All posts tagged: candidate gravity

Want to Hire Faster? Eliminate These 3 Obstacles.

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Many organizations are struggling to fill open positions. It takes them weeks or months to fill just one job. The skills shortage often gets the blame. Because there are more jobs than people to fill them, leaders have come to expect that hiring will be a time-consuming challenge.

Another group of companies is having a different hiring experience. These organizations fill their open seats with relative ease and speed, even though there aren’t enough qualified people to go around. What makes these organizations different isn’t their reputation, location, work environment, or pay and benefits. It’s how they’ve chosen to address the talent shortage. They’ve overcome three common obstacles that slow down fast hiring.

THE REAL PROBLEM
While the global talent shortage is an ongoing reality, it’s not the real problem. The skills shortage is merely a challenge that can be solved by a better process.

The critical problem—the only one you can control—is having the right kind of hiring process. The right process taps into a sufficient pool of talent and efficiently moves candidates toward hire.

To fill jobs quickly with top talent, your hiring process must overcome these three obstacles.

Obstacle #1: Tapping into a candidate pool that’s too small
If you asked employers why they can’t fill jobs, over a third will tell you they’re not getting enough applicants, or they’re getting no applicants at all. Yet, only 10 percent of these employers leverage untapped talent pools.

Faster hiring requires mass: You must build a critical mass of candidates to select from. Building mass requires tapping into overlooked pools of people.

To determine if your organization is tapping into a candidate pool that’s too small, take these three steps.

Step #1: Review the eight talent streams
There are eight streams of talent. Each stream provides access to unique people. Compare these streams to how your company acquires candidates.

Step #2: Determine which streams lead to successful hires
Review your organization’s hires over the past six to 12 months. Note which streams these hires came from and which streams didn’t produce any successful hires.

Step #3: Assess which streams are being under-used or overlooked
Every talent stream should be producing candidates, some of whom become quality hires. Those that don’t are under-used or overlooked.

Obstacle #2: Employing interviewing methods that are inaccurate and slow
During typical interviews, candidates are on their best behavior. As a result, interviews are often a poor barometer as to who will fail or succeed in a given role. Some “newer” interview methods, such as behavioral interviewing, have only made the process longer. Hundreds of books and articles have been written on how to beat behavioral interviews. These books and articles demonstrate simple methods for telling interviewers exactly what they want to hear.

Interviews cannot be a conceptual exercise. They must allow you to see proof then-and-there that a candidate can do the job and do it well.

Take time to evaluate the speed and accuracy of your interviewing methods by reviewing each step of the process, evaluating the effectiveness of techniques used by interviewers. Answer these questions.

  • Does the interviewing technique consistently uncover irrefutable proof about a candidate’s fitness for the job?
  • If “no,” how can we replace or eliminate that technique to get a better result?
  • If “yes,” what can we do to streamline this technique and still get the same consistent irrefutable proof?

Obstacle #3: Failing to build and maintain a prospective employee pipeline
When a seat opens suddenly, the amount of activity it generates can feel overwhelming. Without an active talent pipeline, a frantic dance ensues. Managers have to handle extra work as the company tries to find suitable candidates. Days later, schedules have to be coordinated for phone screenings and interviews. Work piles up, good candidates take other jobs, and nerves fray.

Maintaining a pipeline of ready-to-hire prospective employees eliminates the dance. When jobs open, there’s no rush, panic, or chaos. Instead, you can hire from your overflowing pipeline.

It’s vital that your organization assess its pipelining strategies. Starting with the most critical roles in your organization, answer these questions.

  • For each role, how many people are ready to hire right now?
  • For any roles where there aren’t people ready to hire now, where is the pipelining process failing? For example, are there viable candidates who are stuck at the interview stage? Is there a lack of suitable candidates to interview? Is recruiting failing to generate candidates? Use what you learn to address those process problems.

Speed is no longer a competitive advantage. In today’s fast-paced competitive world, it’s a requirement for doing business and hiring quality employees. The importance of having talented people exactly when they’re needed makes fast and accurate hiring a strategic imperative.

Scott WintripWant to Hire Faster? Eliminate These 3 Obstacles.
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Instantaneous Hiring: The Next Frontier of Talent Acquisition

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Scott's Monday Morning Message“If you’re lucky enough to live in an Instacart zip code, you’ve already experienced the sheer joy of ordering Costco via your phone and having it delivered to your door two hours later,” states Leah McKelvey, Sr. Director, Sales & Partnerships at ClearEdge Marketing. “Have services like Instacart shifted expectations on the professional side too? Yes”

In a recent Q&A, Leah and I discussed how the growth of the on-demand economy is impacting how hiring is done. Read on about this growing trend and how you can prepare.

Leah: What do you see as the biggest trend that will impact the talent industry in the next 5-10 years?

Scott: The next 10 years will focus on instantaneous hiring.

Time-to-fill should be zero. However, it reached an all-time high this year – over 26 days.

