Recruiting 101

1. Recruiting 101 By: Morgan Williams

2. A Little Bit About Me • I have worked for some top Fortune 500 Companies • I am an HR professional • I have a MA in Dispute Resolution & Conflict Management with a concentration in HR • I’ve lived in 3 different states (Texas, Maryland & New York) • I was previously a recruiter

3. What is a Recruiter? re·cruit·er /rəˈkro͞odər/ noun • a person whose job is to enlist or enroll people as employees, in the armed forces, or as members of an organization.

4. Types of Recruiters: • Internal, In-house or Corporate Recruiter • These are recruiters that are employed by the company they are recruiting for. They are paid a salary and benefits like any other employee in the company. • Ex: Recruiters from companies like Amazon, Google, Apple, HPE, etc. • IT Consulting Company Recruiter • A lot of consulting companies operate like a staffing agency in a sense because they employ the consultant to a project and once it’s completed, they’re removed and placed on another project. • Ex: Accenture, McKinsey, EY • Contingency Recruiter • These are outsourced providers that usually come from an agency they helps the company they’re recruiting for find employees. They are only paid if they find a candidate for the position. They usually get a percentage or fee of the candidates salary (from 10 – 35% depending on how difficult it is to find the candidate). • Ex: Robert Half, Michael Page and when you see “Direct Hire or Contract to Hire” in the job posting • Staffing Agency Recruiter (Temp Agency) • These are recruiters that will typically find you if you post your resume to a job board. They are usually looking for contractors or temporary employees to fill a position while an employee is out on leave or until the position can support a full time employee. These recruiters typically send out multiple emails to candidates a day and deal with high turnover within the recruiting agency. • Ex: Adecco, Manpower, Aerotek, etc. • Retained Recruiter • A retained recruiter is similar to a contingency recruiter except the company pays a retainer (just like a lawyer). This retainer is typically a fixed amount and a portion is paid up front and another portion is paid when a candidate has been found. Retained recruiters are typically used for higher profile jobs like a CEO. Both retained and contingency recruiters are often known as Headhunters. • Ex: Korn Ferry

5. Recruitment Challenges Employee Retention Finding a qualified employee Finding right the employee in time Making sure their resume is legitimate Salary Caps Slow hiring process Competing job offers Trying to work around everyone's schedule to set up interviews and to go over candidates Bad candidate pool Making the right candidate selection Inaccurate Job description

6. Past Recruitment Techniques Current Recruitment Problems • Most jobs you applied to in person • Word of mouth was how you found out about a new opportunity • When you applied in person you also had an on the spot interview • You were trained on the job and weren’t expected to come in with talent/training • You weren’t required to have a resume • References were more important than a resume • School wasn’t mandatory, it was a plus • Most jobs you apply to online • Most manual labor employees have never had a resume • Most manual labor employees were trained on the job so they don’t have • Most applied to their positions in person so they were told their job descriptions • School is expected, whether the job is labor intensive or not • Trying to get the word out about these open jobs is difficult because this clientele doesn’t typically look for jobs online.

7. How Do Companies Attract Manufacturing Employees? • They partner with manufacturing schools and or programs (let them intern for their company or ensure them a job when they complete school) • Offer referral bonuses for employees referring people to their company • Still allow employees to apply in person and do local recruiting efforts • Partner with a more manual workforce type of recruitment agency • See where their competitors are getting employees from • Advertise their jobs in certain brochures, newspapers or magazines that the manufacturing employees read • Guarantee certification for certain skill sets if they work for their company • Longevity bonuses for staying with the company • Using billboards and other methods to attract local talent • Offer flexibility in their work times to make the job more attractive

8. Why are People Not Entering the Manufacturing Industry? People see it as labor intensive Parents are discouraging their children from entering the industry The field has a negative perception They don’t see room for growth People envision lots of “dirty work” It’s associated with less education Don’t think they’ll be appreciated People are more interested in technology It’s associated with long days It’s typically an hourly workforce A lot of women view it as a mans job It’s not viewed as an attractive It’s associated with lower income

9. Questions? Feel free to contact me at morganbwilliams@gmail.com if you have any follow up questions, however I ask that you make sure you enter in “Employee Talent/Human Resources” as the subject so I can get back with you as soon as possible! Thanks!

10. “A modern recruiter is one who is targeted, builds relationships and knows how to not only find candidates but also get them to respond1!” — Stacy Donovan Zapar