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    Hire Like A Pro
    Hire Like A Pro
    Hire Like A Pro
    Ebook209 pages2 hours

    Hire Like A Pro

    By Don Jasensky

    ()

    Read preview

    About this ebook

    A hiring guide for recruiters, headhunters and small business owners, written by the owner of a firm with decades of experience hiring at all levels of organizations. Learn the complete recruitment system from Donald Jasensky  — one of the nation's leading Headhunters! Follow the step by step system Mr. Jasensky and his firm have developed to fill all levels of positions from clerical through C-Level positions. Follow this step by step system and you will learn:   *How to find the best candidates even when they are not looking for a position.   *How to conduct an interview like a Pro.   *How to assess and evaluate candidates and eliminate hiring mistakes.   *How to Onboard candidates so they stay with you   *The real-world techniques to keep your best employees. Donald Jasensky has over 30 years of experience as a corporate Headhunter.  Learn the techniques his firm developed to  help their clients find, assess, hire and keep the best people for any position

    LanguageEnglish
    PublisherDonald Jasensky
    Release dateNov 4, 2019
    ISBN9781393494461
    Hire Like A Pro

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      Book preview

      Hire Like A Pro - Don Jasensky

      Jasensky_eCover.jpg

      Copyright

      Copyright © 2019 by Don Jasensky. All rights reserved.

      Published by Don Jasensky, 14701 Detroit Ave Lakewood, Ohio 44107

      Unless otherwise indicated, the information and materials available in this book are the property of Company Name and are protected under U.S. and foreign copyright, trademark, and other intellectual property laws. You may not reproduce or distribute copies of materials found in this book in any form (including by e-mail or other electronic means) without prior written permission from Automotive Personnel.

      Limit of Liability/Disclaimer of Warranties

      The information provided and commented upon in these materials is designed to provide guidance only. Such information, comments, and materials are not to be used as a substitute for professional judgment. The information, comments, and materials are to be used for informational purposes only. Any person consulting these materials is solely responsible for implementation of this guidance as it relates to the particular matter for which the end user refers to these materials. Implied warranties of merchantability and fitness of purpose, if any exist, and all other warranties, expressed or implied, are expressly waived by any user of these materials. The author, developers, and reviewers or their owners, employees, contractors, or partnership(s) shall not be liable for any direct, indirect, special, or consequential damages, including, without limitation, attorneys’ fees or costs arising from any use of these guides or the information or material contained herein.

      Foreword

      Don Jasensky and his firm came highly recommended to me when I was looking for a CEO for one of my companies, Global Lending Services LLC. Global Lending Services was growing quickly but in a very competitive industry. We reached a point where we needed a seasoned CEO to take us to the next level and become a major player in the automotive finance industry. We retained Don and his firm and they did an extraordinary job. Don and his team went step by step, creating a job description, sourcing a group of terrific CEO candidates, assessing and evaluating the candidates. Don guided us through the interviewing and assessment process.

      My partners and I were at a dilemma deciding among the group of highly qualified candidates. I remember calling Don and asking for his thoughts. He asked me one question Which candidate has the highest ceiling? We all immediately thought of the same candidate. The answer to this question made our decision much easier. With our new CEO at our helm, we reached our goals in just 5 years. Don and his team had the processes in place to make this search as efficient as it was effective. My team was very impressed with how thorough their processes were. I would highly recommend every executive study their processes on recruitment.

      Doug Duncan,

      Chairman, Global Lending Services, LLC

      Contents

      Introduction

      A System That Works

      The System, in Summary

      A Little Preparatory Quiz

      Chapter 1: Characteristics of a Good Recruitment System

      Characteristics of a Good Recruitment System

      Case Study: The dynamic sales manager with an anemic career

      Expectation Differences in Filling Executive,

      Mid-level, Entry/Lower-level Positions

      Chapter 2: Job Description - Mine Is Different from Yours

      Case Study: A search for a Director of Remarketing

      Why the ‘Great Question’ Will Significantly Improve the Results of Your Search!

      Case Study: Replacing an underperforming national sales manager

      Chapter 3: Sourcing - Your Road Map to the Best Candidate

      What You Need to Know About Creating Effective Job Postings

      Advertising Content

      Talking to Candidates

      Chapter 4: Intelligent Interviewing

      Smart Recruitment Rule: Intelligent Interviewing Produces Intelligent Hiring Decisions!

      Additional Intelligent Questions That Yield Results

      Case Study: The arrogant giant bank

      Chapter 5: Candidate Evaluation and Assessment

      Post Interview - How to Make Smarter Hiring Decisions

      Case Study: The little engine who could

      Case Study: Hiring a sales team for an automotive finance company with a small budget

      Case Study: Very busy manager with no time to hire

      ‘Ceiling’ vs. ‘Getting Them Up to Speed’

      Deciphering a Candidate’s Employment Record During the Interview - Made Easy

      Understanding ‘Knowledge vs Drive’ and Why It Matters

      Candidate Stories

      Practitioner vs Theorist and How To Tell

      the Difference

      Four Types of Personalities - and How to Win

      With Each, or at Least Not Lose!

