Recruiting

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How to Effectively Recruit • Click to edit Master text styles

High Technology Personnel • Third level – Second level

– Fourth level » Fifth level

Steve Burns - Steve Burns Consulting Blair Baldwin - PinnAcle Consulting 1

• Steve Burns Consulting

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Seminar Background

I. SEMINAR BACKGROUND

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Seminar Context

1. What is the Context of this Seminar? • The OHTC/STCO has worked very closely with the high technology community to identify and address relevant issues through specific projects and seminars • The OHTC’s HR Working Group, which is facilitated by the STCO and comprised of high technology companies, identified a number of hot HR topics with which companies needed help • This HR seminar series is a direct result of the efforts of the HR Working Group and is being sponsored and subsidized by the OHTC and the STCO • Your company should consider joining the OHTC to receive all of the benefits, which includes seminars like these • See Laurel Douglas after the seminar for more information about joining the OHTC and upcoming high technology events • Steve Burns Consulting

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Introductions

II. INTRODUCTIONS

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Who Are We?

1. Who are Steve Burns and Blair Baldwin? • We both own and operate our own consulting businesses in the Okanagan – Steve Burns Consulting and PinnAcle Consulting • We work very closely together to serve the needs of high technology companies in the areas of Human Resources, Marketing/Sales, Finance and Business Strategy • Our client base also includes manufacturers, tourism operators, service providers as well as public sector agencies.

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Who Are You?

Who are you?

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Agenda

III. OUR AGENDA

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What We Will Cover

What we will cover 1. 2. 3. 4. 5. 6.

How to confirm your needs How to create your unique selling message How to create your recruitment strategy How to decide when to use recruitment firms How to recruit online How to develop a recruitment strategy for a specific recruiting scenario 7. Address your specific recruitment problems 8. Questions and wrap up

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Confirming Your Needs

1. How to Confirm Your Needs • Critical to clearly define your existing skills inventory and your open positions: • What existing skill sets do I currently have in my company? • What skill gaps exist and which skill gaps are the highest priority to “close” in my company? • Are there positions which should be combined, eliminated or created?

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Confirming Your Needs

1. How to Confirm Your Needs • For each open position determine your applicable salary range: • Review the Market Supply and Demand • Measure Competitive Salary Ranges • Prioritize the Importance of This Position • Determine Your Ability To Pay • Understand Your Flexibility • Establish your recruiting budget

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Confirming Your Needs

1. How to Confirm Your Needs • Create your candidate/position profile or job description: • Review of an existing job description/position contract for a Financial Controller • We are going to break into small groups and create our own job description for an open position: • Need to appoint a leader • Need to choose one actual position within one of your companies to work on together • Objective is to complete the main areas of Principal Duties, General Description, Skills Required and Support Required using bullet points • You have 15 minutes and then the leader will present to the group • Steve Burns Consulting

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Creating Your Unique Selling Message

2. How to Create Your Unique Selling Message • You must differentiate your company and your position in order to effectively recruit • Critical questions to ask yourself when creating your unique selling message: • What is my target audience really looking for? (i.e. more money, ownership opportunity, lifestyle change, creative culture, etc.) • What is my company realistically able to offer? • What makes my company stand out from the competition for this scarce resource? • What likely objections will you encounter and how will you overcome them? • Steve Burns Consulting

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Example - Creating Your Unique Selling Message

2. Example of Quails Gate Estate Winery – Director of Marketing 1.

What is my target audience really looking for?

• • • •

A well run, profitable business with a commitment to the entrepreneurial spirit Complete control over the marketing process Compensation a combination of salary and measurable bonus A quality atmosphere

2.

What is my company realistically able to offer?

• • • •

Excellent reputation with a commitment to quality Huge upside for growth for this position Family atmosphere Competitive salary and bonuses

3.

What makes my company stand out from the competition for this scarce resource?

