Welcome to the Lean, Just-In-Time Blog and Resources Page

Our published "Best Practice" recruitment tools, tips and thoughts are stored here. Each blog is keyword searchable (use the search function in the top right hand corner of the page). You can utilize these resources to immediately impact and improve recruitment performance! Our clients use these materials to guide continuous improvement learning sessions and to assist with the "behavior modification" process.

The Opportunity in TIME

February 10th, 2016

For those of you that have attended the Recruiter Academy Certified Recruiter Program, you know I am a big fan of Napoleon Hill, Brian Tracy, and Jim Collins!

Of all three, Napoleon Hill intrigues me the most since his research and work related to personal achievement, success, time management, etc. is over 80 years old. And still so relevant today! Timeless.

Time is the most precious commodity and greatest asset we have. That is why we dedicate an entire module to managing your time in our Recruiter Academy Certified Recruiter Program.

With that said, I thought I would share some of Hill’s thoughts on the Opportunity in TIME.

Enjoy and have a great week!

David Szary

The Opportunity in TIME
By Napoleon Hill

On the next occasion when you find yourself wasting a single second of this precious agent of OPPORTUNITY in TIME, copy the following resolution, commit it to memory, and start immediately to carry it out!

My Commitment to Doctor Time:

  1. Time is my greatest asset, and I shall relate myself to it on a budget system which provides that every second not devoted to sleep shall be used for self-improvement.
  2. In the future I shall regard the loss, through neglect, of any portion of my Time as a sin, for which I must atone by the better use in the future of an equivalent amount of it.
  3. Recognizing that I shall reap that which I sow, I shall sow only the seeds of service which may benefit others as well as myself, and thereby throw myself in the way of the great Law of Compensation.
  4. I shall so use my Time in the future that each day will bring me some measure of peace of mind, in the absence of which I shall recognize that the seed I have been sowing needs reexamination.
  5. Knowing that my habits of thought become the patterns which attract all the circumstances affecting my life through the lapse of Time, I shall keep my mind so busy in connection with the circumstances I desire that no Time will be left to devote to fears and frustrations, and the things I do not desire./li>
  6. Recognizing that, at best, my allotted Time on the earth plane is indefinite and limited, I shall endeavor in all ways possible to use my portion of it so that those nearest me will benefit by my influence, and be inspired by my example to make the best possible use of their own Time.
  7. Finally, when my allotment of Time shall have expired, I hope I may leave behind me a monument to my name – not a monument in stone, but in the hearts of my fellow men – a monument whose marking will testify that the world was made a little better because of my having passed this way.
  8. I shall repeat this Commitment daily during the remainder of my allotment of Time, and back it with BELIEF that it will improve my character and inspire those whom I may influence, to likewise improve their lives.

Source: You Can Work Your Own Miracles. Fawcett Columbine Book. 1971. Pgs. 118 & 119.

Attract Talent Using the Right Keywords in Your Postings

February 3rd, 2016

As you know, the unemployment rate continues to be low, around 5%. The active talent pool is smaller and candidates are in control. They know their options and are selective in their searches. Investing in both inbound and outbound sourcing strategies must be a priority for Talent Acquisition to compete in this competitive market.

Outbound strategies are how we find talent. Inbound strategies are how talent finds us. In a study by Gartner & CareerBuilder, 77% of job seekers start their job search at a search engine (Google is most popular) typing in key words relevant to their search. The other 23% may go directly to your career site. For example, based on our Benchmark Study, within our RECRUITx Community, we find that nurses go directly to a hospital’s website to look for and apply to a job. So the question is, if a job seeker is searching on your career site or a search engine like Indeed or Google, will they find the job they’re looking for and want to apply?

I find the most underutilized opportunity to attract job seekers is optimizing your job postings and job titles. This may not seem important, especially if you’re in a rush to get the req posted (because you have 5 more in the queue!), but it’s critical to invest time using the right keywords, and creating a posting that is compelling and attractive. Some recommendations include:

  • Use the right keywords in your job title AND the job posting content to allow the job seeker to find your job on Google, Indeed or your career site if the keywords match.
  • Use alternative titles throughout the body/content of your posting (examples – Coder, HIM, Health Information Management, Medical Coding -or- Housekeeper, Janitor, Custodian).
  • How your job ranks in search results, on sites such as Indeed or Google, are often determined by your Job Title. This is because the job title is often used as the page title, and page title is one of the top 4 items considered in search result rankings. If you can, change the job title to match how the job seeker would search for that role to help increase your ranking.
  • Avoid acronyms and abbreviations in your job title line.
  • Provide a compelling value proposition that is concise and to the point. Don’t post long content that reads like a formal job description. What makes your organization special? Why would someone want this job? Add this information to your posting (and near the top of the posting!).