      Candidate Mindset: Do You Need a Steady Eddie, Star, or a Hero?

      Case Study: Terrible-sounding job just needed a Hero

      Chapter 6: Offer and Negotiations

      The Final ‘Test Call’

      Negotiation Tolerance

      Offer in Person or by Phone?

      Presenting a Pay Plan That Will Be Accepted

      Case Study: Collection Manager offer by phone

      What to Do if Candidate Rejects Offer

      Chapter 7: Professional Onboarding and Post-hire

      Keeping Your Personnel

      Case Study: How a small finance company kept its highest-performing credit underwriters

      When to ‘Upgrade’ to a Better Employee for Your Company?

      Five Things a Newly Hired Executive Needs to Establish

      As a leader, I am sure you have your own list of what a new leader needs to establish. I would enjoy hearing what’s on your list!

      Let’s Keep You out of Court

      10 Question Quiz

      Epilogue

      Introduction

      The most important

      ingredient in your career and business success is the people you hire. They find your customers, sell your products, provide your revenue stream, solve your problems, and fend off your competition. They are your greatest asset, but their failures can be your albatross.

      The problem is that you can have an MBA from an Ivy League school and still be ill-equipped to find great candidates, then interview, evaluate and make intelligent hiring decisions and keep the best on your team.

      Whether you are leading a small or very large team, you will be measured by the results they produce. Your own career success depends upon the quality of the people you hire and your skill in the execution of recruitment fundamentals.

      The world has changed since you started your career. The trend in the United States has moved away from the hire for life mentality of past generations to a much more transitory workforce. Employees are much more likely to move to another company for various reasons such as learning about a new industry, finding another mentor, possible promotion, even just to move because a new job may be more interesting. Turnover has become a constant challenge, especially with small and mid-sized companies that cannot offer promotions, pay raises, or new challenges such as moving to a different department.

      Technological changes have made it much easier for workers to find new positions that seem more interesting or challenging. This has made it more difficult for companies to retain their workforce. With the advent of social media and technology, job openings are being sent to employees who are not looking, enticing your best employees. Rapid and disruptive changes in the markets can require pivots, speedy ramp-ups, and new personnel to quickly meet these challenges. Recruiting and retaining top performers has become more challenging and it looks like that trend will continue.

      For you to compete in this new environment, you will need to update and build your recruiting skills. It is prudent to assume that your competitors are updating and building theirs. So the question is: Where do you go to acquire the knowledge needed to improve your recruitment skills and abilities?

      A System That Works

      My desire in writing this book is to share with you the recruiting system we developed to meet our client’s needs, and the lessons we have learned in our 30 years of recruiting personnel throughout the United States. I want you to learn the system and techniques that we have developed and use every day in our firm so that you too can apply them to your searches.

      We have successfully placed several thousand people and our searches are broad in scope. Our placements have not just been executive and senior-level searches. We have placed people at all levels of staffing, including hourly workers, technical personnel, administrative, professional, regional and field, sales, supervisors, managers and C-Level leaders.

      You too may be responsible for hiring for a variety of positions at different levels in your organization. The good news is that this system works for all positions and all levels.

      Our company had to learn to adapt to the changes and challenges in the marketplace, including cultural, legal, and technological shifts. Our clients pay us to produce results. We had to learn how to find, recruit, and assess candidates for all level of positions throughout the United States. Our system had to be flexible enough to evolve and adapt to the ever-changing marketplace. More importantly, our system had to produce consistent results.

      In 1989, I started a personnel search firm in Lakewood, Ohio - Automotive Personnel, LLC. I started working with administrative and mid-level personnel and, as my career progressed, I moved up in the recruiting world and focused on corporate searches for upper- and C-Level hires. The involvement and intensity of hiring C-Level executives goes way beyond what I experienced years earlier filling lower-level positions. The depth to which you need to know the job, its duties and responsibilities, and where the target position can lead to in upper level positions was always both challenging and fascinating to me.

      As you might expect, upper-level managers and executives are way more analytical and expect you to have in-depth knowledge of the position if you want to keep their attention. They will want to know all about the position so they can judge whether the opportunity is worth their interviewing for. They will ask you about the company, why the position is open, and about the team they will be joining, as well as the boss/mentor for whom they will be working. Their criteria for making such a decision goes much deeper than you will encounter filling an administrative position. Most recruiters cannot work at this level. That said, I was surprised to find that the essential components I learned in recruiting for lower-level positions were the same as for the senior roles.

      Over the years, I have trained many recruiters and learned that I do not like hiring recruiters, I like to make recruiters. I learned to train them to be productive on day one with our firm and to quickly spoon-feed them as they develop. This book is to memorialize what we have learned in 30 years of recruiting all levels of positions throughout the United States with the hopes of helping corporate hiring managers and business owners learn a structured system to follow for every search that will act as your road map leading to successful hires. Armed with this system your career will soar!

      The System, in Summary

      In this book, I endeavor to teach you the details of our system for addressing the recruitment challenges, one that is scalable and can be found in

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