Our Superstar Recruiting System
The big recruiting challenge is this...
The best talent isn’t looking for work.
They already have jobs – good jobs.
Having high performing talent on your team
is the #1 factor that can literally make or break your career.
You need a proven and trusted recruitment expert
to find and attract those Superstars
that can give your Superstar results,
while you concentrate on what you do best,
delivering value to your organization and team.
My desire is to give your leadership career an edge that puts your career in the fast lane. Our Superstar Recruiting System is how we do it. Let me show you how....
Michael Neufeld
Michael Neufeld, The Industrial Sales Recruiter
Hiring is ironically harder in a recession
Recruiting is always hard. It was certainly hard when the economy was booming. Ironically, it’s even harder when times are tough. Why do I say that? Well, in a recession, the volume of resumes from C players increases considerably while the volume of resumes from A Players typically remains the same.
Only hire A players
For the sake of this article I am going to assume that you have already bought into the philosophy of always trying to hire A players only because a team of Superstars is so much more productive, efficient, and self-regulating, that there is simply more time in a day. (with Superstars you don’t have to micromanage, you can delegate with confidence, you will meet deadlines, hit your monthly targets, and have more time in your personal life. That means you hold out for people that are great instead of settling for good. (A people are the best, C the worst, B-players are in the middle.)
The A players on the street
In a recession anyone can get laid off, including A players, but the greater
majority of laid off employees tend to be C players. This is because the vast majority of companies are going to cut their lowest performers. Generally speaking, there are more C players in an organization than A or B players. Yes, there are exceptions to that rule, but they are rare.
A smart corporation would never let go of an A player unless their job function is completely eliminated. Given a choice between laying off a sales rep who exceeds quota and one that only meets quota occasionally, a smart company would retain the top performer. Again, there can be exceptions to this rule as well; there are some companies that cut their top performers for strange reasons, and so you may find an occasional A player on the streets.
Big opportunity to find that A player
During an economic downturn, most A players are not likely to be looking to jump to a new company for various reasons. These Superstars are happy right where they are at, and they are not budging. Having said that, there are A players that are willing to jump ship. To keep Superstars happy, they need to be challenged, grow and innovate. Superstars NEED these things. Often, companies will shift into preservation mode during an economic downturn. It becomes difficult for those companies to retain their Superstars when this happens, and it opens the door for recruiters. Additionally, superstars are usually the first to leave a company when the layoffs begin. They do not feel they need a severance as they are confident they can quickly land on their feet.
More volume but the same quality
No matter the economic state, Superstars are really hard to find. Let’s say that A players make up 1% of the qualified candidate pool, B players are 24%, and C-players make up the remaining 75%. I am not saying these numbers are accurate, but there definitely more C Players than B players and more B players than A players. If you post a job ad during this downturn you are going to get a massive flood of resumes from C players. Those C player resumes will be difficult to tell apart from those of the A players. You can
never tell from just a resume. With the volume of unqualified candidates increasing, that will mean more work filtering through alphabet soup resumes and talking to more unqualified people. Even if you get more candidates you will have only increased B and C player resumes, and you are still searching for the same needle in a much bigger haystack (in the rare chance an A player did maybe apply to your job ad).
You will have to screen for the good people in the sea of mediocre people, unfortunately it is really hard to tell the difference between an A, B, or C player from just their resume. Which means you need to engage with candidates and therefore you’ll have far more candidates to deal with in this downturn.
The recession will only massively increase your sorting of resume soup and you will still be hiring from the best of what happens to come along.
Where to find A players
Posting a job and praying you hire someone good is a strategic hiring error in good times or bad. This explains why the cost of posting a job is practically nothing. The actual cost of “recruiting” (or pretending to recruit) with job boards and applications is on the back end - the cost of time wasted with resume soup. Or worst, having another mis-hire.
The only way to prevent having to sort through a sea of incoming alphabet soup resumes is actually go out and recruit people. Great people are working right down the street. Pick up the phone and call them and try convincing them to meet with you. Not everyone you meet with will be a Superstar, but I guarantee the ratio of A players over C players will be substantially higher.
No one knows how long this economic downturn will last, but your company (and your career) needs more Superstars now more than ever.
If you are tired of wasting your time interviewing unemployed unqualified candidates presented to you by Human Resources or your favorite contingency recruiter, then you are beginning to understand why the conventional recruiting model is broken.
You have likely experienced these common challenges in hiring:
You have likely experienced these common challenges in hiring:
The problem isn’t the recruiter. The entire recruiting model that recruitment agencies work is broken and benefits no one. The conventional contingency recruiting model emphasizes speed and volume, which leaves quality lacking.
