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.



What Is The Industry Average TTF

July 1st, 2015

And Why It Is Meaningless!

We just finished our annual Healthcare Recruitment Metrics Benchmark Study.  While demand for talent has skyrocketed over the last 6 months, our benchmarks year over year remained relatively consistent (FYI – I expect that to change this coming year).

So what was the Average TTF this year? 49 days (last year it was 48).

Average Time to Start? 67 days (66 last year).

That is across all job families for respected health systems around the country.

So why do I believe this metric is somewhat meaningless?

Because it doesn’t truly reflect what is going on within the organization (I wrote about this last year).

While average TTF is 49 days, 74% of all positions are being filled in 25 days! While the other 26% take 115 days to fill.

Think about that. For 3 out of every 4 hires, a typical recruitment organization is very fast.  While the other 1 out of 4 times, it takes close to 4 months to fill a position!

These data points have been very consistent since we started tracking this 5 years ago and is one of the key underlining reasons why hiring manager perceive that positions aren’t filed “fast enough.”

The reality is . . . 76% of the time – we do it very fast. It is the other 24% that form their perceptions related to “speed.”

Now to be fair, many of these positions have a high cost of vacancy and are critical to the organization. So they should be concerned about speed. I will discuss HOW to reduce TTF for these positions in a future blog.

But to say that recruitment just doesn’t do things fast enough usually is an inaccurate, blanketed statement.

While I know most organizations want to track overall average TTF and TTS, I would encourage you to start isolating how well you perform across all job families and ensure managers understand the true story with respect to Speed.

If you are interested in our Benchmark study, and how you can use this data to manage client expectations and perceptions – let me know.  We can be your advocate for change in your organization!

David Szary

What Candidates Say About Recruiters

June 24th, 2015

And the impact it has on your organization

If you have recruited for any length of time, you have heard countless stories of crazy candidate experiences. From your serial applicants to phone stalkers . . . we capture our fair set of stories to share at happy hour on a Friday night.

On the flip side, we have been analyzing the candidate experience utilizing our validated Voice of the Customer Assessments. And as you can imagine, there are plenty of things recruiters do that drive candidates crazy.

LinkedIn had a great post on this recently called

Five Things Recruiters do that Drive Candidates Crazy

In summary – I am sure you would not be too surprised of what made the Top Five:

  1. Recruiters don’t keep candidates up-to-date.
  2. The hiring process is sloooooooow.
  3. They don’t give straight answers.
  4. They reach out despite knowing nothing about the person.
  5. They don’t know the job – at all.

Through our research, we have found that an applicant’s experience directly effects their intentions moving forward.

Some interesting statistics from a recent survey:

  • Of all the applicants that did not get hired, 21% said they had a positive experience while 45% said they had a negative experience.
  • Of the individuals that had a positive experience:
    • 80% were likely to speak to others about their experience.
    • 97% were willing to apply in the future.
    • 95% were likely to refer someone to the organization.
    • 42% were likely to change their consumer habits related to the organization (i.e. use them and/or buy there products or services).

The power a positive applicant experience has on recruitment and the organization is very, very important.

I encourage you to self reflect on what your candidates would say about you!

If you are interested in our Validated Voice of the Customer Assessment Services – let me know.

David Szary

What Is Your Recruiter Passion Statement?

June 17th, 2015

Why do you do what you do?

I just started 3 Private Recruiter Academy Training Programs  last week. And in Module 1 of the program, we ask each student what their passion is for recruitment.  Why do they do what they do? Why did they choose the recruitment profession?

Of course, with any profession, there are things that recruiters don’t like about their job. That‘s normal.

But if you don’t have some type of passion for what you do for a living, you probably are not going to excel at it long term (no matter how much talent you have for it!).

There was a great post the other day on this subject.

Check it out!

I would encourage each and every one of you to write down your Passion Statement and put it somewhere that is visible in your work space.

Let’s face it – day in and day out, our profession is very challenging.  With that said, it is so rewarding to connect someone with the right opportunity they are truly grateful for (and a hiring manager is grateful for as well).

Have a great day.

David Szary

Recruiters – Two Keys To Sleeping Well At Night

June 9th, 2015

Are You Doing Them?

