On May 22, 2013, The Recruiting Animal Show was pretty good. At least I think so. Listen yourself here.
Why was it good? Because the guest, Steve Nehez, took the time to plan what he wanted to say in advance. Here's the plan he sent me. It structured the whole show.
Hi Animal… Here's what I put together as sort of a roadmap for the show. Hopefully this will make sense and transmit our differences (our structure and style of recruiting) through your format.
1. Bio – 13 years as automotive engineer and sales guy. BSME from Michigan Tech and MBA from Eastern Michigan University. Lousy corporate employee (loose cannon, bored) and worked for Mazda, Ford, Acme, Spring sales (auto), Stamping sales (auto), Seal sales (auto) and finally 3M in flouroelastomer sales. Dumped career. Started recruiting in 2003. Trained by the best focusing on recruiting best practices in the MRI system. Won a few awards. Billed no less than $300K in a given year. Opened Nehez Recruiting in 2008. Took a vision from thought to execution…..
2. Golf analogy. (One minute) Solo golfer versus "best ball"/"scramble" team.
3. Elevator speech. (One minute) 4 recruiters. Hyper-fast recruiting. Always marketing.
4. Tools are key. Robust database (110,000 auto professionals – private database). Job boards. Internet robot. Third party e-mail blast provider. VOIP phones and expensive headsets (noise canceling!!!). Commercial grade internet service (the largest bandwidth possible – very expensive). Mac's versus PC's – virtually no IT issues. Cloud based exchange server. Recruiters should work in the bullpen.
5. Our DIG (Discipline, Industry, Geography). Central Nucleus: Automotive engineering at automotive supplier R&D centers based in the greater Detroit area. Residual JO's on searches in Sales, Program Management, HR, Purchasing and satellite manufacturing facilities. Engineer's resumes read like the contents on the side of a cereal box. Keyword searching for funky words like EWO, matlab, DOORS, etc. is the primary driver of our search. We couple that with our top 'industry accepted' degrees (BSME and BSEE).
6. Why and how we're different. Our objective is to present 5-8 candidates in 36 hours; 10-12 by 72 hours. If our system only surfaces less than 5 candidates in 3 days, there's issues with the JO (CLAMS). We adjust the dials and do it over. We call between 2000 and 2500 candidates per week with four recruiters.
7. Definition of a 'campaign'. Campaign on a JO involves: (1) Revisiting historic previous campaign, (2) Scrape job boards, (3) Robot goes to the market (LinkedIn, etc), (4) Focused e-mail blast of 600 to 2000 candidates and (5) all recruiters screening.
8. Our results. Each recruiter averages 2-3 placements per month. Our inner-office split is 50/50. Recruiter gets 50%; Office gets 50%. Each recruiter is also rewarded $100 for each placement OR 12.5% of the total fee if they sourced the placed candidate. My objective was to take successful W-2'ed recruiters making $60K-100K and get them to $150K-200K on a normal basis. Our office hours are basically 9-4:30 so we try to balance work and social life. However, the caveat is that you have to work your ass off when here.
9. Our gamble for the future. We believe HR departments will maintain low personnel levels and will reduce the number of agencies. Our objective is to be the last remaining. We always market and our branding and pitch is consistent and succinct.
Additional discussion points
1. Some of our clients have internal recruiters. Our purpose is to identify and direct recruit (under our definition) with very specific backgrounds.
2. We call "needle in the haystack" searches "albino giraffes". We limit our campaign on these to job boards, e-mail blasts, and the "robot". We also insist with our client the sniper approach. If we send one candidate, they'll guarantee at a minimum a phone call.
3. US healthcare reform will eliminate benefit comparisons. Offers in the future will be money and vacation based only. We contend that educated professionals will NOT want to be part of the government healthcare and while there is still a "private option", those companies that continue to offer a private option will get the best talent.
4. Prior to the final interview, we have our "candidate pact" discussion. We tell each and every candidate that we are NOT here to sell them the job. We are here to provide them the details they need to make an informed decision.
Let me know what you think.
Stephen Nehez, Jr. | Executive Recruiter
nehezrecruitingsig
(866) 913-5111 x535
steve@nehezrec.com
www.nehezrecruiting.com
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