• • • •

Leading example of a successful winery and wine tourism business Dedication to quality Pioneers in innovation Strong employee loyalty

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Creating Your Unique Selling Message

2. How to Create Your Unique Selling Message •

Break into groups and create your unique selling message: • Need to appoint a different leader but use the job description you just created • Want to create your unique selling message by answering the following questions: 1. What is my target audience really looking for? (i.e. more money, ownership opportunity, lifestyle change, creative culture, etc.) 2. What is my company realistically able to offer? 3. What makes my company stand out from the competition for this scarce resource?

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Deciding When to Use Recruitment Firms

4. How to Decide When to Use Recruitment Firms • We suggest you use recruitment firms when: • The type of person (i.e. skill level, experience requirements, etc. ) you are looking for is difficult to find • You can afford to pay a recruitment firm between 20% and 35% of the first year gross annual salary or pay an hourly/daily rate for a contract recruiter • You have very little time to fill this position • The position has been open for an extended period of time with little success

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Using Contract Recruiters or Recruitment Firms

4. Using Contract Recruiters or Recruitment Firms • Contract recruiters can be used to fill positions effectively • Could pay fees and not achieve your desired outcome • Sometimes multiple firms that are not competing for the same positions can share a contract recruiter • Could consider using contingency or retainer based recruitment firms • Contingency firms have a lower fee (i.e. usually 20 to 30%) but have a lower success rate (i.e. 1 in 11 positions filled) • Retainer based firms have a higher fee (i.e. usually 25 to 40%) and a higher success rate (i.e. 1 in 4 positions filled). • Need to be very clear with either firm on what your expectations are, including timelines, milestones and budgets • Steve Burns Consulting

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Recruiting Online

5. How To Recruit Online • Lots of methods of performing online recruitment • First place to start is your own website: • Do you have a clear and comprehensive section for potential employees? • Are you managing your search engine key words/phrases for recruitment using innovative tools ? • Do potential employees get a feel for what it is like to work at your company? • Can potential recruits interact with your employees? • What is your recruiting process for those that apply?

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Example - Creating Your Unique Selling Message

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Recruiting Online – Dy4 Systems Inc.

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Recruiting Online – Dy4 Systems Inc. Dream jobs: So what do you want to be? We think everyone should have a chance to do the job they have always dreamed of. And here's yours. We are always on the lookout for great talent. We all know that recruiting is increasingly competitive in the high-technology industry. For this reason, we have created a culture of "Continuous Recruiting," to help us search for top talent in many disciplines at all times. If we don't have an immediate position available that suits your skills, we will either make a business case for bringing you in or arrange an opportunity to talk about future plans. If you are not ready to make a career change at this time, we'd still like a chance to chat with you to tell you why DY 4 is the place to do the kind of work you always dreamed of. Click here for positions available, or use the navigation on the left to find your dream job.

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Recruiting Online – Dy4 Systems Inc.

The Rec Room Welcome to our Rec Room. It's a place to hang out and have fun with DY 4 employees. Test yourself on our Brain Benders. Listen to our Masters of Knowledge guest speakers. Chat with us or check out what's new in our Discussion Forums. Click on the left navigation to walk through our Rec Room.

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Recruiting Online – Dy4 Systems Inc.

Let's Chat If you want to talk we're listening. Ask us anything. Play 20 questions. Go ahead and pick our brains. Find out more about DY 4: our technology, our culture, why our staff joined and, more importantly, why they stay. DY 4 employees from throughout the company will be live, on-line in real time, ready to chat with you every weekday, from 10:00 a.m. to noon. Status: The chat area is now open! Click here to proceed.

