Is your company making these top 5 hiring mistakes? Most companies that make them are unaware that they are making them and how that affects their company, profits and moral.

1. The 5 MOST
Costly Hiring Mistakes
Companies Can Make
Newly Developed Technology Exposes Why...
You’re MISSING the BEST Talent for Hire

2. Sound Familiar?
• AreYou Seeing More
Less Qualified Applicants?
• Is It Taking Longer to Fill the Right Position with the
Right Person?
• AreYou Experiencing Interview Fatigue Trying to Fill
AllYourVacancies?

3. I’ll show you how to reduce
this by up to 78%, but first…

4. Times Have Changed...
• 20Years Ago a Single Ad
Would Bring in 5-7
Résumés a Week
• Because of Certain
Hiring Breakthroughs,Today, a Single Ad Can Bring
in As Much As 200 New Résumés a Week!

5. Hiring Breakthroughs
• 1994: Robert McGovern was the First to
Host a Job Posting Online1
• 1995: LATimes, Boston Globe, ChicagoTribune,
NewYorkTimes, San Jose Mercury and
Washington Post Create CareerPath.com2
• 2003: LinkedIn Launched3
• 2013: CVirtual IntroducedVideo Interviews
Sources:
1. Peter Behr, David Segal, “High-Tech Turks Lure Big-Buck Backers; Outside Investment Grows but Trails Other U.S. Centers”, The Washington Post, Nov. 4, 1996, pg. F05!
2. Jesus Sanchez (1995, October 18), "THE CUTTING EDGE: COMPUTING / TECHNOLOGY / INNOVATION; 6 Papers Launch On-Line Help-Wanted Classifieds; Advertising: With
23,000 entries, employment service initially will be free to job-seekers :[Home Edition]", Los Angeles Times ,p. 4. Retrieved December 18, 2008!
3. http://www.linkedin.com/about-us

6. Where’s the Market at
Today?

7. I know this looks like my kids scribbled all over it, but it actually is very important
because job market problems today lead to hiring problems tomorrow.

8. The Beveridge Curve
Source:"
http://en.wikipedia.org/wiki/Beveridge_curve
• “A graphical representation of the
relationship between unemployment and
the job vacancy rate.”
• “Higher levels of unemployment... imply
decreasing efficiency in the labor market.”
• “Inefficient labor markets are due to
mismatches between available jobs and the
unemployed.”

9. In Other Words…
Many of the Current Job
Seekers Do NOT Have the
Skills Necessary to Be Hired
for the Jobs They’re Applying
for

10. US Job Market Snap Shot
• 119,335,000 Employed Workers Currently
Seeking Better Employment
Source:"
http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/

11. 27.1%
Searching for Employment Passive Job
Seekers

12. Job Market Snap Shot
• 12,806,000 Currently Unemployed Searching
for Work
Source:"
http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/

13. More Than 5.5 Million People
Have Been Unemployed for
6 Months or Longer!!

14. Job Market Snap Shot
119,335,000 US Employed Workers Currently
Searching for Better Employment
12,806,000 Currently Unemployed Searching for
Employment
Source:"
http://www.recareered.com/blog/2012/03/13/just-how-many-job-seekers-are-looking-for-work/
+
132,141,000 People Currently Competing for
Employment

15. For Every Job Opening
Available There Are 2.6 People
Competing for That Position

16. • 7,600,000 Applied for 65,000 Starbucks
Jobs
• 1,000,000 Applied for 2,000 Proctor and
Gamble Openings
• 2,000,000 Applied for 7,000 Google
Openings
Source:
http://knowledge.wharton.upenn.edu/article/why-the-job-search-is-like-throwing-paper-airplanes-into-the-galaxy/

17. Source:"
http://www.dailymail.co.uk/news/article-2352011/Up-160-graduates-chase-job-Leading-firms-increase-number-applications-role.html

18. Does Competition...
• Bring Out the Best?
• Meaning: Does the cream
rise to the top?
• Bring Out the Worst?
• Meaning: Does it take
longer than normal to find
the right candidate because
they’re getting lost in all the
clutter?

19. Source:"
http://career-advice.monster.com/job-search/company-industry-research/despite-unemployment-many-jobs-hard-to-fill-hot-jobs/article.aspx

20. Technology:
Blessing: Now More Than Ever an Employer
Can Reach Hundreds, If Not Thousands of Job
Seekers or...
Curse: The Same Employer Can Have Their
Post Overlooked Because of Every Other
Competing Job Post Out There

21. Source:"
http://www.craigslist.org/about/factsheet

22. Source:"
http://www.careercast.com/career-news/employers-craigslist-job-postings-contain-hidden-cost

23. Sound Familiar?
• AreYou Seeing More
Less Qualified Applicants?
• Is It Taking Longer to Fill the Right Position
with the Right Person?
• AreYou Experiencing Interview Fatigue
Trying to Fill AllYourVacancies?
• NowYou Know Why!

