Premium Headhunting is not just a means of finding "passive" candidates by headhunting, it's the assessment of candidate compentencies as they relate to the position.
Passive candidates are excavated through the outbound headhunting process, not through a simple database query of existing "active" job seekers. The difference between individualizing "passive" candidates by outbound headhunting and collecting "active" candidates from a database is the main distinction in outsourced recruitment products.
Premium Headhunting is a step-by-step process.
The first step is to set clear expectations for the search.
The search consultant and client need to be in agreement about what type of profile and talent is to be hired. Matching an employee’s characteristics to work requirements is just as crucial a step as searching for passive candidates.
The consultant must meet with the client personally to discuss the assignment, not just to obtain details of the position to be filled, the type of person needed, salary, benefits and other job requirements, but to assess the environment and gain important insites to the actual scope of the job.
The search consultant should meet other relevant people in the client's organization and visit the place of work whether an office or remote plant location.
An assignment brief will identify key competencies that are mapped to the screening of passive candidates.
Premium Headhunting is the combination of the outbound headhunting process and the assessment of key competencies relative to the assignment. Physchometric assessment tools, behaviorial based interview techniques, and competency mapping are all necessary ingredients to the assessment portion of the process.
So, there are two very important steps in Premium Headhunting as an outsourced recruitment solution; the actual headhunting of candidates and targeted candidate assessments.
www.premiumheadhunting.net
Saturday, February 23, 2008
Thursday, February 14, 2008
Haphazard Job Descriptions are Killing Companies
Overly-narrow job descriptions are job security for premium headhunting as the choice of outsourced recruitment options!
As consultants, we create the all important “assignment brief” which goes beyond the haphazard job description and list of requirements provided by the client’s management or HR department.
A client interview to obtain answers to targeted questions is crucial to identifying details beyond the requirements and job description. A necessary, time consuming step to a successful placement. We use a standard questionnaire format to get additional information about job scope and work environment.
Asking the client to identify the following helps to create a detailed assignment brief;
What kind of personality do you think would respond best to this position?
What are the absolute “must-have” competencies for this particular position?
Define the Employee Value Proposition (EVP). A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done.
Why do people come to work at your company and why do they stay?
What does this job offer that is unique or makes it most attractive to a potential candidate?
How does it differentiate you from your primary competitors?
Describe real needs and clarify job expectations.
What are the 2-3 major challenges to be faced by the candidate in this position?
Define 6-8 deliverables i.e. steps required for on-the-job success.
What must the person in this job need to do to be considered extremely successful?
www.premiumheadhunting.net
As consultants, we create the all important “assignment brief” which goes beyond the haphazard job description and list of requirements provided by the client’s management or HR department.
A client interview to obtain answers to targeted questions is crucial to identifying details beyond the requirements and job description. A necessary, time consuming step to a successful placement. We use a standard questionnaire format to get additional information about job scope and work environment.
Asking the client to identify the following helps to create a detailed assignment brief;
What kind of personality do you think would respond best to this position?
What are the absolute “must-have” competencies for this particular position?
Define the Employee Value Proposition (EVP). A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done.
Why do people come to work at your company and why do they stay?
What does this job offer that is unique or makes it most attractive to a potential candidate?
How does it differentiate you from your primary competitors?
Describe real needs and clarify job expectations.
What are the 2-3 major challenges to be faced by the candidate in this position?
Define 6-8 deliverables i.e. steps required for on-the-job success.
What must the person in this job need to do to be considered extremely successful?
www.premiumheadhunting.net
Monday, February 11, 2008
Work Behavioral Inventory, (WBI)
"Work Behavioral Inventory", (WBI) is an extremely sophisticated psychometric assessment tool that provides insight into the fit between an individual candidate and the particular work culture and environment that a candidate would be working in if they were hired.
Here are the "Big Five Personality Factors" assessed by WBI:
A few inputs on how to read the report:
PERCENTILE WITHIN THE NORM GROUP:
The Norm Group referred to, and to which a candidate is measured, is an international norm which is a combination or weighted norms from Thailand, China, Singapore, North America (including Mexico and Canada).