If you want to learn more about job posting best practices and keyword strategies to find and effectively engage talent, I encourage you to explore the Recruiter Academy Certified Recruiter Program. Equip yourself with the skills and tools needed to be successful in attracting top talent, and work to become an elite recruiter!

Happy Posting!

Carla Kennedy

Turnover, How Much Of It Does Recruitment Own?

January 27th, 2016

The truth is, more than we think.

Frankly, as a recruiter, don’t you get frustrated when you invest all of that time finding a great candidate only to find out through the grapevine months later that they have left the organization? An elite recruiter has a passion for preventing it in the first place, and also understanding the cause when it does happen.

Let’s step back a moment. It is the responsibility of recruitment to source, attract, help assess and support hiring leaders in a final selection. But ultimately, the hiring leader is making that final decision and is responsible for creating an environment that engages the new team member for a long-term career. So truly, retention of employees, especially through the 90-day mark, is a shared responsibility between recruitment and hiring leaders, each with a defined role.

Those new employees who leave within their first 90 Days are the group that recruitment has the most ability to impact positively. I’d like to share the following best practices that we find are very effective when analyzing employee 90-day turnover and enabling recruitment to put solutions in place to help reduce it.

Every quarter, pull a list of employees (by recruiter and hiring manager) who have left the organization voluntarily and involuntarily before their 90-day anniversary. If available, include the following:

  • Reason for termination
  • 90 day performance assessment
  • Interview feedback/scores
  • Online assessment scores
  • Was it a “department hire” by referral? Or sourced/recruited by a recruiter?
  • What is the recruiter’s analysis for why the new hire is no longer with the organization?

Reviewing all 90-day terminations in this manner provides the recruitment team with a trend analysis so they can assess and make pivots to their intake sessions, sourcing strategy, assessment process and a myriad of recruitment steps.

It also provides ongoing data that help leaders understand why they have turnover in their departments. This tool, coupled with a solid HR exit interview process, provides the data and ammunition needed to combat what can be very costly to the organization.

For a copy of our Quarterly Turnover Analysis Template, please CLICK HERE.

Deb Vargovick

Applicant Experience: What Applicants Are Telling Us They Want

January 20th, 2016

In an end-of-the year recap of 2015 recruiting activity, LinkedIn posted that 62% of Talent Acquisition Leaders said employer brand was their top priority. That is up from 58% in 2014.

Employer brand has several aspects to it but the most effective way that a recruiter can impact their employer brand is through the applicant experience, regardless if the applicant is offered the job or not.

According to LinkedIn, there are nine statistics that can help you in your applicant experience strategy:

1. 69% of professionals want to hear about the position’s responsibilities when reaching out:

  • This is more important to the applicant then the estimated salary range, company culture, and position seniority.

2. 83% of professionals say a negative interview experience can change their mind about a role:

  • Also, 87% say a positive interview experience can change their mind too. The interview is a two-way street. Not just a chance for you to get to know the applicant, but they are sizing your organization up as well.

3. 53% of professionals say the most important interview is with the prospective manager:

  • So train your hiring managers to provide a great applicant experience!

4. 49% of professionals said getting their business questions answered matters most to them during the interview.

5. 77% of professionals want to hear good news by phone:

  • If you have good news, such as they are moving to the next phase in the interview process, tell them by phone

6. 65% of professionals want to hear bad news by email:

  • Conversely, unless you and the applicant have already invested a lot of time in the interview process, they want the bad news by email.

7. 59% of professionals want to hear from you whenever you have an update:

  • LinkedIn asked 20,000 professionals what bothered them most about the way companies hired. One of the most common answers was that they felt recruiters didn’t keep them posted on their status.

8. 94% of professionals want interview feedback if they are rejected:

  • Applicants want constructive feedback as to why they didn’t get the job. Remember, just because the applicant didn’t get this job with you, they may be qualified for a different one in the future.

