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Basics of Recruiting

Basics of Recruiting. Your Controller just gave notice to go to a competitor. What should you do?. Basics of Recruiting. Audience Poll: Option 1: You post the position & check to see what applicants you receive.

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Basics of Recruiting

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  1. Basics of Recruiting Your Controller just gave notice to go to a competitor. What should you do?

  2. Basics of Recruiting Audience Poll: Option 1: You post the position & check to see what applicants you receive. Option 2: You notify your current & past colleagues and wait for their referrals. Option 3: You notify your RVP/RDOS & wait for their direction. Option 4: All of the above.

  3. But what was missing? GETTING OFF YOUR REAR END AND CALLING PROSPECTIVE CANDIDATES DIRECTLY…

  4. This is the difference between passive recruiting & active recruiting.

  5. Passive recruiting is waiting for a candidate to come to you. Active recruiting is finding your OWN candidate. Which one yields better results?

  6. Let’s Break it Down… For the most part, folks currently employed are still employed because they are doing a good job. Aren’t they the people you want to come work for you? Then why don’t we make it a priority to call them? Why wait for the folks that are unhappy and out looking for a new job?

  7. How to Recruit like a Pro… Step 1: Step 1 starts way before the job is even open. Step 1 is everyday, on or off the clock, during your every day lives. Step 1 is IDENTIFYING TALENT BEFORE YOU NEED THEM.

  8. STEP 1 – PERPETUAL RECRUTING I call this Perpetual Recruiting. Best Barista at your favorite coffee shop. Fantastic customer service at the department store. Grocery Shelf Stocker that goes out of his/her way to assist you. Restaurant Manager who made a connection with you while dining.

  9. STEP 1 – PERPETUAL RECRUTING What should you say? What should you do? How do you do it? Any examples of recruiting in your everyday life?

  10. STEP 2 – CREATING YOUR FLATLIST Your flatlist is the list of potential candidates that could be a fit for your position. Note it says “COULD BE” a fit. Don’t assume anything until you talk to them. They are all rockstars until you talk to them and they prove you wrong. Your Flatlist includes: Folks from your perpetual recruiting efforts; Folks you know from your competitors; Folks referred by colleagues and contacts; Folks you don’t know from your competitors.

  11. STEP 2 – FOLKS YOU DON’T KNOW? How can you find folks if you don’t know them? Audience???

  12. STEP 2 – FOLKS YOU DON’T KNOW? Ask around. Call the other hotels and ask for names. They all likely have that same position, so you should have every hotel on your list. Attend networking events. LinkedIn.

  13. STEP 2 – YOUR FLATLIST

  14. STEP 2 – LinkedIn?

  15. Individual Activity Choose a position that is currently open at your hotel. You have 15 minutes to build a flatlist for that position. Use LinkedIn. Call local hotels. Think of people you know. You must have at least 10 potential candidates on your flatlist. If you don’t have an open position right now, use a position that is critical if you lost the person currently in the role.

  16. STEP 3 – START CALLING Now it’s time for step 3 – start calling the folks on your flat list. But… what do you say… Audience?

  17. STEP 3 – START CALLING #1 thing to tell them… THEY CAME HIGHLY RECOMMENDED. Make sure they know you selected THEM to call and not that you are just blanket calling everyone in the market. But you want THEM. Regardless if you know them or not, make them think they are your target. You can screen them later.

  18. Recruiting Pipeline Current position or background matches our needs. Right attitude, appropriate salary needs, expresses interest. Final discussions and comparing candidates to each other. HIRE

  19. STEP 4 – INTERVIEWS

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