ACCURACY OF THIS SELF DESCRIPTION:
"This report is likely to be accurate." It means the system has found that the candidate's self-descriptions are consistent and have not been distorted. You can rely on the findings. If it says "This report should be interpreted cautiously", it means the scores may over represent the respondent. The self-description was more favorable than the majority of the Norm Group. Research indicates that reducing all scale scores by 5 to 10 points will provide a more accurate indication of how the respondent compares to others. The last classification is "This report should not be considered valid and interpretable." This is serious and could be cause for concern. The WBI responses were inconsistent and in a manner characteristic of a randomly completed questionnaire.
RESPONSE FIDELITY:
If the scores are in the green area you have a candidate who has an honest self-assessment and presentation.
If you are a recruiter, employer, or job seeker, I would invite you to;
Connect via LinkedIn:
LinkedIn Profile
Join the LinkedIn Premium Headhunting Network group:
Premium Headhunting Network Group on LinkedIn
If you are an employer, you can create a free "EVP" (employee value proposition):
Employers
If you are a recruiter, you can collaborate on international placements with other recruiters. Plus search candidates free:
Recruiters
If you are a job seeker, looking for a leadership position where your competencies can be matched beyond a job description and requirements, you can sign up free and be exposed to headhunters working on international assignments:
Job Seekers
The most frustrating part of selection is when a candidate with all the right education, work experience and performance history is selected and then the person either fails to perform well in the job or quits. In this situation, everyone loses. The WBI helps you to avoid this kind of selection failure, enhances your image as a professional employer, and in some organizations is used as a road map for on-boarding of candidates that are selected.
In Thailand we provide two WBI questionnaire options; English language and Thai language. The questionnaire is electronic and available on line by going to a website and entering a log in ID and password provided to the candidate. The questionnaire has 240 statements. It usually takes about 30 minutes depending upon both candidate and the speed of the internet connection.
A candidate completing the questionnaire is asked to rate how closely each statement describes them. The results are processed immediately and scored and a 12 page report which is emailed to you almost instantly. The candidate does not usually see their own report.
- WBI is produced by the top U.S. publisher with the highest psychometric testing standard.
- WBI is unique in that it is the only assessment tool specific to the candidate selection process.
- WBI passed the requirements for use in employment selection in the U.S. and is the only test publisher that has gone through the translation and validation process here in Thailand.
- WBI is APA compliant. (APA is the organization governing standards for educational and psychological testing.)
Here are the "Big Five Personality Factors" assessed by WBI:
- Extraversion
- Agreeableness
- Openness to Experience
- Conscientiousness
- Emotional Stability
Introversion vs. Extraversion
Individualism vs. Agreeableness
Conventionalism vs. Openness to Experience
Casualness vs. Conscientiousness
Emotional Spontaneity vs. Emotional Stability
A few inputs on how to read the report:
PERCENTILE WITHIN THE NORM GROUP:
The Norm Group referred to, and to which a candidate is measured, is an international norm which is a combination or weighted norms from Thailand, China, Singapore, North America (including Mexico and Canada).
ACCURACY OF THIS SELF DESCRIPTION:
"This report is likely to be accurate." It means the system has found that the candidate's self-descriptions are consistent and have not been distorted. You can rely on the findings. If it says "This report should be interpreted cautiously", it means the scores may over represent the respondent. The self-description was more favorable than the majority of the Norm Group. Research indicates that reducing all scale scores by 5 to 10 points will provide a more accurate indication of how the respondent compares to others. The last classification is "This report should not be considered valid and interpretable." This is serious and could be cause for concern. The WBI responses were inconsistent and in a manner characteristic of a randomly completed questionnaire.
RESPONSE FIDELITY:
If the scores are in the green area you have a candidate who has an honest self-assessment and presentation.
