Talent Acquisition Interviews
Two Highly Successful Executive Search Professionals, David E. Perry and Mark J. Haluska Reveal Step-By-Step How to Recruit Your Dream Team
The first question I asked David Perry; "why write a book that opens the kimono - revealing the executive recruiting process you've spent years refining?" David's response; "Just because you have the instruction manual doesn't mean you can fly the Starship."
One of my favorite quotes of all time is from Geoff Colvin, senior editor at Fortune - "Top Talent has never been more valuable, nor competition for it more fierce... After 500 years or so the scarcest, most valuable resource in business is no longer financial capital. It's talent." So true.
Welcome to a Talent Acquisition Channel podcast on TotalPicture - this is Peter Clayton, talking today with two individuals who know a lot about finding and recruiting top talent - David E. Perry and Mark J. Haluska have completed more than 1800 search projects across five continents, maintaining a 99.97% success rate, and negotiating more than $380 million in salaries. They are the authors of Hiring Greatness, a new book containing valuable insider strategies and tactics-to attract, recruit, and retain star executives.
David and I have been friends for many years. He is the bestselling author of Guerrilla Marketing for Job Hunters series and has been a frequent guest on the show.
In the introduction to Hiring Greatness, you write... "The single greatest opportunity that an organization has to improve both performance and culture in one stroke lies in the hiring of a new executive-the right executive." Anyone listening to this podcast responsible for recruiting executive level talent into your organization will certainly benefit from the detailed approach to executive recruiting advocated in Hiring Greatness.
Which brings up my first question... why write a book that opens the kimono - so to speak, revealing the process you've spent years refining?
You two were in New York recently conducting a series of interviews for a search assignment. Perhaps you could share with us the steps that led-up to the interviews?
I would imagine everyone you spoke with was qualified - on paper - for the role you've been retained to fill - so what are some specific intangibles you're looking for in this round of interviews?
In Hiring Greatness, you advocate for key executives to participate in a benchmarking interview. Can you explain what this is and why it's important?
David, what is the biggest mistake companies make when hiring a third party recruiter to fill an executive position? I know you've been brought into search assignments 6 months to a year after another search firm failed to find the right candidate.
On the flip side, what is the biggest mistake companies make when assigning an in-house recruiter to fill an executive role?
As you know, time-to-fill is a metric many companies use in judging a successful job search. Often times, it can cost thousands of dollars to have a key position unfilled. Your thoughts?
Regarding the searches you are involved with, there's usually a search committee you work with. Can you give us some tips regarding the establishment of a successful search committee?
Regarding the search committee chairperson, you write "Build an emotional link with the right candidate (this is absolutely crucial). Can you expand on this?
You write extensively in Hiring Greatness about the job description document. Which seems to me to be something that is often times ignored - or a boilerplate out of HR. Can you share some advice?
Mark, you've created something called a CCB - Confidential Candidate Brief - would you describe what this is and why it's important?
Almost all of your placements involve recruiting someone already employed at an executive level, quite happy with their current job. It can be extremely difficult for a recruiter to break through. What are some of the strategies you employ to attract A players?
There's a clever analogy in Hiring Greatness -- Texas Hold'em versus Fantasy Football. Please explain.
I would like to return to something I quoted earlier from your book. The single greatest opportunity that an organization has to improve both performance and culture in one stroke lies in the hiring of a new executive-the right executive. With an emphasis on the Right executive. You devote an entire chapter on finding the right fit. How do you A) determine what the right fit is - and B) structure the interview process to find candidates who successfully fit into a company's culture?
We've all been to HR Tech, SHRM, ERE, Recruiting Trends, and many other conferences focused on recruiting. Big Data, predictive analytics, and the latest cool tool du jour are hot topics. So what tools do you use?
The final chapter of Hiring Greatness is titled Sealing the Deal: The Future is in Your Hands. Just because you've determined who you want to hire doesn't mean they will automatically accept your offer. What are some pitfalls to look for when developing an offer to your top pick?
