INDEX
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accounting jobs, recommended asset for, 246–247
action steps:
Chapter 1, for faster hiring approach, 26–27
Chapter 2, for implementing Talent Accelerator Process, 46–49
Chapter 3, for using Hire-Right Profiles, 69–70
Chapter 4, for improving candidate gravity, 88–92
Chapter 5, for maximizing hiring styles, 103–104
Chapter 6, for implementing experiential interviewing, 124–125
Chapter 7, for maintaining Talent Inventory, 146–149
Chapter 8, for maintaining Talent Accelerator Process, 168–170
Chapter 9, for using technology, 192–194
Chapter 10, for cultivating staffing partnerships, 215–218
Chapter 11, for maintaining workforce diversity, 239–240
function of, 10
administrative support jobs, recommended asset for, 246
advancement opportunities, 143, 241–243
advertising:
candidate diversity and, 226
as recruiting tool, 71, 75–76, 90
advisory boards, 104
Alphabet (Google), 1
altruism, 82
American Staffing Association (ASA), 26, 213, 254
Ames Research Center (NASA) simulation experiment, 94
applicant tracking systems (ATSs):
as job candidate source, 77, 226
in Lean Recruiting, 185–186
ASA Skills Gap Index, 26
Asin, Barry, 212
Australia:
staffing providers in, 251
talent shortage in, 12
automation (see technology)
automation anorexia, 183
automotive industry, 12–13, 30–31, 171
background checks, 111
banner ads, 75
Beharelle, Patrick, 202–203
behavioral interviewing, 24
Bell, Joshua, 94–95
Bezos, Jeff, 36
Blocks:
criteria for, 62
in interviews, 111
in interviews, 111
broaden-and-build theory, 15, 20
Business Process Outsourcing (BPO), 200
business strategy:
hiring process role in, 10
speed as factor in, 33–34
Talent Inventory and, 129, 141
CAK, 42–43
Canada, staffing providers in, 252
candidate gravity:
definition of, 74
diversity and, 226–228
function of, 75
generating, 75–79
in Talent Accelerator Process, 9
Talent Inventory and, 144, 147
candidate mining, 76–77
candidate recycling, 91
CareerBuilder, 80
Casey-Bellone, Beth, 131–133
certification programs for staffing professionals, 213
Chabris, Christopher, 93, 96, 102
China:
staffing providers in, 252
talent shortage in, 13
collaborative selling, 136–138, 139, 147
communication skills:
in collaborative selling, 137
in healthcare jobs, 248
in Teller hiring style, 98
company culture:
external staffing firms and, 203, 214
interviewees and, 108, 110, 120
company reputation:
attracting top talent and, 140
diversity and, 225
staffing partnerships and, 214
company size:
candidate gravity and, 81–82
staffing partnerships and, 205
Talent Inventories and, 131
talent scouts and, 81–82
competitive advantage:
from diversity, 236
from speed, 4–5
from Talent Accelerator Process, 243
Competitive Intelligence (Amazon.com), 33
competitors:
candidate gravity of, 89
Hire-Right Profiles shared with, 63
Talent Inventories shared with, 235
construction jobs, recommended asset for, 247
contract workers:
advantages of, 199–200
guarantees on, 197
as percentage of workforce, 13
core job roles:
candidate gravity and, 88–89
definition of, 48
difficulty of filling, 133
Talent Inventory and, 130, 131, 218
corporations:
staffing partnerships at, 205
Talent Inventories of, 131
talent scouts at, 196
Council for Global Immigration (CFGI), 256
coworkers:
of new hires, 145
reference checks and, 113–114, 121
creative jobs, recommended asset for, 247
cross-training programs, 78
experiential interviews for, 115–116
recommended assets for, 65
databases of resumes, 76–77, 91
dating, interviews compared with, 51–54, 97, 100
Dealbreakers:
criteria for, 61, 66, 225–226, 242
in interviews, 67–68, 109, 110, 111, 113, 118–119, 121
Dealmakers:
criteria for, 60–61, 66, 224–226, 246–250
in interviews, 67–68, 109, 110, 111, 118–119, 121
decision making:
Disney, 224
diversity:
divisiveness and, 238
Hire-Right Profiles and, 224–226
hiring teams and, 229–230
importance of, 219, 235–237, 239
interviews and, 231–233
qualifications and, 220–222, 223
resources for, 256–257
Talent Accelerator Process and, 10, 239
in Talent Inventory, 234–235
talent manufacturing and, 227–228
education jobs, recommended asset for, 247
ego-resilience, 15
