Effective Hiring Strategies for Building Strong Teams
Discover expert advice from Trevor Pinder on competencies, interview processes, and candidate engagement to enhance your hiring strategies. Learn essential skills and techniques for successful recruitment and team building.
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Presentation Transcript
Hiring Strategies to Help Build your Teams J9 Online Trevor Pinder
Hiring - What are your competencies? Creativity and Innovation Adaptability Integrity Communication Independence Influencing Resilience J9 Online Trevor Pinder
Hiring - What are your competencies? Creativity and Innovation Adaptability Integrity Communication Independence Influencing Resilience J9 Online Trevor Pinder
Hiring - What is your interview Process? Gang up Presentation Trial Day Telephone Interview Competency Based Identification 3 Slides Max LinkedIn Automation 10 to 15 mins Involve the team Black Ball You Involved Just the basics Please see last session Strong Template Can Use Odro here instead Calling exercise J9 Online Trevor Pinder
Trevor Pinder Hire Slowly Fire Quickly 3 core competencies Always do it the same way Rookies only Hire a bunch save time 2 in a market No Rookies on cold desks Leave your gut at the door Make sure the environment represents the interview J9 Online Trevor Pinder
Hire to deal in 12 weeks or less J9 Online Trevor Pinder
Skills and Techniques Keep it Simple 1 Candidate Engagement Digital and Traditional Building the Network 2 Customer Engagement Digital and Traditional 3 The Recruitment Sales Process J9 Online Trevor Pinder
Make Their World Tiny J9 Online Consultant Trevor Pinder
The Candidate Engagement 1. What makes a great candidate + Sourcing Methodology 2. Digital Approach Strong Invite Templates The right follow up messages Good online brand (LI) Profile Look ups 3. Traditional Telephone based, best practice candidate engagement J9 Online Trevor Pinder
The Customer Engagement 1. Digital Approach Strong Invite Templates The right follow up messages Like/share publish content Good online brand (LI) Profile Look ups 2. Traditional Telephone Approach The Reference Call The BD Call Spec Call J9 Online Trevor Pinder
To KPI or not to KPI That is the question .. If you don t then how do you know what good looks like? The fewer the better Does one size fit all? Development tool not a stick or hammer to beat them with J9 Online Trevor Pinder
Week 1 Time with the CEO Vision share and their part of it Orientation and Basics Mentor Assigned Digital Brand Set up Linkedin profile etc Expectations What good looks like Welcome Presentation Informal to the company The Candidate package Source/Engage/relationship J9 Online Trevor Pinder
Week 1 Time with the CEO Vision share and their part of it Orientation and Basics Mentor Assigned Digital Brand Set up Linkedin profile etc Develop the mentor, don t dump Tell them your vision Profile Tell them their part in it Empty Desk Plan is a nice start Templates Your first chance to achieve some Brand Loyalty How to use it Presentation Briefs Explained J9 Online Trevor Pinder
Week 1 The Candidate package/360 Exercise Source/Engage/relationship Expectations What good looks like Welcome Presentation Informal to the company Before the Friday Round Up Please see earlier slides Presented to Everyone Black and White Expectations Speaking with candidates day 2 at the latest 3 Slides Light Hearted Start 360 Exercise More Brand Loyalty Here J9 Online Trevor Pinder
Week 2 Company Presentation 360 Exercise Continues BD Training Begins Best way for them to learn to sell the company See Next Slide and additional attachment You should be in it Please see earlier slides The History, The Key Players, The Vision, The Specialisms J9 Online Trevor Pinder
The 360 Exercise New Consultant is targeted to speak with candidates only Every candidate has client information Lead, Reference, CV Strip Consultant collects and collates the information from the candidate Once they have 360 pieces of client information they can start calling the clients. Whilst completing the 360 exercise the consultants are being trained in BD The idea is that their client database is built before they even need to start calling it J9 Online Trevor Pinder
Week 3 360 Exercise Continue BD Training Continues J9 Online Trevor Pinder
Week 4 1st Performance Review 360 Exercise Completed BD Training Completed Marketplace presentation J9 Online Trevor Pinder
Week 4 1st Performance Review 360 Exercise Completed BD Training Completed Marketplace presentation If it isn t then questions must be asked and decisions made GG Doesn t agree The Buyers, the Sellers The Now and the Future The Competition J9 Online Trevor Pinder
Week 5 onwards Layer on the additional skills Objection Handling Pitching Retained Exclusive Negotiation and Closing Customer Analysis models Candidate and Client Control Client Meeting Skills Job Qual One at a time and check understanding before moving on J9 Online Trevor Pinder
Induction Plan Where should they be? Let s Discuss End Week 1 Start Speaking with Candidates End Week 2 Now Speaking to 20 Candidates per day 40 pieces of info End Week 3 Regular Lead Gen, Best guys finish 360 exercise Week 4 360 Exercise must be complete Week 5 Week 5 split day Client and candidate Strong Digital Engagement Week 6 Candidate/Digital/Client J9 Online End Week 7 See week 6 End Week 8 See week 7 + role(s) End Week 9 See week 8 + CV s out/Int End Week 10 See week 9 End Week 11 See week 10 + offer/Place End Week 12 See week 11 Trevor Pinder
Induction Plan Some stuff to discuss How much time should you spend on the induction? What can you delegate? RRV Works here as well The wrong thing to do is to leave the niche behind Out of delivery in 4 weeks J9 Online Trevor Pinder
