All posts tagged: process

An Unexpected Way to Improve Your Recruiting and Hiring Process

No comments

Process improvement is an important leadership responsibility. This episode features a method for improving your recruiting and hiring process…a method many leaders haven’t yet considered.

Scott WintripAn Unexpected Way to Improve Your Recruiting and Hiring Process
read more

If You Want to Hire Top Talent Effectively Take These 2 Steps

No comments

Lots of companies are good at attracting quality candidates. Some of these organizations have stellar reputations, making it even easier to draw in top talent. Yet, these very same companies struggle at getting people hired. In this episode, I tell you about one such company. A company many of us know and love. You’ll hear how a key leader fixed this common problem in 2 simple steps.

Scott WintripIf You Want to Hire Top Talent Effectively Take These 2 Steps
read more

The Magic Question: How to Use 3 Powerful Words to Get Anyone Involved in Hiring to Change Their Mind

No comments

There are no silver bullets to fill a job, but there is a silver lining when someone tells you “no.” Everyone in the hiring process hires is told “no” at one point or another. Hiring managers hear candidates reject rock-solid job offers. HR and staffing pros deal with managers who turn down well-qualified candidates. The silver lining in these situations is that you can ask people who say “no” a magic question that lets them talk themselves into a different perspective.

The magic question helps hiring managers see past their initial objections about a potentially good hire. This powerful query gives candidates the opportunity to consider shifting their point of view. The 3 words that comprise the magic question can even allow HR, talent acquisition, and staffing leaders to change their mind about adjustments to the hiring process.

Those 3 words are

Under what circumstances…

If there are circumstances under which someone will change her mind, she knows what those circumstances are. By letting her do the talking, you’re giving her the chance to convince herself while also informing you of the details.

The magic within these 3 words is this: the person who just said “no” always believes her own point of view. She may not believe yours. Because of this, she is the most qualified person to overcome the reasons why she said “no” in the first place.

How’s the magic question work? Here are four common situations.

Candidate has unrealistic expectations
Brad fit the job but wanted $10,000 more than Ivan, the manager, could offer. Ivan asked Brad

Under what circumstances would you take this job for $10,000 less?

He then let Brad do the talking. Turns out there was a circumstance. One that Ivan couldn’t have anticipated. Brad had a three-week family trip scheduled. He said it would be worth taking 10k less if he could take that trip as planned.

Ivan went on to use this question over and over again with success. When a candidate said “no” because of a long commute the magic question let the candidate talk herself into a flex schedule. Then there was the highly talented individual who objected to some of the job responsibilities. Ivan’s use of the magic question allowed the candidate to talk himself into the fact that every job comes with a mix of desirable and undesirable tasks.

Hiring manager has unrealistic expectations
A hiring manager having pie in the sky expectations had sunk many candidate submissions by a financial services firm’s HR team. That is, until they used a little magic.

Now, every time a manager makes requests that cannot be fulfilled, they ask “Under what circumstances…” about that request.

Under what circumstances would you consider someone with less experience?

Under what circumstances would someone from a different college be okay?

Under what circumstances would you pay a bit more in salary?

Under what circumstances could someone without a degree do the job?

Time and time again, these managers would talk themselves into changing their own mind.

Staffing team is stuck in counterproductive habits
Just because you’ve always done something the same way doesn’t make it right. Cecilia, the new COO of a global staffing company, discovered that many of the challenges of the firm were rooted in ineffective business practices. Many of these business practices, including feature-benefit selling and most placeable candidate presentations, had been in place for years. Even though these practices weren’t working, her management team was convinced it was a bad idea to abandon these “best practices.”

Rather than managing by mandate (“change this because I said so”), she asked the management team the magic question.

Under what circumstances would it make sense for us to change these business practices?

Over the next 30 minutes, the managers told one another, instead of being told by the boss, all the reasons it would make sense to change long-treasured parts of their process. Within 60 days, the ideas from this meeting had replaced the ineffective business practices.

