RECRUITING IS ALL ABOUT building strong relationships and understanding how Recruiting and Marketing are intertwined. The brand you build for your firm or organization should have a recruiting component to it. Most firms are building their brand to bring in new work which is important but they should also be thinking about how to attract the next round of talent they will need to hire to do the work they bring in.

2. –Johnny Appleseed
“Type a quote here.”

3. Mark Zweig, Founder Zweig Group
“Your job as a recruiter is not to
keep bad people out but rather to
get good people coming in!”

4. © Zweig Group 2016
Recruiting is all about Relationships
• It’s a long term process that if done well can pay off handsomely.
• Learn to give as much information as you get.
• These relationships are important both internally between HR
and Hiring Managers and externally between your firm and the
available talent pool.
• People want to work with people they like.
• Hire for character, train for skills
• Have to be willing to cut the wrong people from the team

5. © Zweig Group 2016
Recruiting is Selling
• You have to create openings to fill.
• You have to create engaging job descriptions.
• You have to have the right people meeting with candidates.
• Consolidating your recruiting efforts with one or two people is
essential. It doesn’t make sense to spread it around to
everyone. Not efficient.
• Recruiting should have one person controlling the process so
all steps are consistently followed.

6. © Zweig Group 2016
1. Treat every job candidate like gold.
2. Develop some recruitment “sales” material
3. Plan every detail for your interviews/meetings.
4. Get all of the candidate’s compensation
details.
5. Stop being obsessed with why the job
candidate wants to make a change.
Mark Zweig’s 13 Tips for Recruitment Success

7. © Zweig Group 2016
6. Get a realtor involved.*
7. Look for a way to talk to the
spouse.
8. Write a good offer.
9. Don’t give the candidate forever
to make their decision.
Mark Zweig's 13 Tips for Recruitment Success

8. © Zweig Group 2016
Mark Zweig’s 13 Tips for Recruitment Success
10. Ask the candidate how he/she will respond to a
counteroffer, should one be made (and it probably
will be!).
11.If the candidate tells you they’ll accept but want to
wait until they turn their notice in to their boss,
discourage that.
12. Always get a backup candidate.
13.If someone turns down your job offer, ask them why.

9. © Zweig Group 2016
Almost two-thirds (64%) of firms have in-house
recruiting staff.
- 2016 Zweig Group Recruitment & Retention Survey

10. © Zweig Group 2016
The majority of survey respondents (24%) said the candidate pool (i.e.
not large enough) was the biggest obstacle to finding qualified
candidates.
- 2016 Zweig Group Recruitment & Retention Survey

11. © Zweig Group 2016
A case study of two employees…
Employee “A” and Employee “B”

12. © Zweig Group 2016
Employee “A” makes $70K per year, works
40 hours a week - nothing more and
nothing less…

13. © Zweig Group 2016
Employee “B” makes $90k per year, works 48+ hours
per week and sometimes on the weekend if needed….
Employee “B” is the type of person you can grow a
company around.

14. © Zweig Group 2016
• 32 years old
• Bills out at $100 per hour with a
70-80 percent utilization rate.
• Sells $140-150K in revenue annually
Employee A Employee B
• 32 years old
• Bills out at $125 per hour with a 100
percent utilization rate.
• Sells $250K in revenue annually plus
sells directly or indirectly $600-800k
in work for others to perform.

15. © Zweig Group 2016
• Does not sell work for others to perform nor have
clients requesting him or her.
• Is constantly complaining about management which
brings down the other employees around him.
• Rarely seeks out opportunities for professional
development.
Employee A Employee B
• Sells work and has clients requesting him/her on
their projects.
• Offers to do “Brown Bag” lunches to discuss his
area of expertise with younger staff and interns.
• Is constantly looking for ways to develop
professionally.

16. © Zweig Group 2016
Ask yourself. Which of these employees
is more valuable to your firm?
Employee A Employee B

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The truth is most firms want Employee “B” but they are
not willing to spend the money so they settle for
Employee “A”
Employee A Employee B

18. © Zweig Group 2016
The candidate/potential candidate
database
• Every resume/application coming to firm goes in here.
• Shared database company-wide
• Constant commitment to data integrity and building
the database
• Second place you look when you have a recruitment
need (First is internally).
• Allows you to be more tactical and effective in your
recruiting efforts.

19. © Zweig Group 2016
Q&A

20. TIP SHEET
HTTP://BIT.LY/ZGBBRTIPS

21. –Johnny Appleseed
“Type a quote here.”
Up Next!

22. Upcoming Webinar Schedule

23. Continue the discussion about recruitment and
retention online. Use the hashtags #BBRWebinar
and #ZweigGroup. We will respond to anything
posted on Social Media on this topic.
Presenter: Randy Wilburn
617-828-9093
rwilburn@zweiggroup.com
@randywilburn
Thank You!