Like most of you, I am busier than ever!

As I go through the day, my To-Do list grows and grows. It’s not uncommon for my emails to swell by a hundred or more in a short period of time.

With that said, I am in more control of my schedule, my To-Do list and my inbox than ever before! And most importantly – less stressed!

What are my keys to success?

  1. I plan my next Perfect Day BEFORE I end the day.
    1. I have a time-based schedule built that plans every day down to the half hour.
    2. I am trying to get better at planning time for CIEs (calls, interruptions and emails).
    3. I print out my schedule and put it on my desk turning the page on one day and feeling ready for the next.
  2. I end each day with no more than 10 emails in my inbox. Shutting down my computer with less than 1 page of emails in my inbox is therapeutic! I have diligently practiced the techniques we preach in Module 2 of The Recruiter Academy relative to managing an email inbox and the reward has been more productive, stress free days in the office.  Don’t think it’s possible?  At the end of Module 2, I challenge recruiters to the Perfect Day, Perfect Week℠ 21 day challenge.  Without fail, over 80% of the recruiters successfully complete the challenge!

I challenge you to a 5 day Perfect Week, Perfect Day℠ to manage your inbox to 10 emails or less when you the leave the office.  If you’re passionate about regaining your sanity . . . accept the challenge, and you’ll see results.  Guaranteed!

If you feel stressed during the workday and have trouble sleeping at night because your mind is racing about all the things you need to get done tomorrow.

Try to plan for the next day before you leave the office and get your inbox to one page of emails before you shut down your computer at night.

It sure has helped me!

 

David Szary

Establishing A Starbucks Fund To Recruit Top Talent

June 3rd, 2015

Could be your best investment ever to find top talent

 

In last week’s Blog,  I talked about leveraging your Centers of Influence by tapping into your reference database. This provides you access to thousands of quality professionals for FREE!

Another often under-utilized Center of Influence is your New Hires.

These individuals are arguably the best referral sources. Why?

  • They are excited (should be) about their new position.
  • They have recently left another position.
  • Their network of former co-workers is “fresh”. They can probably connect with them quickly and have a good understanding of who is top talent and who is not.

Now referral sourcing from new hires obviously is not new. Almost everyone has some type of Employee Referral Program to encourage them to send referrals.

But from my experience, the key to harvesting referrals is more technique versus task.

Critical to your success is your ability to build rapport with your referral source and artfully use conversational investigative questions  to harvest referrals.

To that end, I can’t think of a better use of time and money than to buy your new hires a cup of coffee and Mindstorm about people they know for the positions you have.

The hour conversation and cost of a cup of coffee could lead to an exponential number of quality referrals.

Now I know you can’t sit down for a cup of coffee with each and every hire (or logistics might not be in your favor).

But individuals you just hired for difficult to fill positions . . . this to me is a MUST J.

 

David Szary

Passive Candidate Database You Build For Free

May 27th, 2015

And Full Of Top Talent

In our desperate search to find top talent for difficult to fill positions, we often overlook the obvious sources.

In our RACR Module 6,  we discuss Leveraging our Centers of Influence (employees, hiring managers, applicants, new hires, candidates, etc.) to identify and network with talented, mostly passive professionals.

We discuss (among other ideas):

 

One source that I continue to find under utilized is applicant references.

Most organizations ask for 3-5 references from each applicant. If you have 10,000 candidates apply – that is 30-50k of professionals to network with and/or recruit! 100k applicants = 300k references!

If you use a validated reference checking tool like Reference Assessment  you get to tap into a database of references that have already checked a box stating, “I wouldn’t mind someone contacting me about job opportunities at your organization.”  How great is that?

When seeking top talent, don’t forget to leverage your Centers of Influence!

Happy Hunting.

David Szary

A Perfect Day In The Life Of A Recruiter

May 20th, 2015

Starts with Positive Thoughts!

Arguably one of our most popular modules in our RACR program  is The Perfect Week, A Perfect Daysm.