HR or talent acquisition team is stuck in counterproductive habits
“Behavioral interviewing has made our hiring better,” said Gilbert, the VP of HR for a manufacturing company. When pressed for details, Gilbert couldn’t provide them. His department had never measured the impact of behavioral interviews. He believed in this style of interviewing. This and this alone was enough proof.

What happened next? The magic question (no surprise).

Under what circumstances would it make sense to change how your company interviews?

Gilbert responded, “Proof. I’d want to see proof there was something better.”

Proof is what he got during the next round of machinist interviews. One group of candidates went through behavioral interviews. At the same time, another group went through experiential interviews. The result? Gilbert said it best: “It was so clear and obvious who we should hire from the experiential interviews. We could see proof that the people we picked could do the job. Behavioral interviews never provided that kind of definitive evidence.”

Talk is cheap when we’re the ones doing the talking. When we allow others to convince themselves, their words are priceless. Everything they say, they believe. Next time you want a job candidate, hiring manager, staffing pro, or HR exec to change their mind, let the most credible person do the talking That’s them, not you.

Scott WintripThe Magic Question: How to Use 3 Powerful Words to Get Anyone Involved in Hiring to Change Their Mind
read more

Lean Recruiting

2 comments

Scott's Monday Morning MessagePeople are not the only ones getting on the scale as staffing and recruitment firms across the globe are trimming the fat as a catalyst for growth. Lean Recruiting initiatives across the globe are focusing leaders to eliminate wasted time, resources, energy, and effort. The results benefit everyone as clients have talented people working more quickly, candidates land better opportunities with less effort, and their providers are rewarded for their efforts while also be able to serve more people.

Patterned on some of the best attributes of Lean Manufacturing, a systematic method for eliminating waste within a manufacturing process, Lean Recruiting addresses some of the persistent challenges in our business, including those focused upon productivity and execution. To trim organizational fat, here are five questions to begin identifying the waste in your sales, recruiting, and leadership systems?

  • Which processes are taking longer today than two years ago?
  • In which aspects of the business are leaders having to constantly remind people to take action?
  • For which customers is time-to-fill staying the same or even increasing?
  • How often are recruiters recruiting ahead, acquiring talent before its needed, versus recruiting behind, looking for people after an order has been placed?
  • Which customers have committed to deadlines for responding to submittals? What’s being done to enroll the rest of the customer base in that same lean practice?

While the holidays may be a time that we all gain a few pounds on seasonal goodies, it can also be a time of leaner business by shedding waste, making the delivery and experience of our business better for everyone. That’s a pretty nice holiday present.

Scott WintripLean Recruiting
read more

Seven Actions in July – Simple Steps to Wow Customers, Improve Revenues, and Reduce Labor

No comments

One day and one step at a time, every leader can drive positive change that has a lasting impact. Here are seven steps I recommend that you and your team take this month:

  1. Deliver unexpected value to at least two customers. Everyone loves positive surprises.
  2. Simplify at least one process, be it in selling, customer service, recruiting, or your back office. Simple is sustainable and often reduces labor intensity.
  3. Give someone a positive nudge toward achieving slightly higher production levels. This is an act of belief, and people appreciate it when you believe in them.
  4. Offer a new buyer several options for how they can buy from you. Buyers like having choices. Each option should offer escalating value for an escalating price.
  5. Take a long, hard look at the bottom 15% of your customer base. These are often the customers who require more of your time and effort while giving you the lowest ROI for your efforts. Start planning now on how you’ll replace these customers with betters ones by the end of the year.
  6. Unplug for an entire day or, even better, a few days. This will feel like a reboot for your body and brain, making you even more effective when you plug back in.
  7. Pick one aspect of your skills to make one notch better each day. Use resources, such as my blog, for best practices and ideas for improvement.
Scott WintripSeven Actions in July – Simple Steps to Wow Customers, Improve Revenues, and Reduce Labor
read more

Gorilla Presence

No comments

There are books, seminars, and videos on the topics of Guerrilla Marketing, Guerrilla Creativity, and even Guerrilla Financing. How about some Gorilla Presence?

This video shows what happens when you show up, practice patience, trust the process, and remain present.

Scott WintripGorilla Presence
read more