Anything you would like to share with the audience that we haven't discussed?
Nicknamed the 'Rogue Recruiter' by the Wall Street Journal David Perry has three decades experience recruiting senior executives as Managing Partner of Perry-Martel International, Inc. He has closed more than $250 million in deals on 5 continents with a 99.97% success rate. He pioneered the professional practices described in Hiring Greatness.
David is the author/coauthor of five other books, including 'Guerrilla Marketing for Job Hunters 3.0'. David was born into a 'Navy' family and raised on military bases throughout the US and Canada. He was a commissioned officer (retired) and a recent recipient of the 'Queen Elizabeth II Diamond Jubilee Medal'. David lives in Ottawa with his business partner Anita and four adult children.
Mark J. Haluska
Mark is a 16 year veteran of the Executive Search profession. He has gained a strong reputation for having a unique way of penetrating even the most highly guarded walls of corporate America in his quest to "obtain access to" the top 10% of the continents executive talent; in the behalf our clients.
Mark has completed over 520 national and international executive searches negotiating salaries ranging from 6 figures to well in excess of $ 4M for very senior executives. During his 16 years in the profession, he's only had to replace 2 candidates for clients representing a 99.6% success rate.
Kevin W. Grossman, Talent Board VP, Shares Insights From the Recruiting Trends Conference
For the very first time, Talent Board, (a non-profit organization focused on the promotion and data benchmark research of a quality candidate experience), played a significant role in this year's Recruiting Trends Conference. Talent Board's leadership team helped develop the conference's Candidate Experience track. The event was recently held in Austin, Texas
This is Peter Clayton with a special Talent Acquisition Channel Podcast on TotalPicture Radio. Joining me today to share highlights and insights from the Recruiting Trends conference is Kevin W. Grossman, Talent Board vice-president. Kevin is responsible for all aspects of the CandE Award program and other Talent Board activities for North America.
Kevin, welcome back to TPR.
First, give us an overview of Recruiting Trends and Talent Board's participation in the Conference.
Now in its sixth year the Candidate Experience Awards has become a truly Global phenomenon. Can you give us some background on the growth of the CandEs?
This year there are 50 winners of the 2016 North American Candidate Experience (CandE) Awards. What is the process for determining the award winners?
How many companies applied for this year's CandE Awards and how many candidates from the companies were surveyed?
OK, let's get back to the conference. The Candidate Experience track featured 6 sessions led by Talent Board members and CandE Award winners. Who were some of the CandE award winning companies participating in the sessions?
Can you share some of their insights and experiences?
What are some of your key takeaways from the conference that would be of particular interest to the HR professionals and recruiters listening to this podcast?
Talent Board Leadership Team at Recruiting Trends
I'm going to quote our good friend Gerry Crispin, Talent Board co-founder and CareerXroads principal and co-founder. "Most companies today understand the need to deliver an exceptional candidate experience and its role in attracting and recruiting top talent; what's less apparent, though, are the tools and strategies that can truly enhance the experience." Kevin are you as surprised as I am by the number of large consumer-facing companies that still tolerate the resume black hole, using outdated applicant tracking systems, when attracting top talent has never been more critical to an organization's success?
Kevin, you moderated a session titled "Why a Dedicated Role in Candidate Care Ensures a Greater Return on Talent," what did you learn from your CandE award panel?
Of course CEO's and CFO's want to know what's the ROI is for all of this. Elaine Orler, co-founder and chairman of Talent Board and CEO of Talent Function, presented a general session, titled "The ROI Realities of Improving Candidate Experience." What did she have to say?
Of course when you talk about Awards there's usually an event to celebrate the winners. so Kevin tell us about this year's CandE Awards Gala.
So next up -- the 2016 Research Report?
Talent Board plans for 2017 -- are you going to conduct more regional workshops?
How can our listeners get in touch with you and learn more about Talent Board and the Candidate Experience Awards?