9. Only 41% of professionals have received interview feedback after a rejection:

  • Providing constructive feedback over email (as mentioned in #6) will set you apart from other employers.

Applicants, both hired and non-hired, are a powerful voice in the marketplace. They are prospective customers, prospective employees, and can be either a positive or negative voice about your organization. Your interaction with them can influence which way they will go.

For more information about how YOUR applicants feel about their experience with you, check out our White Paper Significance of the Non-Hired Candidate Experience Survey.

Karen Antrim

2016 Hiring Volume Will Increase, Yet Hiring Budgets Will Remain Stagnant

January 13th, 2016

I subscribe to a variety of HR publications and the ‘experts’ are predicting a continued candidate driven market in 2016. Specifically, LinkedIn Talent Solutions recently published their Global Staffing Trends 2016. In their analysis, they cited the biggest challenge for Talent Acquisition is the gap between placement volume and recruitment budgets.

They asked two questions:

  • How do you expect the volume of candidates placed by your organization to change in 2016 versus 2015?
  • How has your organization’s budget for recruiting / talent acquisition solutions changed from 2015 to 2014?

The results:

  • 78% of organizations expect a hiring volume increase, yet only 53% of organizations have been given more dollars to manage the increased hiring volume.
  • Problem? Absolutely! Frankly, I’m lobbying to rename the Talent Acquisition Department the, Do More with Less Department.

Problem? Absolutely! Frankly, I’m lobbying to rename the Talent Acquisition Department the, Do More with Less Department.

So, what do we do? Let’s start with the Recruitment Cost Ratio. This is a powerful metric to help build context around your organization’s investment in recruiting / talent acquisition. The formula is this: Total Recruitment Budget / Total Annualized Compensation of All Hires in the Calendar Year.

In other words, if I hired 100 people in 2015 and they all made $75,000 per year, my denominator is (100 x $75,000) $7,500,000. My total recruitment budget for 2015 (salaries of recruiters, advertising/marketing, etc.) was $300,000, the numerator. Thus, my Recruitment Cost Ratio was 4% ($300,000/$7,500,000)

Why is the Recruitment Cost Ratio important? It provides a clear and concise measure for organizational leaders to understand the company’s investment in Talent Acquisition. What if you outsourced the recruitment function to an RPO? What would they charge? 10%? 12%? 20%? Yet, internally, we’re expected to do it for far less! EVEN IF YOU DOUBLED THE RECRUITMENT BUDGET, IT’S STILL CHEAPER THAN OUTSOURCED SERVICES!

As you know, we publish the Annual Healthcare Recruitment Metrics Benchmark Study to provide Talent Acquisition leaders in Healthcare industry benchmarks and best practices. We’ve been tracking the Recruitment Cost Ratio in Healthcare for 6 years. It’s held a tight average range of between 3% and 4%.

I challenge you to calculate the Recruitment Cost Ratio of your organization. This level of cost analysis will hopefully help your organization’s leaders see an opportunity for investment in Talent Acquisition.

Have a Perfect Week!

Brian Brazda

Press Release: The Recruiter Academy Now Certified for SHRM Professional Development Credits

December 16th, 2015

Happy Holidays!

The beginning of a new year is always a time to reflect and look forward.

And as I look forward, I am particularly excited for 2016. This is a special year for us. Fall of 2016 will mark the anniversary of the very first Recruiter Academy we ever conducted. 20 years!

Since that first session, we have had the privilege to educate well over 10,000 recruiters throughout the world!

I think what I am most proud of during this entire time is that we truly practiced what we preached. In the spirit of continuous improvement, we were always able to improve our content, delivery, materials, etc. 10%++ annually.

With that said, we are excited to announce that The Recruiter AcademySM is now recognized by The Society for Human Resources Management (SHRM) to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. The program is valid for 16.5 PDCs for the SHRM-CPSM or SHRM-SCPSM.

All of us at Lean Human Capital are committed to providing the most comprehensive Recruitment Education Program on the Planet. We look forward to collaborating with recruitment professionals passionate about Elite Recruitment Best Practices and lifelong learning in the coming year!

David Szary

Kick Off Your Recruitment New Year Right!