This model incentivizes recruiters to quickly collect the best candidates they can easily get (active candidates), and market them to multiple companies to try to earn a commission.
The average contingent commission-based recruiter will work 10 searches to only fill 1, so most will work on roles that have a higher chance of placement, and not the more difficult searches.
With 10 to 1 odds, this conventional model encourages recruiters to act more like agents of the candidates rather than a partner aligning with their clients interests. This means that your recruiter is likely sending the same candidates sourced for your search to the companies you compete with, causing unnecessary bidding wars, costing you more, dragging out the process and potentially having to start the whole search process again.
Increased competition, poor quality and misaligned interests are only a few reasons why the conventional recruitment model is broken, benefits no one and gives the industry a bad reputation.
ACCESS 100% OF THE TALENT POOL FOR BETTER HIRES WITH
You cannot wait for superstars to come to you. You have to go get them. Our years of experience and daily search process gives us a complete market map of the entire candidate pool to ensure that you have access to every qualified person and then identifies the right talent for your needs.
A True Partnership
With our full-service recruiting model, we help you choose the candidate with the highest probability of success with an interview process designed to make your hiring decision Fire-Proof. We give your career an edge with training and tools to consistently hire a top-performing team throughout your entire career.
We back up all of our words and actions with the ultimate guarantee in the recruiting industry - 1 FULL YEAR
Recruiting Should Not Be Transactional
The Hunter Davis Group recruiting approach helps organizations to successfully address the recruiting challenge. With our system, an organization will be able to find the very best, engage their interest, hire them, and ensure they stick around. Our approach is helping organizations turn recruiting into a competitive advantage generator.
PROGRESS REPORTS
PLAN AND PREPARE TO SUCCEED
Increase Quality of Hire
Partner with a recruiting firm that will give your career an edge by consistently hiring Superstars with proven methods.
Most hiring managers have a dismal failure rate when it comes to hiring: 1 out of 2 people hired end up as mis-hires. Let that sink in for a moment. 50% of employees are not successful in their current companies. That is a staggering number! That’s like trusting your hiring decisions to a coin toss. Mis-hires are rampant, unfortunate and expensive—extremely expensive!
We can help improve your hiring success.
Our Fire-Proof Selection Process is designed to eliminate the risk of a bad hire through a performance profile, predictive interview process, and audition interviews that are unique to your role and environment.
The one thing that truly determines your success or failure as a leader falls squarely on your ability to find, attract and retain a team of Superstars.
Decrease Time to Hire
Partner with a recruiter with direct access to the relevant talent
Control your hiring costs
Improve ROI with expert sourcing and vetting to find only qualified candidates.
Get Access to Hidden Talent
You’ll see candidates that you would not uncover on your own.
Michael Neufeld is The Industrial Sales Recruiter with over 10 years of experience in recruiting industrial sales talent
How you go about finding a person who isn't actively looking for work and get them to say, “Here I am!”, while at the same time assessing their fit, is the recruitment challenge. It's not easy at all. You must have a clear understanding of every prospect by mapping the market before initiating first contact. Attracting the best talent requires a recruiting plan custom tailored to each prospect.
Hire Faster
Partner with a firm that has the networking capability and industry trust to find quality talent faster than any one firm alone.
Building trust in the marketplace yields us response rates 5X the national average
We leverage our strategic authority in the industrial sales market to recruit top performers to reach the top 10% qualified prospects who are high performers with your competitors.
We are able to leverage our networking power of over 1,000 high-level recruiters nationwide as a Preferred Member of the Top Echelon Network. Our network allows us to tap into a much larger talent pool of talent discreetly and quickly.
Recruitment Marketing
Partner with a firm with a unique hybrid blend of old-school outbound executive search and new-school inbound digital strategies to ensure a deep and wide candidate pool with exceptional quality at unmatched speed.
TOTAL TALENT MAP
We employ an Inbound digital marketing system that engages the Industrial Sales marketplace consistently with valuable authority building content using 24/7/365 multimedia marketing campaigns.
THINK OF US AS YOUR RECRUITMENT MARKETING ARM
...for your most important resource: YOUR PEOPLE
Once engaged we will go through an extensive discovery process with you to understand your ideal candidate that will successfully perform the key objectives of the position and become an invaluable asset to your company. That process includes searching and uncovering hidden talent pools, positioning your opportunity to attract Superstars, and setting expectations for reporting and delivering results.
We work with you to create a Recruiting Roadmap: a recruiting process designed to attract top performers with a 5-star candidate experience, a compelling job invitation, and a well-defined attractive Employer Value Proposition (EVP), your company’s key marketing message to attract top performers.
We leverage our expertise and strategic position in the marketplace to create excitement and cultivate interest by marketing your unique opportunity with our recruitment marketing strategies and employing multiple media channels.
