Basics of Recruiting Your Controller just gave notice to go to a competitor. What should - PowerPoint Presentation

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Basics of Recruiting

Your Controller just gave notice to go to a competitor. What should you do?

Basics of Recruiting

Audience Poll:

Option 1: You post the position & check to see what applicants you receive.

Option 2: You notify your current & past colleagues and wait for their referrals.

Option 3: You notify your RVP/RDOS & wait for their direction.

Option 4: All of the above.

But what was missing?

GETTING OFF YOUR REAR END AND CALLING PROSPECTIVE CANDIDATES DIRECTLY…

This

is the difference between

passive recruiting & active recruiting.

Passive recruiting is waiting for a candidate to come to you.

Active recruiting is finding your OWN candidate.

Which one yields better results?

For the most part, folks currently employed are still employed because they are doing a good job.

Aren’t they the people you want to come work for you?

Then why don’t we make it a priority to call them?Why wait for the folks that are unhappy and out looking for a new job?

Let’s Break it Down…

Step 1: Step 1 starts way before the job is even open.

Step 1 is everyday, on or off the clock, during your every day lives.

Step 1 is IDENTIFYING TALENT BEFORE YOU NEED THEM.

How to Recruit like a Pro…

I call this

Perpetual Recruiting

.Best Barista at your favorite coffee shop.

Fantastic customer service at the department store.

Grocery Shelf Stocker that goes out of his/her way to assist you.

Restaurant Manager who made a connection with you while dining.

STEP 1 – PERPETUAL RECRUTING

What should you say?

What should you do?

How do you do it?Any examples of recruiting in your everyday life?

STEP 1 – PERPETUAL RECRUTING

Your

flatlist

is the list of potential candidates that could be a fit for your position.

Note it

says

“COULD BE” a fit. Don’t assume anything until you talk to them. They are all

rockstars

until you talk to them and they prove you wrong

.

Your

Flatlist

includes:

Folks from your perpetual recruiting efforts;

Folks you know from your competitors;

Folks referred by colleagues and contacts;

Folks you don’t know from your competitors.

STEP 2 – CREATING YOUR FLATLIST

How can you find folks if you don’t know them?

Audience???

STEP 2 – FOLKS YOU DON’T KNOW?

Ask around.

Call the other hotels and ask for names.

They all likely have that same position, so you should have every hotel on your list.

Attend networking events.

LinkedIn.

STEP 2 – FOLKS YOU DON’T KNOW?

STEP 2 – YOUR FLATLIST

Name

Current

Hotel

Sourced By

Date Called

Qualified Candidate

Next Step

Donald Trump

Four Points

Referral

from Rosie O’Donnell

1/12/16

N

None

Leo DiCaprio

Courtyard

Referral from Lady Gaga

1/12/16

Y

Interview 1/16/16

Prince

William

The London Hotel

LinkedIn

1/13/16

Y

Phone Interview

1/14/16

Steve Carrell

Hyatt

House

In-Market

1/13/16

N

None

STEP 2 – LinkedIn?

Individual Activity

Choose a position that is currently open at your hotel.

You have 15 minutes to

build a

flatlist

for that position. Use LinkedIn. Call local hotels. Think of people you know. You must have at least 10 potential candidates on your

flatlist

.

If you don’t have an open position right now, use a position that is critical if you lost the person currently in the role.

STEP 3 – START CALLING

Now it’s time for step 3 – start calling the folks on your flat list.

But… what do you say…

Audience?

STEP 3 – START CALLING

#1 thing to tell them…

THEY CAME HIGHLY RECOMMENDED.

Make sure they know you selected THEM to call and not that you are just blanket calling everyone in the market. But you want THEM.

Regardless if you know them or not, make them think they are your target.

You can screen them later.

Recruiting Pipeline

Current position or background matches our needs.

Right a

ttitude, appropriate salary needs, expresses interest

.

Final discussions and comparing candidates to each other.

HIRE

STEP 4 – INTERVIEWS