Are you recruiting the “Best of the Best” or the “Best available?” - How top talent can FIND your opportunities – SEO/SEM Best Practices. - When they find you, what is your value proposition? – Job - Posting Best Practices. - The Art & Science of leveraging your Centers of Influence! - PERPs and Boomerang talent strategies.

1. Recruiting the Best of the Best!
(Versus the Best Available)
Copyright 1997-2014 Lean Human Capital, LLC

2. About – David Szary
Copyright 1997-2014 Lean Human Capital, LLC
 “Fell” into recruiting in 1989!
 First half of career, recruited (and managed teams) in “high tech” industry
for a publicly-held “high-growth” IT Service provider.
 In 1997, founded The RIO Group (www.riogrp.com) & The Recruiter
Academy (www.recruiteracademy.com). In 2009 founded Lean Human
Capital (www.leanhumancapital.com), combining The Recruiter Academy
educational solution with analytic and process optimization best practices.
 Has worked with over 10,000 recruiters from thousands of companies
across the entire United States, Canada, South America, Europe, Asia and
the Middle East, including some of the most respected organizations in the
world.
 Unique opportunity to work with recruiters and recruitment organizations
performing in all types of market conditions within all major industries.

3. Today’s Labor Market
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4. Today’s Labor Market
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34%
NOT LOOKING!
32 % “Listeners”/Passively
looking
14% Seriously/Actively looking
20% Casually Looking
 14% are seriously/actively seeking a new position.
 20% are casually looking (a few hours now and then).
 32% are passively looking (if something comes along, I’ll take
a look at it). We call them Listeners!
 34% are not looking.
Source – Staffing.org , Bureau of Labor

5. Top Talent is Always
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in Demand!

6. Today’s Labor Market –
Attributes of the ‘Best of the Best’
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 Virtually zero unemployment rate.
 If they are unemployed, they will quickly
find employment.
 Everyone wants them.
 They need to be ‘recruited’ (even the top
college grads).

7. Recruiting Best of the Best (Top Talent)
Best Practices
Copyright 1997-2014 Lean Human Capital, LLC
 Ensure Top Talent can ‘find you’.
 When they find you, what is your
compelling Value Proposition.
 When they apply, they need to have a
great experience!
 If they don’t find you, you need to go find
them!

8. How do they find you? –
Organic SEO & Targeted SEM
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Hyper Active
Candidates
Ultra Passive
Candidates
77% of job seekers START
their job search at a
search engine (Google
most popular) typing in
Key words relevant to
their search . Indeed
postings consistently
rank first in each search
engine.*
23% start search
directly going to
specifics sites including
company websites, job
boards and
social sites.*
*Source: Gartner & CareerBuilder

9. Ensuring Top Talent Finds You
Job Postings – Best Practices
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 Key Word Friendly - Effective use of
Key Words (SEO/SEM)
 Ensure Posting is Visually Appealing and
professional with correct grammar and no
typos!
 Provide a Compelling Value Proposition
that is concise and to-the-point.
 Provide Position Details (description,
requirements, etc.).

10. The Importance of Keywords
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 Use the words the job seekers are
using:
o It is how job seekers find our posting.
o It is what increases your rankings!
 Alternative job titles:
o Number of times repeated in a
posting ups the rankings.
 Some sites have a time factor. The
longer the job posting is out there, the
lower it will rank.

11. The Importance of Keywords
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1. Determine alternative job titles:
 What is the most simple, basic version of this
job title?
o You are calling it “Northwest Territory
Business Development Manager”.
 Simple versions of the same title could be:
o “Sales Manager”.
o “Territory Sales Manager”.
o “Regional Sales Manager”.
o “Business Development Manager”.

12. Once they find you - What is their experience?
What is your compelling value proposition?
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What is the application
process like? Is it easy to
engage? Is it mobile?
What is your ‘brand’
socially? Glassdoor?
What is your compelling Other sites?
value proposition?
What is the candidate
experience like? What do
the non-hired candidates
say about their
experience?
Average Job Seeker spends 6 seconds reviewing a job posting before they decide to read further or leave posting.

13. Crafting a Compelling Value Proposition!
Candidate’s Motives to Move
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(or to call you back)
What Can You Offer?
What Can Your
Competitors Offer?
Identify Pain or Pleasure
“Gaps”

14. Copyright 1997-2014 Lean Human Capital, LLC
Job Postings
Before & After Examples

15. Recruiting Best of Best (Top Talent)
Best Practices
Copyright 1997-2014 Lean Human Capital, LLC
 Ensure Top Talent can ‘find you’.
 When they find you, what is your
compelling Value Proposition.
 When they apply, they need to have a
great experience!
 If they don’t find you, you need to go
find them!

16. Copyright 1997-2014 Lean Human Capital, LLC
 Sharp Shooter versus Shot
Gun Approach:
o Proactive Referral
Sourcing with Rock Star
Employees!
o PERP Technology.
o Boomerang – P-CRM.
o Capturing Lists/CRM.
The Sharpshooter Approach

17. Copyright 1997-2014 Lean Human Capital, LLC
 Sharp Shooter versus Shot
Gun Approach.
o Proactive Referral
Sourcing with Rock Star
Employees!
o PERP Technology
o Boomerang – P-CRM.
o Capturing Lists/CRM
The Sharpshooter Approach
Pragmatic sourcing solutions for those
with limited time!!