Once potential candidates are identified, they will be evaluated fully, and only if they match the ideal candidate profile will they be presented with a detailed candidate profile with references and audio and video interviews. Over and above just a shortlist, we work with you to design a selection (interview) process that essentially eliminates the risk of a bad hire and ensures you choose a Superstar you can’t live without.
Once you have zeroed in on your finalist candidate(s) you will know exactly how your Superstar thinks, enabling you to make an offer too good to turn down, without relying solely on compensation. That is why our offer acceptance rate is greater than 90%.
Ensuring your new hire meets and exceeds your expectations we provide onboarding and retention training and guarantee their placement for up to 12 months.
The contingency recruiting model incentivizes recruiters to quickly present candidates. However, this emphasis on speed leaves no time for quality control or outbound recruiting for full coverage.
Our expertise and strategic position in the market place combined with our 24/7/365 recruitment marketing system allows us to quickly target the right talent at the right time so we can help you hire faster.
VOLUME
Contingent recruiters are driven by numbers as they only fill 1 in 10 searches. They send candidates from your search to the companies you compete with, causing unnecessary offer wars and potentially having to start the entire search process over again. This means that your search could take longer and cost you more.
Our recruitment marketing system ensures that you have access to the entire candidate pool and you have first right of refusal on candidates we source for your search.
The emphasis on speed and volume leaves no time for quality control. Recruiters quickly collect the best candidates they can easily get from the active candidates (only 18% of the candidate pool).
Our experience, selection process and recruitment marketing system creates a deep and wide talent map to ensure that you have access to every qualified person (not just the 18% active candidates) and then identifies the right talent for your role.
When presenting candidates, recruiters are incentivized to be not be transparent about candidate sources, leaving you wondering if a complete and thorough search has been completed.
We provide full transparency and reporting with detailed weekly progress reports and regularly scheduled calls to give you confidence in your choice.
The emphasis on speed and volume leaves no time for quality control. Recruiters quickly collect the best candidates they can easily get from the active candidates (only 18% of the candidate pool).
Our recruitment marketing system creates a deep and wide talent map to ensure that you have access to every qualified person (not just the 18% active candidates). You will see candidates that you would not uncover on your own by partnering with a firm with direct access to relevant talent.
PARTNERSHIP
With the emphasis on generating candidates only, and less of a role in selection, the result is less accountability. The conventional model encourages recruiters to act more like agents of the candidates rather than a partner aligning with your interests.
Recruiting should not be transactional. Recruiting plays a critical role in your growth, but it comes at a price, and not just a monetary price. The conventional recruitment model is broken and is not aligned with your interests. Our fee structure breaks the traditional rules of the industry.
Most recruiters are actually generalists, and have very little experience working with the specific skillsets or the nuances of recruiting people within your market.
By partnering with a recruiter with direct access to relevant talent you will see candidates that you would not uncover on your own. Expert sourcing and vetting to find only qualified candidates with improve ROI and control your hiring costs.
There is no assurance or commitment to the level of effort (or lack of effort). Usually search activity ends when some candidates are presented and may not resume unless those candidates presented didn’t produce a hire.
We provide detailed weekly progress reports and schedule regular calls for your assurance that your search is getting our full attention.
Typical contingent and commission-based recruiters recruiters will only fill 1 in 10 searches so they end up acting more like agents of the candidates instead of aligning with your interests. With 10 to 1 odds it becomes a numbers game so they work on roles that will yield a higher return and not the more difficult searches.
We help you choose the right candidate with the highest probability of success and virtually eliminate any hiring mistakes with our Fire-Proof selection process. We give your career an edge with training and tools to consistently hire a top-performing team throughout your entire career.
GUARANTEE
A minimal guarantee for a contingent recruitment model that is transactional with no accountability. As soon you pay the fee, the recruiter is long gone.
We back up all of our words and actions with the strongest guarantee in the recruiting industry. Ensuring your new hire meets and exceeds your expectations we provide onboarding and retention training and guarantee their placement for 1 Full Year.
This call is for leaders who are frustrated with their lack of access to the top 10% of talent. Leaders who are looking to take their careers to the next level, or who absolutely need to hire a Superstar for their team right now. We can evaluate what you're doing now, what's working, what's not working, and I'll let you know if we can help.
This call is for leaders and talent acquisition professionals who are frustrated with their lack of access to the top 10% of talent and are faced with a critical hiring need. During this call we will evaluate you current opening and determine if our Superstar Recruiting System will meet your needs.
Visit our website for content and resources for hiring leaders. http://hunterdavisgroup.com/tips-advice/
mneufeld@hunterdavisgroup.com
www.hunterdavisgroup.com