emotions:
in decision making, 54, 56, 63
effects of positive vs. negative, 14–16
employees:
advancement opportunities for, 241–243
as company asset, 1
company reputation and, 140
diversity of (see diversity)
early adopters among, 27
Hire-Right Profiles created by, 188–189
prospective, 25, 45, 123, 129, 191
shortages of, 11–14
skills training for, 228
temporary, 13, 196, 197, 199–200
termination of, 1, 22, 106, 166
employee turnover:
rates of, 2
reasons for, 241
Engagement Spectrum, 32
engineering jobs, recommended asset for, 248
environmental mastery, 15
Equal Employment Advisory Council (EEAC), 256
ERE Media, 21
essential job roles:
candidate gravity and, 88–89
definition of, 88–89
filling, 134
Everything Store, The (Stone), 33
executive positions:
experiential interviews for, 114–115
phone interviews for, 120
recommended assets for, 64
experiential interviews:
applications for, 112–116
effectiveness of, 109–110, 121–123, 139
function of, 108
hiring bias and, 231–234
sample vs. real work done in, 111–112, 120
stages of, 110–112
Talent Inventory and, 131, 134
failed hires, 55
Fortune 500, use of recruiters by, 13
France, staffing providers in, 252
Gawthorne, Mike, 205–206
Germany, staffing providers in, 252
Global Diversity and Inclusion (SHRM report), 240
globalization, and talent shortage, 14, 21
government jobs, recommended asset for, 248
Great Recession, 12
healthcare jobs, recommended asset for, 248
heroic partnerships, 199, 202, 205–215, 216
High Velocity Hiring:
advancement opportunities and, 242
flow in, 45
in on-demand economy, 30
Talent Accelerator Process in, 44
Talent Inventory in, 130
Hire-Right Profiles:
diversity and, 224–228
function of, 52, 60, 66–69, 114, 133
interviews and, 108, 109, 110, 118, 120
matrix for, 57–58
samples of, 58–59
succession planning and, 242
in Talent Accelerator Process, 9, 68
hiring:
frequency of, 197
overcoming divisiveness through, 238
hiring blindness, 9, 96, 120, 133
hiring managers:
continual interviewing by, 125
emotional decision making by, 55–56
time-to-fill and, 21
hiring process:
appraisal of, 27
collaborative selling in, 136–138, 139, 147
duration of (see time-to-fill)
emotions in, 54–56, 63, 67, 69
expertise in, 102–103
internal vs. external, 196–199
measuring efficiency of, 130
obstacles in, 23–25
outsourcing of, 201
packaged methodology for, 18
partnerships in, 202–215
reactive, 12
stages in, 109–110
talent shortage and, 21–22
teams used for (see hiring teams)
technology in (see technology)
(See also Talent Accelerator Process [TAP])
diverse workforce and, 228
function of, 46
inaccurate, 176
objectivity and, 56
Talent Inventory and, 130
hiring styles:
categories of, 98–99
diversity and, 229–230
expertise and, 102–103
improving, 103–104
leveraging, 101–102
in Talent Accelerator Process, 9
hiring teams:
accountability of, 162–165
employee diversity and, 229–230
in experiential interviews, 108–111, 120, 124
hiring styles on, 101–102, 104
Talent Inventory and, 130, 133, 135
hiring trends, information sources for, 26–27
hospitality jobs, recommended asset for, 249
Houwen, Eric, 42–44
Human Resource Outsourcing (HRO), 201
human resources (HR):
in experiential interview process, 124
functions of, 17
Hire-Right Profile creation and, 62
Talent Inventory and, 130, 131, 135, 140–141
talent scouting by, 196
inattentional blindness, 94–95, 96
inattentional deafness, 94–95
Indeed, 80
India:
diversity in, 227
staffing providers in, 252
talent shortage in, 13
information technology jobs, recommended asset for, 249
instant gratification, 32
Internet:
impact on hiring process, 13
job ads on, 75
networking and, 83
resources on, 245
speed of, 29–30
staffing providers via, 18, 201
internships, 78
interviews:
asking better questions in, 116–118, 137
candidate-driven, 190
choosing candidates for, 141
as continual process, 123, 125, 130, 135, 144
dating compared with, 51–54, 97, 100
determining candidate fit during, 45, 136
effectiveness of, 105–106, 109
efficiency of, 44
Hire-Right Profiles in, 67–68
packaged methodology for, 18
by phone, 108, 109, 110, 113, 114, 120
poor hires resulting from, 95–97
role of emotion in, 55