Kevin as usual, thanks so much for taking time to speak with me today and thanks to the Talent Board for all you do to make applying for a job a little less stressful and a little more rewarding.
Peter Clayton is a volunteer member of Talent Board's CandE Council
Attract - Recruit - Hire. What CandE Awards Winners Do Better
"The Talent Board CandE award process is the first systematic and disciplined approach to comparing the differences between employer practices and its impact on candidate attitude and behavior."
Welcome to a special Talent Acquisition Channel podcast on TotalPicture. This is Peter Clayton reporting. For the past three years I've been proud to be part of the CandE Council, the group advocating for a better Candidate Experience, promoting the Candidate Experience Awards, (CandEs), and research.
Joining me today to discuss Talent Board's 2015 North American CandE Research Report is Kevin W. Grossman, Talent Board vice-president, responsible for all aspects of the Candidate Experience Awards program and other Talent Board activities for North America. Kevin is also co-founder of the TalentCulture "world of work" community and co-host, with Megan M. Biro, of the popular weekly TalentCulture #TChat Show
Talent Board's 2015 North American CandE Research Report is now available! This rigorous, scientifically-supported data capture provides companies with valuable insights regarding their recruiting efforts.
The Candidate Experience at the Executive Level
Today I want to share with you what I consider a perfect fit A perfect hire... A hire that almost didn't happen.
This is Peter Clayton, welcome to a special Talent Acquisition Channel podcast on TotalPicture. Joining me today is a real Purple Squirrel, a perfect fit. And the perfect hire: Luke Williams, who recently joined AECOM as vice president of the client care program. What Luke has to say regarding the hiring process, executive search practices, recruiters, and the Candidate Experience at the executive level will be of great interest to HR leaders, recruiters, hiring managers, senior executives, and candidates.
Luke is is a co-author of a New York Times bestselling book titled The Wallet Allocation Rule, published by Wiley. Luke was recently recruited by David Perry managing partner at Perry Martel International to join AECOM.
And theres more to this story. Youll find an interview with Jordan Sweeny Head of Industrial Accounts and Strategic Sales at AECOM, who was an active member of the leadership team at the company, responsible for this search in the Leadership Channel of TotalPicture. Appropriately titled In Search of a Purple Squirrel. AECOM is a Fortune 500 global professional and technical services firm.
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Uber for Jobs:: Brin McCagg, CoFounder and CEO of RecruitiFi Returns to TotalPicture Radio
The other day I met-up with Brin McCagg, the Cofounder and CEO of RecruitiFi, at Café Centro. He was scrolling through his smartphone showing me a constant stream of LinkedIn connection requests from VP's of talent acquisition, CHRO's, HR Managers, Directors, and recruiters. I decided there and then it was time for Brin to return to the podwaves of TotalPicture Radio.
I've been having fun using Skype Video to record some of my interviews, and Brin was receptive to the idea of recording the interview in video. This is Peter Clayton with a HR Technology Channel Podcast AND vodcast on TotalPicture Radio.
The last time Brin was on the show, he was trying to find a decent wifi connection at a motel near the Grand Canyon. Much has changed with the startup, including new office space on 46th Street, and about tripling the RecruitiFi staff over the last seven months, to keep up with the demand for matching vetted, qualified passive candidates with great job opportunities... Real jobs, real companies, hiring now. What a concept!
The unique RecruitiFi model of crowd-sourcing top recruiters and passive candidates has definitely caught on. Speaking about LinkedIn, Brin told me, "I really think we could be the next LinkedIn."
In a recent article in Newsweek, Kevin Maney writes; "A startup called RecruitiFi helps illustrate how technology is facilitating horizontal professionals. The core purpose of RecruitiFi is to create an Uber-ish platform for the recruiting universe... But there is an intriguing by-product to Recruitifi: Anyone can become a recruiter, much as Uber lets anyone become a taxi driver or Airbnb lets anyone become a hotelier."
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