18. Benefits of A Referred Employee from A
Rock Star Employee
There is increased data supporting the strong business impact
referred employees have on organizations:
 Referred Employees are already the #1 source for new hire
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volume; averaging 24.5%. *CareerXroads 2013
 Referred Employees rank as the #1 source for new hire quality in
two studies:
o 61% are hired from referrals on social media or company career page compared
to 14% hired from job boards. *staffing.org 2011 and Aberdeen Group 2013
 Referred Employees have a higher retention rate:
o 43% of hires from referrals and company career page stay longer than 3 years.
o 14% of hires from job boards stay longer than 3 years.
*Jobvite Social Recruiting Survey 2013
 Faster Time-to-Fill, a fraction of the recruiting costs … the ROI of
referred employees becomes exponential!

19. Conversational Investigation (IQs)
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Keys to Success:
 Develop Relationship.
 Socratic Questioning – Take the
‘Thinking Away’!
 What’s in it for them?
 Be Prepared for the Reflex Response
(Stimulus-Response Reaction)!

20. IQ’ing Rock Star Employees
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 MINDSTORM with your managers…who are your “Rock
Stars!”?
 Engage and develop relationships with these individuals (face-to-face
if possible).
 Ask good thought-provoking IQ’s:
o Where did you work previously (go back 1,2,3 jobs)?
o How many peers did you have that did what you did?
o To whom did you report? Who reported to you?
o If you had to create a dream team of former peers, who would
be your “starting 5”?
o Do you (did you) belong to any industry associations we should
be active in?
o If you were me, and had to find a person like you, what would
you do?
o Who should I connect to within your network (LinkedIn,
Facebook, etc.) that can help me with my search?

21. PERP - Leveraging Technology/
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 The growth of social media platforms and the
internet make it easy for people to connect.
 There is increased visibility of candidates’ work
on the Internet to assess for right fit.
 New referral technologies and vendors make
referring easy.
o Facebook and Twitter are very difficult for
passive candidate search, but most successful
for Employee Referral.
o Consider a tool to assist your PERP.
Social Media Channels
Rolepoint – www.rolepoint.com
iMomentous – http://www.imomentous.com/
Careerify - http://www.careerify.net/
Zalp – www.zalp.com

22. The Sharpshooter Approach
Copyright 1997-2014 Lean Human Capital, LLC
 Sharp Shooter versus Shot
Gun Approach:
o Proactive Referral
Sourcing with Rock Star
Employees!
o PERP Technology.
o Boomerang – P-CRM.
o Capturing Lists/CRM.

23. Boomerang Rehires
A pragmatic plan to turn ‘regrettable’ turnover into a top source of hire:
1. Each month or quarter, identify those valued employees that left
on good terms. The individuals that the manager/department
would LOVE to have back.
2. Ensure you have accurate contact info (email, phone, LI profile,
etc.)
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3. Create a centralized list for all of these former rock star
employees (store in ATS, CRM, Excel document, etc.).
4. Develop a relationship management campaign. Every 2-3
months, reach out to them to see how they are doing, let them
know they are missed and . . . if they are interested in having a
conversation about employment – - to contact you ASAP.

24. Copyright 1997-2014 Lean Human Capital, LLC
For each ‘core skill set’ you recruit for:
 Identify all associations (think Diversity ), user groups (ask employees,
hiring managers, surf the net), etc:
o Get managers to join (if they are not already members) and get
membership list!
o Have someone attend meetings and conferences to collect business
cards (not just hand them out).
o If they have a website, post a job, source candidate database, etc.
o Sponsor meetings, advertise in newsletter, speak at events.
 Identify all industry conferences:
o Identify managers and employees attending – get the conference
attendee list.
o Download all attendee speakers into your database/network. Use for
referral sourcing.
You Capture Lists OF the
Best of the Best!

25. Recruiting Best of the Best (Top Talent) –
Recommendations from this session
Best Practices
Copyright 1997-2014 Lean Human Capital, LLC
 Ensure Top Talent can ‘find
you’.
 When they find you, what is your
compelling Value Proposition.
 When they apply, they need to
have a great experience!
 If they don’t find you, you need to
go find them!
 Go to a browser and search for a few of your
key jobs. Can you find them? Where do they
show up in your search return (1st page, etc.)
 Review your job postings. Are they
compelling? Would you continue to read after
6 seconds!?
 Apply for the job - - if you were a talent passive
job seeker, would you continue?
 How do you find talent (review strategies
discussed in this presentation!

26. Recruiter Academy Certified
Recruiter Program (RACR)
 We are very excited to be able to provide our Recruiter
Academy Certified Recruiter program in a webinar based
format. Our next session starts January 13, 2015.
 The program is delivered over 11 web-based modules that allow
our students to absorb, retain and apply the concepts and
principles gradually over time!
 With participation in our program, you are eligible to become a
Copyright 1997-2014 Lean Human Capital, LLC
Recruiter Academy Certified Recruiter (RACR).
 The program also qualifies for 15 HRCI credits.
 Special Pricing available when 3 or more people attend.

27. Partial Client List – Higher Education
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28. What some Higher Education Recruitment Leaders are
saying . . ....
Luke Taylor – Recruitment Manager at University of Colorado Boulder
Copyright 1997-2014 Lean Human Capital, LLC
• “Helped our team think out of the box – get out of the rut of
transaction mode”.
• “Increased our confidence to gain buy-in from recruiting leaders”
• “Modules 3-6 gave us a strong perspective of industry best practices
which we applied directly to our process”
• “Provided us with ammunition to get some quick wins in a constrained
environment”
ROI – Proven Track Record
Charlene Lowe – Formerly of University of Minnesota. |
Responsible for leading strategic initiatives related to the
hiring of 3000 staff and faculty professionals annually.
• “The RACR class is just what the doctor
ordered”

29. Interested in Lean Human Capital, Healthcare RECRUITx Community or our
Recruiter Academy Certified Recruiter Program
Please contact Joe Bieth at: jbieth@leanhumancapital.com or 586.215.9775
Copyright 1997-2014 Lean Human Capital, LLC