It’s no surprise that jobs will open through resignations, terminations, transfers and business expansion. What is surprising is how few companies have created a system to immediately deliver talent exactly when and where it is needed. Quick and decisive hiring (filling roles with greater speed, more accuracy, and less effort) is becoming the new standard to combat this issue.

Leah: What evidence are you seeing of this trend making an impact already?

Scott: More and more buyers are demanding faster results. Why? They find waiting for talent unacceptable.

In an organization, an empty seat is like an open wound. It’s a painful distraction that interferes with the business’s core mission.

When there’s an empty seat, the work must either be redistributed or left undone, resulting in stress, costs, delays, and lost opportunity, as well as lower revenue.

We live in an on-demand world. Every day, we access more and more products and services at the click of a mouse, touch of a button or by dialing our phones. In order for staffing and recruitment firms to remain relevant and competitive, this same convenient access must be applied to acquiring talent.

Leah: How can organizations prepare for this trend?

Scott: First, they need to understand what slows down fast hiring. Especially if they hope to change this in their staffing firm. And, to get their customers to make faster decisions.

At least four problems get in the way. When trying to select a candidate for a job or assignment, people are:

  • Hampered by their beliefs (a common one is “slow to hire and quick to fire”)
  • Tapping into a pool of top-talent that is too small
  • Employing interview methods that are labor intensive and inaccurate
  • Allowing their open seats to interfere with sound decision-making

To combat these problems, staffing companies and recruitment firms need to stop using methods that are reactive and, instead, follow a process that allows them to fill jobs and assignments the instant they open.

This process should include:

  • Creating a continuous flow of candidates by improving the company’s pull on top-talent, called Candidate Gravity
  • Sizing up talent more rapidly, ensuring the right fit, right away
  • Building a pool of people ready to hire, while factoring in the reality that good candidates come and go

Leah: With this approach, what type of results should firms expect?

Scott: The ability to fill jobs and assignments in an instant, which I call High Velocity Hiring(SM), makes the competition, who can’t do this, irrelevant. Just like Netflix turned video stores, like Blockbuster, into unsustainable enterprises.

Firms who can deliver instantaneous hiring end up with larger market share and higher margins, both resulting from happier customers.

Leah: Can you share any examples or lessons learned as you’ve helped firms provide instant hiring?

Scott: Being able to deliver people on-demand becomes a healthy addiction. People who make this their way of doing business, keep doing it this way.

A good example is Beth Casey-Bellone. Over a decade ago, I showed her and her team at a staffing and outsourcing firm in New York how to move away from reactively filling jobs. Like many companies in the people business, they always needed good candidates and never seemed able to find enough. As a result, filling openings often took days and, in some cases, weeks to fill.

I helped them improve their Candidate Gravity, their ability to pull in quality people much more quickly. Also, how to employ Talent Manufacturing to build prospective employees before they are needed. They filled jobs and assignments, using their Talent Inventory, in minutes.

Scott WintripInstantaneous Hiring: The Next Frontier of Talent Acquisition
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Candidate Gravity – TFI Resources Webinar

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Candidate GravityI promised more potential Points of Gravity for enhancing your gravitational field in the market to those of you attending today’s webinar. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripCandidate Gravity – TFI Resources Webinar
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Candidate Gravity – NAPS

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Candidate GravityIt was an honor and pleasure to share time with all of you who attended my session in Houston at NAPS.

I promised more potential Points of Gravity for enhancing your gravitational field in the market. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripCandidate Gravity – NAPS
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Candidate Gravity – TempNet

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Candidate GravityIt was an honor and pleasure to be your keynote speaker at TempNet.

I promised more potential Points of Gravity for enhancing your gravitational field in the market. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripCandidate Gravity – TempNet
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Additional Points of Gravity

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Congratulations to PrideStaff on having a very successful annual conference last week in Las Vegas! It was an honor and pleasure to speak at the event.

I promised 20 more potential Points of Gravity for enhancing your gravitational field in the market. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripAdditional Points of Gravity
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Points of Gravity – The Candidate Gravity System

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Thanks to those who attended Revolutionary Recruiting at the Staffing Industry Forum. I promised 20 more potential Points of Gravity for enhancing your company’s gravitational field in the market. Here those are:

  1. College and trade school recruiting
  2. Providing outplacement services
  3. Contacts from trade association websites
  4. Speaking at events attended by potential candidates
  5. Mining social media sites
  6. Sponsoring and/or participating in user or trade specialty groups
  7. Partnering with continuing education providers
  8. Press releases and being quoted in the media
  9. Hosting content-rich workshops
  10. Sponsorship of events that attract your types of candidates
  11. Participating on your city or county Economic Development Council
  12. Mining zabasearch.com and pipl.com
  13. Attractive, value-added content on your blog
  14. Hosting targeted happy hours
  15. Marketing at churches and community centers
  16. Direct mail campaigns
  17. Micro-targeting of advertisements
  18. Newsletters
  19. YouTube channel with candidate specific videos
  20. Networking groups
Scott WintripPoints of Gravity – The Candidate Gravity System
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