December 9th, 2015

As the year draws to a close and job seekers may be distracted during the holidays, it’s a perfect time to reflect on the year behind you and plan for the year ahead. Behold our Top 5 Actionable Recruiting Tasks to help you slide into 2016 ready to make an impact.

  1. Ring in the data – Pull your specific hire data for the year and identify your success stories (top 5 jobs filled with highest TTF that are finally closed out, or identify departments with highest # of fills). Sharing these at a year-end meeting is a great way to celebrate performance accomplishments in a management by fact culture, and is motivating for the team. Then identify opportunity areas to re-strategize on in early 2016.
  2. Old St. Reqs review - Take this opportunity to revisit those requisitions that have been open the longest. If you don’t have an internal process where reqs have to be resubmitted if not filled within a time period, you can still make an impact here. Reach out to your hiring managers and ask if this vacancy is still a need. Is it still part of the current budget year? Or next year’s budget (if January begins your fiscal year). If so, schedule a re-intake meeting with that hiring manager to re-energize the strategy. Encourage those hiring managers with the oldest requisitions to consider withdrawing them and to resubmit. Old postings do not perform well on a job aggregator site like Indeed and search engines, and become less likely to appear next to more recent job postings. A new req number and improved and compelling posting content along with the right key words can refresh the job’s visibility online, as well as give you a fresh applicant pool to work with.
  3. New Year – Renewed Relationships - Your hiring managers may be in and out over the holidays but it’s a great opportunity to schedule a “new year check-in meeting” in January to provide them a brief year-end review. Include data like # of hires by job title, time-to-fill, and even turnover data by job group. It’s a great foot forward to ‘start anew’ with those reqs that you’ve had a challenging year working on and perhaps introduce new strategies such as blitz interviews. You may even want to schedule a coffee break meeting to set a more relaxed tone for the discussion.
  4. Your Professional Brand – If you’re like most, you haven’t updated your LinkedIn profile since your last position change, so this is a great time to update it to reflect the brand ambassador you are for your organization. Add a professional headshot and highlight your skills as well as to include strategic value proposition statements about your organization. Lastly, connect with your key hiring managers to tap into their networks for sourcing.
  5. Professional Reflection – The conversations around New Year’s resolutions have begun! This year, why not focus on skill and competency development? If you’re not a Recruiter Academy Certified Recruiter (RACR), consider how this accomplishment would further your journey in becoming a strategic recruitment business partner and consultant. Sharpen your skills, learn best practices of elite recruitment professionals, and put those skills into a routine practice while demonstrating your proficiency in key recruiting competencies. If you are already certified, consider recertification to ensure a constant learning mode, critical to long-term success.

Have a wonderful holiday and a Happy New Year!
Carla Kennedy

Applying Google’s 5 Key Workplace Dynamics in Your Recruitment Organization

December 2nd, 2015

If you picked up a newspaper before Thanksgiving, you saw the positive jobs report. Good news, the market continues to sizzle! Bad news, so does the daily workload for recruiters! When market dynamics and organizational growth initiatives drive pressure on the recruitment team, we often ask Talent Acquisition leaders to take the pulse of their team dynamics. The busier our teams get, the more important it becomes to foster a highly collaborative environment. I found Google’s recent workplace study exceptionally relevant to recruitment organizations.

On November 17th, Google released the findings of a study conducted over two years and more than 200 interviews with current and former Google employees. The study revealed the 5 key ‘dynamics’ to a successful team:

  1. Psychological Safety – team members feel safe to take risks and be vulnerable in front of others
  2. Dependability – team members get things done on time
  3. Structure & Clarity – team members have clearly defined roles, plans and goals
  4. Meaning – team members feel their work is personally important
  5. Impact – team members think their work matters and creates change

We have the opportunity to work with large recruitment teams, across a variety of industries, as part of our Private Education platform within The Recruiter Academy. We work with these teams to ensure they, too, remain committed to promoting these 5 dynamics:

Psychological Safety – in Module 1, we ask every recruiter to write his/her Passion Statement (why they’re a recruiter in the first place!). We share these with the team – it’s a great way to bring down barriers among team members. At the end of the exercise, we realize we’re all working toward the same goal and fighting the same good fight.