24. What No One Is Willing
to Talk About

25. The True Costs of a Bad Hire

26. Source: "
http://www.nbrii.com/resources/infographics/nbri-infographic-thecostofabadhire.png
Average Hiring Costs
Total = $32,500
$500 Advertising Expense
$2,500 Interview Costs
$7,500 Hiring Costs
$22,000 Training Costs

27. What About…
What Will All That Cost You?
• Loss Productivity Costs
• Disruption Costs
• Missed Opportunities

28. Source:"
http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

29. Are You Settling?

30. What isYour Hiring
Process Like?
• You’re Presented with 8
“Qualified” Candidates
• You Choose to Interview 6...
• After 6 Hours of Interviews
No One Stands Out
• Interview Fatigue Begins to Set In
• What DoYou Do?
• DoYou Settle for Good Enough?

31. Source:"
http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

32. Source:"
http://www.inc.com/tom-searcy/the-problem-with-being-good-enough.html

33. AreYou Accidentally
Building a Good Enough
Organization?

34. WouldYou Agree?

35. Source:"
http://www.forbes.com/sites/mikemyatt/2012/09/27/the-1-reason-companies-make-bad-hires/

36. You Can Hire the Best,
But FirstYou Need to
Watch Out for…

37. 5 Hiring Mistakes
Companies Make
1. Overusing the Same Job Boards
2. Not Utilizing Facebook
3. Relying Too Much on LinkedIn
4. Ignoring Twitter
5. Not LeveragingVideo Interviews

38. 1. Overusing the
Same Job Boards
• Problem:
Going After the Same Hiring
Pool

39. Source:"
http://blogs.hbr.org/cs/2013/03/why_employers_arent_filling_th.html

40. Job Boards Only Target
Active Job Seekers
• You’re Missing Out On the
Hidden/Passive Job Seekers
• You’re Not Finding the Ones
Who Are Not Looking

41. 2. Not Using Facebook
• Problem:
Not Using the “Facebook
Stalk” to FindTopTalent

42. Source:"
http://techcrunch.com/2011/11/16/social-recruiting/

43. 3. Relying Too Much
on LinkedIn
• Problem:
Using LinkedIn asYour Go-To
Hiring “Silver Bullet”

44. Source:"
http://www.fastcompany.com/1815993/fast-talk-meeteor-facebook-stalk-job-you-want

45. LinkedIn’s Main Goal is
for People to Network
How Many Business Professionals
DoYou Know Who Are Still Not
on LinkedIn But Are on Facebook?

46. 4. Ignoring Twitter
• Problem:
#NotKnowingHowToUseTwitter

47. Source:"
http://www.cbsnews.com/8301-505143_162-40245242/how-to-use-twitter-to-find-amazingemployees/

49. 5. Not Leveraging
Video Interviews
• Problem:
WastingTOO MuchTime
Interviewing

50. Spending All Day or
Several Days Interviewing?
Video Interviews Reduce the
Amount of TimeYou Spend
Conducting Face-to-Face
Interviews

51. Who ALREADY Uses
Video Interviews...
You?

52. Source:"
http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm

53. Source:"
http://www.perfectlaborstorm.com/2012/recruitment-2/how-many-job-applicants-does-it-take-to-find-one-qualified-candidate/

54. The BEST Way to Find
Top Talent FAST!

55. Virtual Interviews...
...Create a Faster Time-to-Hire
...Reduce Travel Expenses
...Produce a Sustainable Hiring
Model

56. Virtual Interviews...
...ExpandYour Candidate Pool
...Can BeViewedVirtually
Anywhere
...Reduce Interview Fatigue
...Are Easy to Use

57. Source:"
http://www.businessweek.com/smallbiz/news/coladvice/book/bk981106.htm

58. Source:"
http://staffingtalk.com/are-video-interviews-becoming-the-norm/

60. Easy As 1-2-3
3. Review
Recorded
Interviews at
Your Leisure
1. Choose and
RecordYour
Questions
2. Send OutYour
Virtual
Interview Link
+ +

61. Recording
Your Questions
• RecordYour Own
• Choose from a List of
Pre-Recorded
Questions

62. Post an Interview Link
• Send OutYour Interview
Link to Their Applicant
Pool or
• HostYour Link on a Job
Board or Social Media
Site