Talent Inventory creation and, 133
teams used for, 102, 104, 108–111, 120
techniques for, 1–2
by video, 173–174
(See also experiential interviews)
Invisible Gorilla, The (Chabris and Simon), 94
Japan:
staffing providers in, 253
talent shortage in, 12
job boards:
excessive resumes from, 172
as recruiting tool, 17, 44, 71, 73, 76
job candidates:
check-ins with, 191
creating pool of, 23–24, 45, 72, 74–88, 92
diversity of, 226
emotional reactions to, 54–56
Internet use by, 13
as interview drivers, 190
in interviews, 97, 105, 108, 109
job-specific assets for, 64–65, 246–250
motivations of, 117
realistic expectations about, 207
recycling of, 91
selling opportunity to, 136–138, 147
skills training for, 228
traits of, 57–58
(See also Talent Inventory)
job description sources, 63, 70
job offers:
experiential interview process and, 111, 116
Talent Inventory and, 135, 139
job openings:
categories of, 48, 88–89, 133–134
unfilled, business drawbacks of, 2
job postings:
based on Hire-Right Profiles, 68–69, 74
mass distribution of, 76
online, 75
job skills:
in experiential interviews, 120
(See also talent shortage)
large companies (see corporations)
launching questions, 117–118, 124, 137
leadership:
accountability and, 165–167
development program for, 143
diversity and, 240
hiring for positions in, 64, 114, 149
referrals sought by, 91
of Talent Accelerator Process, 157, 169
(See also executive positions)
Leading Indicators of National Employment (LINE), 27
lean methods:
in High Velocity Hiring, 172
in on-demand systems, 39–40
in Talent Accelerator Process, 45, 188–191, 194
Lean Recruiting:
application of, 181–182
technology in, 172, 178, 182–186, 215
vendors and, 194
Lean Test, 187
legal jobs, recommended asset for, 249
Lerner, Jennifer, 56
Liautaud, Jimmy John, 4–5
Louissaint, Obed, 34–35
Lynch, Loree, 204
Major League Baseball (MLB), 195–196
Managed Service Provider (MSP), 201, 202
ManpowerGroup, 26
manufacturing industry, experiential interviews in, 112–114
market presence:
of competitors, 89–90
McIntosh, Rob, 21
Mexico, staffing providers in, 253
mid-sized companies:
staffing partnerships for, 205
Talent Inventories in, 131
Monster, 80
multitasking, 158–160
National Diversity Council (NDC), 257
Netflix, 39
networking:
candidate diversity and, 226
power of, 83
as recruiting tool, 77–78, 79, 90, 92
and Talent Inventory, 131, 144
new hire churn, 149
new hires:
return on recruiting and, 130
Nice Person Syndrome (NPS), 165–167, 170
on-demand economy:
end as starting point for, 36, 37, 46
in hiring process, 41
instant gratification in, 33, 128
seven principles of, 35–40, 211
ubiquity of, 46
open houses, as recruiting tool, 17
orbiting businesses, 92
outsourcing:
of business processes, 200
of human resources, 201
of recruitment processes, 18, 201
partnerships (see staffing partnerships)
pathways thinking, 15
peer references, 121
performance reviews, 62
Philippines, staffing providers in, 253
phone interviews:
as prelude to experiential interviews, 108, 109, 110
results of, 113
pipl.com, 91
Pon, Jeff, 236–237
productivity:
bad hires and, 1
staffing partnerships and, 210
professional associations:
as job description source, 63
for staffing firms, 212–213
public safety jobs, recommended asset for, 250
quality vs. speed, 34, 35, 37, 41–42
recruiting:
active vs. reactive, 74
appropriate use of, 71–73, 80–82, 84–87, 89–90
corporate, 196
hiring process and, 6
outsourcing of, 201
partnerships in, 202–215
software industry example, 16–21
talent shortage and, 16
technology impact on, 13
timing of, 3–4
tools used in, 17
recruitment firms, 196
Recruitment Process Outsourcing (RPO), 18, 201, 202, 205
reference checks:
in hiring process, 110, 111, 113–114, 115, 120–121
scheduling of, 190–191
technology used for, 180
referrals:
candidate diversity and, 226
crowdsourced, 189
in experiential interview process, 112
power of, 82–83
as recruiting tool, 17, 44, 71, 78, 79, 81
Talent Inventory and, 131, 144
research jobs, recommended asset for, 250
reskilling, 228
resumes:
for candidate mining, 76–77
excessive submissions of, 13
experiential interviews and, 110, 113, 118
reactivating invalid, 91