In this module we discuss the Guiding Principles of the PW/PD Methodology:

  • Eating Frogs
  • Move the Needle
  • Slaying CIEs
  • Time-Based Planning
  • Planning Around Sourcing
  • Front Loading Your Week

I am proud to say that many students who have attended this module have said it was “life changing.”  It completely transformed how they planned for and executed on a daily/weekly basis.

One of the topics discussed during this module is the 5 Keys To Avoiding Recruiter’s Rut! One of the keys is starting each morning (aka – The Perfect Morning) with a positive Mindset. Study upon study indicate that if you start your day off with positive thoughts – - that mindset has an opportunity to prevail during the day!

Based on that thought, I wanted to share a video my co-worker shared with me by Shawn Anchor – The happy secret to better work.

It is AWESOME!

I don’t want to steal this thunder (watch the video) but just think if you started each morning doing a few of these things:

  • Listing three things you are grateful for
  • Journaling one thing that happened yesterday that was positive
  • Exercise
  • Meditation
  • Random Act of Kindness – send one email each day recognizing someone for an achievement

 

How much better would your day be?

 

I hope you have a darn Perfect Day!

 

David Szary

Do You Have A Compelling Value Proposition To Recruit Top Talent!

May 13th, 2015

Over the last week, I have had 5 separate “911 calls” from talented Recruitment Leaders searching for advice on how to source top candidates for their critical to fill positions.

In all 5 cases, open positions are skyrocketing, clients are getting frustrated on how long it is taking to fill positions, and top talent is scarce.

When I posed the question “What do you think the issue is?“ everyone said “I just can’t find top talent.”

I challenged them by asking “Is it you can’t find talent or  . . . the talented professionals you are contacting are not responding to your messages?”

So is it really a “I can’t find top talent issue“ or a “I can’t get the top talent to come to my organization.”

As we dug deeper, we agreed that probably the latter was true.

In today’s market, if you don’t have a compelling value proposition, you will NOT be able to hire the best talent in the market.

Over the years, we have written many articles on this subject – Check Out our Resources Blog  using Key Word Search Value Proposition.

We focus on this entire topic in Module 9 of our Recruiter Academy Certified Recruiter Program.

To inspire you . . . you have to check out this recent Post on LinkedIn!

Reading this post gave me goose pimples. It really demonstrated how creative great leaders and great organizations recruit!  They understand that they must have a compelling value proposition to recruit the top talent from the competition.

Hope this inspires you like it inspires me!

David Szary

Recruiting – The Happy Side of HR

May 6th, 2015

It really is if you think about it!

I have always been amazed when I meet recruiters who feel like they have to do their “tour of duty” in recruitment to progress up the ladder in HR.  They often feel that recruitment is a “stepping stone” to bigger and brighter things within HR.

While being a recruiter is challenging and . . . . can test you at times . . .  I was reminded the other day facilitating Module 1 of our RACR program  that Recruitment truly is the “Happy Side of HR”.

So let me provide the context to that statement.

During Module 1, we discuss that to be a great recruiter you must understand your passion for the profession. Yeah – no job is perfect but . . . those that excel in any field usually have some passion for the job!

During this conversation, a student chimed in that recruitment is truly the Happy Side of HR!  He went on to say,“In HR, they are dealing with benefits, compensation, employee relations, labor relations, etc. . . . 75% of the time you are dealing with employee issues. And while we have our issues to deal with in recruitment, 75% of the time you are providing someone a great opportunity and helping a manager staff their organization. How fun is that!“

I think everyone stopped in class and said . . . HE IS RIGHT!

I remember when I fell into this profession, I became addicted to finding individuals, exposing them to opportunities within our organization, making a great match and making two people extremely happy (new hire and hiring manager).  When I did it right (which was most of the time), I ended up making new lifelong friends. People who were truly grateful you connected them together.

In recruitment, we can change an organization by bringing top talent into the organization.

It really is the Happy Side of HR!

David Szary

Perceptions of Recruiters By HR

April 29th, 2015

Perceptions of HR by Recruiters!

Since our blog community consists of Sourcers, Recruiters and HR Professionals – - I thought this graphic was very appropriate!

I hope you have an AWESOME Hump Day.

Karen Antrim

Recruiter sourcer funny comparison