Dependability, Structure & Clarity – in Modules 3 and 4, we focus on setting SLAs, defining a communication rhythm and holding structured intake sessions with hiring managers. Structure is hard to inject in the daily life of a recruiter. Try defining structure for interactions with hiring managers, you’ll love the team’s productivity!

Meaning & Impact – in Module 3, we drive the recruiters to start using data and fact to manage their business; establishing an analytic framework to measure their success. We help them create data reports to define priorities in their hectic schedule. With key metrics in place, recruiters can see their contributions drive organizational improvements over time. Show a recruiter how their hard work and diligence helped the company … talk about meaningful!

Have a great rest of the week!

Brian Brazda

Eating Frogs for the Holidays

November 23rd, 2015

With the holidays fast approaching, you are probably feeling increased pressure to meet deadlines and get things done before you take a few days off.

With work stress increasing due to requisition loads on the rise and increased competitiveness of the market, we are all feeling the crunch and working at maximum capacity. This means that you have little room for error and/or time to waste on non-productive, non-value added tasks!

In an effort to improve your time management/planning skills, we have studied experts in time management, personal achievement and behavior modification which has resulted in the creation of The Perfect Week, A Perfect Day planning methodology.

I thought I would share a couple of simple, yet powerful, concepts from this methodology to ensure that you finish the year productively!

  • To maintain focus and sanity in extremely busy times, you must INVEST more time in planning your weekly/daily activities. Spending a half hour creating a time-based daily schedule will allow you to be 25-30% more productive during the day.
  • Make sure you identify and ‘Eat your Frogs’ early in the day. Embedded into our methodology is Brian Tracy’s Eat the Frog philosophy. If you have never watched the Eat That Frog Movie – DO SO NOW! In one minute, you will grasp the invaluable concept. ‘Eating Frogs’ early on will build positive momentum and provide energy for the rest of the day!

Some other helpful hints are outlined in our Free Resources portal under time management/planning.

I hope that your next week is hyper productive so you can enjoy the holidays!

Deb Vargovick

A Recruiter and HR Business Partner Go Together Like Turkey and Stuffing!

November 18th, 2015

Why you need an HR Shared Services Model

HR leaders are changing their business models significantly in order to manage the ebb and flow of our economy and job market. I am seeing an increase in shared services models; enabling HR to be flexible and strategic in supporting the business and the changing needs of their teams. The strategic partnership that must occur between recruiters and HR business partners is a necessary ingredient in the shared model. It’s like turkey gravy overflowing on top of your mashed potatoes. (I had to go there, it’s the Holidays!)

Recruiters are not as effective without leveraging the expertise of their business partners and, it goes without saying, business partners need a strong recruitment partnership to positively impact the services provided to customers. Gone are the days when each role operates separately, whether it be recruiting new employees, or helping managers performance coach their teams.

There are established and fundamental pillars successful organizations have in place where this partnership is a solid, cohesive unit supporting their common customer, the operational leader. It starts with Centers of Excellence (COE). There are three core pillars within successful HR shared service models:

Optimized Recruitment Structure

A sourcing team and consultant team are aligned by business line and divide the recruitment process. On the front half of the process, a team of sourcers, who possess a unique skill set, proactively implement search strategies to build networks and pipelines of candidates. The second half of the process is facilitated by consultants, adeptly managing the candidate and hiring manager relationships.

Many inaccurately describe this as a centralized model. Recruiters and/or sourcers do not have to sit in one location to be effective. In our virtual world, recruiters and sourcers can work anywhere and be extremely effective. The key is to be accessible, visible, and highly communicative with your clients.

Optimized Business Partner Structure

A team of business partners and employee relations experts are also aligned by business line. Business partners drive the strategic people initiatives such as workforce planning, diversity efforts, succession planning and people growth strategies. The employee relations experts advise managers on performance improvement plans, ensure EEOC compliance, etc.

Shared Services Department

A team of detail oriented staff members who are responsible for facilitating:

  • Background and reference assessments
  • Onboarding newly hired employees
  • Benefit and payroll questions
  • Application status questions
  • Credentialing, license verification

When both the recruitment team and business partner team are aligned by business line, they become closely united in their efforts supporting the organization and managing hiring demand.

The shared services team helps support all of these functions, creating a united and seamless customer service center, or center of excellence.

Happy Recruiting!

Deb Vargovick