63. Review AtYour Leisure
“Can you see how much
easier it will be to find the
right person for the job?”

64. Streamlined Process
• OnceYou’ve Found the
Right Candidate for the
Right Position...
• Invite Them in for Live
Interview

65. CanYou Do This
OnYour Own?
Of CourseYou Can!
BUT...

66. and
• You’ll Still Have to
Coordinate Schedules
• Eliminates Reviewing at
Your Leisure
• Hope that Technology
Works Properly
• Can’t Be Recorded or Shared

67. But There’s Still
One Problem…
LiveVideo Interviews Are
Nothing More Than an
Untested Resume

68. • You Can Review atYour
Leisure
• BUT Their Interview
Is Also Scripted
• You Only See What They
WantYou to See “Take 57”

69. What This Hides...
• All the Non-Verbal
Communication They
Don’t WantYou to See
• 93% of All Communication is
Non-Verbal
• 55% is Physiological
• 38% is Tonal
• Only 7% Are the Words Used
Source:"
Mehrabian, Albert (2009). ""Silent Messages" – A Wealth of Information About Nonverbal Communication (Body Language)". Personality & Emotion Tests & Software: Psychological Books &
Articles of Popular Interest. Los Angeles, CA: self-published. Retrieved April 6, 2010.

70. Step Backwards...
• Your Job is to Find the
BEST Possible Candidates
and Hire Them
• Trying to Figure Out New
Technology Only Adds to
Your Already Overwhelming
List of Duties

71. A Tale of Two
Hiring Managers

72. A Day in the Life of...
Traditional Tom Savvy Shaye

73. Hiring Decisions...
Traditional Tom Tries
to Find His New
Hire on His Own
Shaye Uses a
Recruiter who Uses
Virtual Interviews to
Help Her Find Her
New Hire

74. Weeding Out Process...
• Both Tom and Shaye’s Recruiter
Receive Résumés from 200
“Qualified” Candidates
• 150 of the Applicants Don’t
Meet Their Needs

75. Finding the Best...
• 50 Candidates is Still Too Many
• Both Parties Narrow it Down to the
Exact Same 20 Applicants

76. No Substitutes...
• Tom Interviews Who He Feels
Are the Top 6 Candidates
• Missed the Real Winner
• Screening Will NEVER
Replace a Live Interview

77. Tom’s Interviews...
• After 6 Hours of Interviews
Tom is Ready to Call it Quits
• On Paper Each Applicant
Looked Like They Were the
“One”
• Not Only is Tom Tired BUT He’s Now
Behind on His Normal Work Load
• Late Night for Tom
• Does Tom Settle?

78. TheVirtual Interview
Difference
• Shaye’s Recruiter Sends Over 20
Résumés Accompanied with 20
Virtual Interviews
• More Choices atYour Disposal
• More Really is Better

79. Shaye’s Interviews...
• In the Time it Took Tom to Perform 2 Live
Interviews, Shaye Reviewed All 20Virtual
Interviews
• Shaye Spots 2 that Tom Missed
• She Interviews Them and Hires the
Better of the Two
• She’s the Office Hero!
• Now That’s Working Smarter

80. 3 Kind of Recruiters
1. Résumé Mill
2. Knowledgable Partner
3. Knowledgable Partner Plus

81. Let Me Introduce
You To...

82. • Recruitment Agency Specializing
inVirtual Interviews to Make
Your Hiring Easy
• As a Knowledgable Partner Plus
We’ll Seek to UnderstandYour
Position
• We’ll Find and Invite All Qualified Candidates the
Market Has to Offer to Take aVirtual Interview

83. Best of All...
• You’ll Be Like a Kid in a
Candy Store
• You’re Only Job is to
Chose Which One of the
Qualified CandidatesYou
Want to Invite in for Live Face-to-Face Interview
• Then,When Ready We Repeat the Process for
You Again as Often asYou Desire New Hires

84. Is Right forYou?
• Let Us Take on All the Risk
• We’ll SendYou QualifiedVirtual
Interviews
• IfYou Like WhatYou See,You Can Contract for Our
Services
• Standard Contract Rates are 25% of Annual Salary

85. Let Us Start
Working forYou!
• Set Aside 20 Minutes to Let Us Understand the PositionYou
Want to Fill
• We Guarantee ALL
Placements Up to 180 Days
• We’ll Replace Any Placement
Who’s Been Fired or Quits
within 6 Months of Placement for FREE!
• If After 45 Days We’ve Not Been Able to HelpYou,We’ll Gift
You 3 Months Use ofVirtual Interviews

86. http://www.cvirtual.com/new
Click to Begin…