If you are a recruiter, employer, or job seeker, I would invite you to;
Connect via LinkedIn:
LinkedIn Profile
Join the LinkedIn Premium Headhunting Network group:
Premium Headhunting Network Group on LinkedIn
If you are an employer, you can create a free "EVP" (employee value proposition):
Employers
If you are a recruiter, you can collaborate on international placements with other recruiters. Plus search candidates free:
Recruiters
If you are a job seeker, looking for a leadership position where your competencies can be matched beyond a job description and requirements, you can sign up free and be exposed to headhunters working on international assignments:
Job Seekers
Sunday, February 10, 2008
Employee Value Proposition (EVP)
What are the real job needs?
Start by asking the cient to create an "Employee Value Proposition" (EVP).
An EVP describes why a top person would take the job despite the potential of a big counter-offer or competing offers for more money. A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done.
The written form of this should be so interesting that just reading it compels the candidate to apply. It must also clearly describe real needs and clarify job expectations. Getting everyone on the interviewing team to agree to this job summary establishes a common framework to assess competency, motivation, and fit. This alone will eliminate hiring mistakes attributed to interviewers who aren't aware of real job needs.
If you are an employer, you can create a free "Employee Value Proposition", (EVP). Just follow the link below:
Free EVP
Start by asking the cient to create an "Employee Value Proposition" (EVP).
An EVP describes why a top person would take the job despite the potential of a big counter-offer or competing offers for more money. A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done.
The written form of this should be so interesting that just reading it compels the candidate to apply. It must also clearly describe real needs and clarify job expectations. Getting everyone on the interviewing team to agree to this job summary establishes a common framework to assess competency, motivation, and fit. This alone will eliminate hiring mistakes attributed to interviewers who aren't aware of real job needs.
If you are an employer, you can create a free "Employee Value Proposition", (EVP). Just follow the link below:
Free EVP
Friday, February 8, 2008
Premium Headhunting Process
Premium Headhunting is a unique yet simple process whereby candidate competencies are matched to overall job scope, and not just limited to the job description and requirements. In that we specialize in filling positions where leadership and management skills are required, it is key to identify the top key competencies of the assignment and map them to the candidates skills set.
Behavioral based interview techniques and psychometric assessment tools are the tricks of the trade and must be mastered.
John Dooley
www.jtdooley.com
If you are a recruiter, employer, or job seeker, I would invite you to;
Connect via LinkedIn;
http://www.linkedin.com/in/jtdooley
Join the LinkedIn Premium Headhunting Network group;
http://www.linkedin.com/e/gis/51584/3A38D62DDFDF
If you are an employer, you can create a free "EVP" (employee value proposition);
http://www.premiumheadhunting.net/login/employer.php
If you are a recruiter, you can collaborate on international placements with other recruiters. Plus search candidates free;
http://www.premiumheadhunting.net/login/recruiter.php
If you are a job seeker, looking for a leadership position where your competencies can be matched beyond a job description and requirements, you can sign up free and be exposed to headhunters working on international assignments;
http://www.premiumheadhunting.net/login/jobseeker.php
Behavioral based interview techniques and psychometric assessment tools are the tricks of the trade and must be mastered.
John Dooley
www.jtdooley.com
If you are a recruiter, employer, or job seeker, I would invite you to;
Connect via LinkedIn;
http://www.linkedin.com/in/jtdooley
Join the LinkedIn Premium Headhunting Network group;
http://www.linkedin.com/e/gis/51584/3A38D62DDFDF
If you are an employer, you can create a free "EVP" (employee value proposition);
http://www.premiumheadhunting.net/login/employer.php
If you are a recruiter, you can collaborate on international placements with other recruiters. Plus search candidates free;
http://www.premiumheadhunting.net/login/recruiter.php
If you are a job seeker, looking for a leadership position where your competencies can be matched beyond a job description and requirements, you can sign up free and be exposed to headhunters working on international assignments;
http://www.premiumheadhunting.net/login/jobseeker.php
Subscribe to:
Posts (Atom)
