reputation by more consistently providing talent on demand, right when it is needed. This not only delivers tremendous value; it is how firms can be rewarded with a more loyal constituency, a larger base of customers, and higher margins which are proportionate with the value being provided.

One key element standing in the way is effort. Agencies must recruit ahead, not behind, manufacturing the talent before it is needed. Buyers must be enrolled in a smarter process that allows them to acquire talent today, not tomorrow. Anything that causes delays, including resume submissions and interviews, must be eliminated and replaced with processes and guarantees that create a more nimble and responsive approach.

We live in an on demand, iTunes oriented, download it now society. To solve the needs of yesterday requires that staffing and recruitment vendors start acting today more like Netflix, Uber, and GrubHub. The alternative, perpetuating the status quo, will only further erode the already tenuous repetition of the industry.

Scott WintripEffort is the Enemy
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