4. Most Professions Require Training
Real Estate Agent
• Nevada law requires 90
hours of real estate course
credits (Real Estate Law,
Broker Management
Training, etc.)
• Must pass national and state
real estate examination
• Must apply for licensing with
proof of examination, course
work and transcript
5. Most Professions Require Training
Cosmetologist
• Cosmetologist License: 1800
training hours
• Hair Designer License: 1200
training hours
• Nail Technician License: 600
Training Hours
Three state licensing exams:
theory, practical, and law
6. Recruiters Often turn to the Web for Answers
What does it take to be a good recruiter???
7. Online Research Methodology
• In-house web analytics tracked a year’s
worth of recruiter web searches
• Compared these searches to global
monthly search topics on Google
• Found which keywords and phrases are
searched most frequently in Recruiting,
Talent Acquisition and HR
• The Results are alarming!
8. In this session…
What are the top
questions searched
by recruiters?
Why are recruiters
asking these
questions?
11. “How Do I leave an Effective Voicemail?”
The Problem
• Many recruiters are experiencing horrible
return call ratios
• Too many recruiters avoid the phone
because they “don’t have time”
• Focus has become how to automate the
process, removing the human element
12. “How Do I Leave an Effective Voicemail?”
The Solution
•
•
•
•
Remember it’s not about you
Present with confidence
When they call back, LISTEN!
What is the reason for reaching
out?
o Get them to respond
o Learn more about them
• Don’t try to sell them before
you know them!
13. #2 - “What are the Key Attributes of a Recruiter?”
14. “What are the Key Attributes of a Recruiter?”
The Problem
• Varying definitions across the web
(5.7 million)
• The ‘Secret Sauce’ still seems to be a
secret
• If we can’t define skills for our
profession, how do we define skills
for other positions??
15. “What are the Key Attributes of a Recruiter?”
The Solution
Keep These Skills in Mind
•
•
•
•
•
•
Relationship Building Skills
Sales/Influencing Skills
Results Focused
Listening Skills
Research Skills
Optimism
17. “How Do I talk to a Hiring Manager?”
The Problem
• Inherent “disconnect” between
Recruiters and Hiring Managers
• Manager wants to see more and
more resumes
• Manager is unresponsive
• Manager doesn’t know what
they want or need
• Manager expecting a candidate
that doesn't exist
18. “How Do I talk to a Hiring Manager?”
The Problem
• Recruiter not setting
expectations
• Recruiter not leading the
recruitment process
• Recruiter not asking
questions to determine the
right profile
19. “How Do I talk to a Hiring Manager?”
The Solution
•
•
•
•
•
Lead the process
Set expectations up front
Pre-interview meetings
Candidate debriefs
Drop the HR Speak
20. #4 - “What is the Cost of a Poor Hiring Decision?”
21. “What is the Cost of a Poor Hiring Decision?”
The Problem
• Losses due to a bad
hire rarely ends up
on balance sheet but
can be detrimental
to the organization
• Lost opportunities,
wasted time, overall
business degradation
occurs when hiring
not based on quality
22. “What is the Cost of a Poor Hiring Decision?”
The Solution
Avoid “Bad Hire Procrastination”
• Managers spend too much time trying to
change behaviors in the “DNA” of a poor
performer
• Avoid promoting an individual based on
something other than performance (tenure,
etc.)
Understand the “DNA” of each candidate
• Skill
• Attitude
• Competency
• Culture
24. “What Are Effective Recruiting Metrics?”
The Problem
• To many metrics measure
symptoms and not root cause
• Often companies talk about
quality and measure quantity
and cost
• Source of hire is hard to
measure – is it tied to quality?
26. “How Do I Maintain a Talent Pipeline?”
The Problem
• Hiring Managers and Recruiters define
pipelines differently, resulting in
confusion and missed opportunities
o “On demand” vs. “pond”
• Improper maintenance leads to
candidate disengagement and dropoff
• The road to a well-maintained pipeline
requires clear and well-defined goals
o Outreach
o Store & Maintain
o Engage
28. “What is Unconscious Bias?”
The Problem
• Think of a surgeon and a
nurse – who do you picture?
• Without realizing it, we are
all guilty of unconscious bias,
predominantly in job roles
• Unconscious bias – hidden
beliefs or unconscious
assumptions – can lead to
poor hiring decisions
30. “Why is HR a Necessary Evil?”
The Problem
• Recruiters and HR
often considered
“frenemies”
• Conflict due to
fundamental
differences, different
skill sets, authority
issues
31. “Why is HR a Necessary Evil?”
The Problem
Recruiters vs. HR on Google
32. The Lost Recruiter
Questions?
Contact Me:
Steve Lowisz
P: 734.521.2800
steve@stevelowisz.com
Check out my Blog
www.stevelowisz.com
Presented by:
Steve Lowisz
Author, Educator
International Speaker