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Recruiting Online

5. How To Recruit Online • Could Use PositionWatch or Ecruiter.com to post one or more jobs to multiple sites: • Can customize PositionWatch, which is linked to CNC Global - IT Recruiters and discounts on print advertising • Ecruiter.com posts directly to Workopolis.com and CareerMosaic.com/Headhunter.net and provides a web based resume management tool • From $695 per posting to $5K for 10 positions

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Human Resource Planning

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Human Resource Planning

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Recruiting Online

5. How To Recruit Online • Posting Jobs Directly/Resume Mining: • Workopolis.com/Monster.ca: • From $295 to $500 per posting per month to $2,075 per 5 pak for basic posting with premium costing double • Unlimited postings start at $1,500 a month • Resumes mining starts at $1,500 per month or $4,500 for a year • Posting your jobs to Okanaganhightechjobs.com • Finding specialty web sites (Engineeringjobs.com, etc.) newsgroups, chatrooms, etc. • Tracking your results

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Recruiting Online

5. How To Recruit Online • CareerMosaic.com/Headhunter.net

• Jobshark.com • Canjobs.com • CareerXchange.com • Bctechnology.com (TNET) • Hotjobs.com • Careerbuilder.com • Dice.com • 1-jobs.com • Hightechpros.com

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Positionwatch.com Brainhunter.com Careerspan.com Netjobs.com Prohire.com Careerpath.com Cooljobs.com Techjobbank.com Developers.net

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Recruiting Online

5. How To Recruit Online • With more than 75,000 job openings, refer.com is the best job referral site designed for people who are natural networkers with an ability to match jobs with candidates. refer.com members are wellconnected folks from a variety of backgrounds, technology to finance, dot-coms to telcos, NYC to San Francisco. They help friends find rewarding careers . . . and they like to be rewarded as well! • $2K US per position with a 90 day guarantee period • Steve Burns Consulting

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Recruiting Scenario

6. Recruiting a Senior Programmer: • Job Description: • Responsible to lead a team of 5 programmers in C++ development • 6 years of programming experience, 4 of which are in a C++/object orientated environment • Diverse background in operating systems (Solaris/Linux/NT) • Unique Selling Message: • We help you create your own dream job, with company ownership, direct decision making authority, customized training programs, an open management culture and unlimited technical potential

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Recruiting Scenario

6. Recruiting a Senior Programmer: • Salary Range: • $75K with company ownership • Recruiting Budget: • $15 to $20K, excluding relocation costs • Timeline: • Yesterday • Likely Locations: • San Jose • Portland • Kanata • Vancouver

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Creating Your Recruitment Strategy

6. What Will Our Recruiting Strategy Be For This Position: • Internal Sources: • Employee referral programs • Previous resumes • Hires that didn’t work out • External Sources: • Contract recruiters and recruitment firms • Online recruiting • Career Fairs • On site campus visits • Print advertising • Banner advertising on key websites • Other referral sources • Steve Burns Consulting

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Your Specific Recruitment Issues

7. Your Specific Recruitment Problems

What specific recruitment problems do you have?

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Further Questions

8. Further Questions

Any further questions?

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From Danny Osadca, President of Dy-4 Systems Inc.

I believe in a concept I have named Guerrilla Recruiting – where every employee in our company is as passionate about recruiting as they are in inventing the next best technology. Our team is 1000% committed to recruiting top notch talent -together. Together we act as if without our next recruit our business will shut down.

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Using Contract Recruiters

8. Wrap Up • Upcoming HR Events: • November 1st, 3 to 7 pm • How to Interview, Hire and Select the Right Candidates • November 15st, 3 to 7 pm • How to Establish, Monitor and Adjust Compensation and Benefits • November 29th, 3 to 7 pm • How to Develop and Use Effective Employee Retention Strategies

• Other Events: • November 2nd, 7:30 to 9:30 am • Techie Breakies Series with Dr. Nicholas Swart on MEMS • November 9th, 7:30 to 9:30 am • Technology Venture Series - Angel Investors and the Securities Act with Ross Langford • November 21st, 8:30 am to 4:30 pm (to be confirmed) • How to Finance Your High Tech Company – Angel Investors, Incubators, Venture Capital, Going Public, Mergers and Acquisitions • December 14th, 7:30 to 9:30 am • Technology Venture Series – Mezzanine Financing with Alex Christiansen

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