retail jobs, recommended asset for, 250
return on recruiting (ROR), 130, 148–149
Russia, staffing providers in, 253
sales positions:
experiential interview for, 106–107
recommended assets for, 58, 59, 64–65, 119
schedules:
implementing Talent Accelerator Process and, 49, 161–162
for improving candidate gravity, 87–88, 90
for maintaining Talent Inventory, 141
for reference checks, 190–191
search firms, 199
Serocor Group, 205–206
Singapore, staffing providers in, 253
small businesses:
recruiting by, 81–82
staffing partnerships at, 205
Talent Inventories in, 130
talent scouting at, 196
social media:
candidate diversity and, 226
networking and, 83
as recruiting tool, 71, 77, 189
Society for Human Resource Management (SHRM), 1, 27, 63, 236–237, 240, 257
software developers:
recommended asset for, 249
recruiting, 16–21
South Africa, staffing providers in, 254
South Korea, staffing providers in, 254
speed:
as competitive advantage, 4–5, 33
quality vs., 34, 35, 37, 41–42
sustainability of, 34
widespread increase in, 29–30
staffing industry, 78–79, 196, 199–202
Staffing Industry Analysts, 212, 217
staffing partnerships:
considerations for organizations, 215–216
considerations for staffing firms, 217–218
expectations in, 206–211
loyalty in, 202–205
partner selection in, 212–214
resources for, 251–255
Staff Management | SMX, 202–205
Star Trek, 235–236, 237
Statement of Work (SOW), 201
Stone, Brad, 33
strategy:
failure factors that undermine, 152–155
strategic imperative, faster hiring as, 4, 125, 141
Strauss, Sharon, 66–67
succession planning, 242
Sull, Donald, 162–163
supportive job roles:
candidate gravity and, 88–89
definition of, 48
filling, 134
Talent Accelerator Process (TAP):
steps in, 9–10
accountability in, 162–165, 166
advancement opportunities and, 242–243
benefits of, 243
diversity and, 224, 225, 232, 234, 239
efficiency of, 147–149
failures in, 151–155, 166, 167
flowchart of, 45
Hire-Right Profiles in, 67
implementing, 46–49, 132, 161–162
making changes in, 155–157
minimum daily requirements (MDRs) for, 164–165, 169–170
preventing failures in, 155–170
for staffing firms, 218
Talent Inventory and, 133, 134
workforce upgrades via, 140
Talent Inventory:
advantages of, 129
attracting people to, 139
diversity and, 234–235
effectiveness of, 132–133
examples of, 142–144
function of, 127–128
interviews and, 123
maintaining, 129–131, 135, 140–141
at staffing firms, 218
in Talent Accelerator Process, 9
talent management system (TMS), 176–177
talent manufacturing, 78, 227–228
talent scouts:
candidate diversity and, 226
organization size and, 196, 205
pros and cons of, 196–199
as recruiting tool, 78–79, 90, 196
talent-sharing agreements, 235
talent shortage:
effects of, 15–16
global, 21
hiring process and, 21–23
information sources about, 26–27
pervasiveness of, 12–14
in software industry, 18
Talent Shortage Survey (ManpowerGroup), 26
talent streams:
Talent Inventory and, 131, 144–145
technological codependency, 182
effectiveness of, 89, 173–175, 192
impact on hiring process, 10, 13
multitasking and, 159
in on-demand systems, 40
overreliance on, 182–183
pros and cons of, 171–172
to solve process problems, 175–176
underutilization of, 183–184
technology myths, 172–178
temporary workers:
advantages of, 199–200
flexibility of, 197
as percentage of workforce, 13
suppliers of, 196
temp-to-hire, 200
timeline for improving candidate gravity, 87–88, 90
time-to-fill:
factors influencing, 11, 21–22
typical durations of, 6–7
Topgrading, 18
Uber, 37
United Kingdom:
staffing providers in, 254
talent shortage in, 13
United States, staffing providers in, 254–255
upskilling, 228
Upwork, 39–40
Vendor Management System (VMS), 18, 201, 202
vendors:
in Hire-Right Profile creation, 70
for hiring processes, 201, 214, 215
loyalty to, 202–205
of technology, 185–187, 193–194
video interviews, 173–174
Vitamin T, 66
Wahlquist, Richard, 213
Ward, Charlie, 36
websites:
banner ads on, 75
Weingarten, Gene, 94–95
Wintrip Consulting Group, 8
Workforce Solutions Ecosystem, 199–202, 216, 217
World Employment Confederation (WEC), 255
World Federation of People Management Associations (WFPMA), 257
zabasearch.com, 91
zombie searches, 91