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Dscoop8 Peak Focus Presentation
The document discusses talent acquisition and alignment. It emphasizes that having the right people is crucial for business performance. It outlines challenges in recruiting and hiring, such as workforce skills, diversity, and innovation needs. The document then provides guidance on defining job requirements, building candidate pipelines, screening for eligibility, assessing suitability using tools like competency models and questionnaires, and conducting interviews. The overall message is that companies should implement a systematic talent acquisition process using the proper tools to hire and promote the right people the first time.
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Dscoop8 Peak Focus Presentation
- 1. Jerry Scher Peak Focus Attract, Recruit and Hire The Right People February 22, 2013
- 2. Talent Impacts Performance “All the clever strategies and advanced technologies in the world are nowhere as effective without great people to put them to work” Jack Welch
- 3. Why? How? What?
- 4.
- 5. Executive Decisions Do we have the right people? Are we doing the right things Are we doing the rights things right?
- 6. Challenges You Face Business Growth Workforce Model Objectives Skills Workforce Competitive Quality of Hire Diversity Landscape Innovators Organizational Social Media Required Fit Explosion
- 7. Performance Challenges Theory of Optimization People (A x A x A)P differentiation Lagging & Performance leading through indicators metrics
- 8. Talent R.O.I. Cost per hire Resume overload Quality of hire Time to productivity Integration and morale On-boarding and development Management satisfaction Employee Retention - 1 year
- 9.
- 10. Industry Jobs Print andWeb Designer Digital Pre-Press Marketing Manager Operations Manager Work Flow Manager CIO, CMO, CTO, CFO Digital Press Operator Account Executive Business Developer Estimator Logistics/Fulfillment Quality Control MGR Controller/Accounting VP Sales & Marketing Creative Services Manager Promotional Products Database Specialist CSR-Project Manager Offset Press Operator President/CEO Administrative Assistant Digital Imaging Computer System IT Manager Specialist Specialist
- 11. Recruiting & PromotingBasics Eligibility Suitability Interests Interview Certifications Work Preferences Confirm eligibility Specific job skills Work Values Assess suitability Educational levels Interpersonal skills By engaging candidates Education subjects Type experience Attitudes Amount of experience Motivations Overall Score - Integrate all test results into an overall score that can includes eligibility, suitability and interview scores.
- 12. Behavioral Competencies Strategic Judgment- combination of traits necessary to recognize relevant information and formulate an effective strategy Effective Enforcing – ability to skillfully correct others when they are violating rules or performing poorly Innovative – ability to create new and more effective ways of doing things Provides Direction - tendency to manifest traits necessary for a leadership role Interpersonal Skills – balance of traits that relate to effective interaction with others People Oriented – balance of traits that would enable one to positively interact with others Organizational Compatibility – tendency t work co-operatively with others (assuming sufficient job related knowledge and team compatibility) Negotiating – tendency to bargain in order to reach a beneficial agreement
- 13. Traits and WorkPreferences Management – “C” Marketing Technology Manager Level Takes Initiative Takes Initiative Analytical Analytical Wants Challenge Persistent Finance/Business Optimistic Precise Wants Challenge Self-Improvement Takes Initiative Analyzes Pitfalls Analytical Wants Challenge Wants to Lead Enthusiastic Organized Authoritative Persistent Collaborative Handles Conflict Collaborative Computers/Science Influencing Enlists Cooperation Pressure Tolerance Organized/Systematic Research & Learning Enlists Cooperation Pressure Tolerance Planning Effective Enforcing
- 14. Predicting Sales Effectiveness Creatively Organize and Ability to Persistent Plan Engage Disciplined Follow up Strategic Self- Influencer and Takes Initiative Improvement Assertive
- 15. Next Generation Business Development Specialist Takes Initiative Negotiating Research & Frank Blunt Learning Wants Outgoing Team Warmth & Defensive Challenge Empathy Analytical Persistent Collaborative Assertive Evasive Influencing Self- Enlists Certain Harsh Acceptance Cooperation Optimistic Teaching Experimenting Organized Self-Sacrificing Self- Authoritative Tolerance of Dogmatic Skeptical Improvement Bluntness Enthusiastic Pressure Diplomatic Self-Critical Tolerance
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- 17. Define Talent Acquisition Processof Attracting and On- Boarding Talent to Drive Performance
- 18. Talent Acquisition andAlignment Systematic process, right tools for hiring or promoting RIGHT, The First Time!
- 19. Define The Job Essential Duties Education and Performance Training Expectations Experience Attributes & Required Competencies
- 20. Build a CandidatePipeline Rookie or 24/7 Describe Pro Technology Person Everywhere Wanted Brand Skills Vertical Industry Attract with Transfer Markets and Training Company
- 22. Screen for Eligibility Resume Review Social Media Search Eligibility Questionnaire
- 23. Assess For Suitability HarrisonAssessment Technology From Peak Focus, LLC
- 24. Suitability Competencies Business Industry Client Focus Acumen Network Communication Relationship Multi-level Skills Building Contacts Technology Collaborative Sales & Expertise Skills Marketing
- 25. Suitability Questionnaire • Workspecific • Cross-referencing technology • 8,103 comparisons • 2,701 multiple questions • Less than 30 minutes • Only positive statements • Built-in lie detection • Meets all legal requirements (EEOC)
- 26. The All ImportantInterview • Engage in two-way conversation • When You’re Talking… • Uncover and predict potential • Learn what you don’t already know • Rate your Interview Skill
- 27. Interview Basics • Prepare •Define job • Eligibility & Suitability • Review resumes • Google, LinkedIn, etc. • Select Team & Assign
- 28. Interview for Eligibility •Education & Employment • Industry Knowledge • Time Management • Business Knowledge • Technology Competence • Business/Sales Philosophy • Personal Goals • Ranking
- 29. Interview for Suitability •Job Specific • Strengths • Weaknesses • Behavioral questions • Situational testing
- 30. Let’s Work onOur Interview Skills
- 31. Talent Acquisition andAlignment Systematic process, right tools for hiring or promoting RIGHT, The First Time!
- 32. Re-engineer Your Process 404.931.9291 [email protected] www.peakfocuscoach.com