[March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole [March 2018] Level Up: Recruitment with Michelle Cole

[March 2018] Level Up: Recruitment with Michelle Cole

Do you know how to build a world-class team through recruitment?

Michelle Cole, COO and head recruiter of Envisage, has done a phenomenal job building a team that has propelled Envisage to be the leader in their industry. At this session of Level Up, she discussed:

  • Why people join organizations
  • Why money doesn’t matter as much as you think
  • What to sell instead of salary
  • How to create offers
  • How to write a job ad to attract the right people and repel the wrong ones
  • How to create a recruitment vision that people buy into

Below are notes from her presentation. You can view the slide deck here.

> Why People Will Join Organizations

  • Is someone coming or going?
  • People quit their bosses, not their jobs.
    • Is someone overloaded? Micromanaged? Not seeing growth opportunities? Not happy with their coworkers? Spending too much time in meetings?
  • Promote friendship in the workplace because it can increase your retention opportunity and help with referrals.

> Beware of the Common Denominator

  • Is there a theme from every job a person has previously left?

> Understand Different Motivators

  • If someone isn’t trying to leave their current job, you’ll actually have to work to recruit them. They’re often the best people to recruit.
  • What motivates people? What motivates people who aren’t looking for a new job?
    • Consider differences in people.

> Create Creative Offers

  • Michelle has moved to Bloomington twice because of offers she received!
  • Show people that you pay attention and care about them. You can include unique additions in offers to demonstrate it.

> Understand the Types of People You’re Trying to Recruit

  • Personality assessments are important.
  • Remember that recruiters are often very different from people they’re trying to recruit.

> Create the Right Job Description

  • Consider how you’ll know if someone is doing a good job.
  • Who would you not want in the role?
  • Be open in regard to who you’re already thinking about hiring.
  • If you’re trying to get rid of something in a role, you need to quantify it.

> Your Job is Sales if You’re Recruiting

  • Consider a basic sales process – like the IMPACT process.
    • Investigate – Who are you looking for? What do you want to bring to your company?
    • Meet – Meet them. Help them get to know you. Build trust and show a sincere interest in them.
    • Probe – Figure out  what they want. Determine their motivators.
    • Apply – How does your organization map to their desires?
    • Convince – Show them how your organization maps to what they want. Figure out their objections so you can resolve them. Objections are the most valuable information you can have.
    • Tie It Up – Make an offer. Follow up with them. Follow up on their concerns.

> Create the Right Job Ad

  • Identify five people that would be awesome for your company and interview them.
  • Draft an ad and run it past them.
  • Consider using a platform to remove gender bias from your ads.

> Craft an Offer

  • What do you offer that no one else does?
  • What makes you interesting?

> Additional Notes

  • It’s important for people considering a move to know that other opportunities exist if yours doesn’t work out.
  • Discuss economic highlights of your city with recruits.
  • When discussing salary (which isn’t a focus of her recruiting process), it’s important to acknowledge economic differences between cities.
  • Trailing spouses are a great source of recruits.
  • A fly in the ointment. If you’re recruiting someone that is married, assume that you’re also recruiting their spouse.

> Q&A

  • What’s the usual timeline for recruitment and hiring?
    • It varies depending on how meticulous you are in the process.
    • For Envisage, it’s close to six months.
  • Do you have go-to places for recruiting?
    • Tech events, current employees, advertising in the paper
    • Over half of their employees come from an internal referral.
  • How do you get employees to refer people?
    • Have a written policy for recruitment bonuses.
    • She personally thanks people and gives them gift cards.
    • When attending conferences, she wears a button that says she’s hiring.
  • Not everyone is asked to take a personality assessment prior to being hired, but everyone eventually takes one.
  • If someone declines your offer, do you continue to pursue them?
    • It depends on the situation. If it makes sense, then yes.
  • For startups, the types of people you’ll hire will most likely differ over time. You can look at the structure of larger companies as a guide.

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