RECRUITING IN TODAY’S MARKET

1. RECRUITING IN TODAY’S MARKET

2. Recruiting • What are Your Biggest Challenges? • Finding the Right Candidate’s and Getting Them to the Table • Interviewing and Evaluating  Candidates   • Internal Decision Making   • Putting Together Competitive Offers   • Closing the Deal   • Successfully “On Boarding”  New Hires • Retaining key people • Other Challenges?

3. War for Talent • Baby Boom Retirement will Accelerate • Next Generation Talent Pool is Smaller • DOL > 19 Million New Job Openings By 2014 • (We Hope!!!) • DOL Estimates Active Candidate Population at 16% • Passive Candidate Pool is 84% • Smaller Supply + Growing Demand = War for Talent • HRM Report - Passive Candidate Strategies Winning the War for Talent - Oct 22, 2010

4. Attracting the Best People • Have a Great Story • Be a Great Place to Work • Be Prepared to Sell (not just interview) • Be Clear on What Differentiates your Company • Success Breeds Success • Communicate Effectively

5. Sourcing Passive Candidates • Networking • Even When You Don’t Have A Need • Develop Relationships • Multi-pronged Effort to Cast a Wide Net • Internet Makes it Easier • For Senior Positions, Websites Usually Provide Leadership Team • Use Linkedin to Find People at Next Level’s Down • Manage the information

6. Sourcing Active Candidates • NETWORKING • Linkedin • Plaxo • Zoominfo • Execunet • Ladders • Monster • Local Advertizing

7. Interviewing & Evaluation • Planning is a Big Deal • Make Sure You Know What You Want to Assess • Experience, Skills, Style, Strengths, Weaknesses, Goals, Motivations, Gaps • If the Candidate Will Meet Multiple People, Plan Who Focuses on What Topics • Shift from “Buying” to “Selling” as Appropriate • Organize Debrief Session with Interview Team • Timely Feedback

8. Questions • Career Flow and Logic - Look for Trajectory and Red Flags • Behavioral - How Candidate Handled Specific Situations • Situational – How Candidate would Handle Hypothetical Situations • What Questions Do You Have? - Gives View of Preparation Level and Thought Process • Body Language and Eye Contact • When Comfortable They Have Right Skills & Experience, Focus on Chemistry

9. Compensation Trends • It All Comes Down To Supply And Demand • For Unique Candidates, It Takes A Significant Boost To Attract Them • Passive Candidate Move Premium 20% - 30% Increase In Base • Sign On Bonus Expected, Especially With Passive Candidates But Even With Active Candidates • Equity Expectations • Compensation Trend Articles in Website

10. Negotiating • Information is Power – Know where the Candidate is Now in Terms of Compensation • Know What Their Hot Buttons are Besides $$ • Important to Have Internal or External Go-Between • Strongest Offer Upfront vs Willingness to Negotiate • Having a Strong # 2 Candidate is Great • Be Decisive and Responsive

11. On Boarding • Done right = Increased retention Odds • Speeds up Learning Curve > Productive Faster • Reinforces New Hires Decision to Join • Reduces Stress & Increases Feeling of Belonging • Communicate Expectations • Requires Careful Planning • Applies to Senior People as well as Junior People

12. Retaining Great People • It’s More Than $$$ • Opportunity To Significantly Contribute • Flexibility Within Reason • Encourage And Practice Succession Planning • Opportunity For Career Growth • Opportunity To Develop New Skills • The $$$ Is Still Important • Communicate Effectively

13. Search Firm Differences • Retained Search – Commitment to Complete Project When its Hard to Dig Up Candidates 3 payments – Start, Middle, Completion • Contingency – For Less Senior Positions When Candidate Pool Broader - 1 Payment at Completion. • Large Public Multi-location/Practice vs. Smaller Boutique Focused on Specific Industry

14. Thank You!! • Questions • Discussion • Ideas • Background information available at www.mbels.com