Talent Sniper Radio is a podcast made for recruiters, by recruiters.
On our latest episode of Talent Sniper Radio, host Josh Hutchins dives in on the importance of company culture with Kinetix’ very own “Culture Maven” Kendra Caldarella. Stay tuned for the best tips on how Kendra has helped to build and sustain the culture at Kinetix, as well as the best tips for how to do it for your company.
Hit the player above to hear the rest!
If you’re looking for a recruiting partner, there’s an i
mportant question you need to ponder:
“Are you looking for a resume slinger, or do you want a targeted approach to your search needs?”
Resume slingers aren’t hard to find. Call up five contingency search firms and sign them all up for a single search. Let them race to flood your inbox with resumes.
How’s that working out for you?
At Kinetix, we’ve got the analytical tools to have educated opinions about the marketplace for the talent you’re looking for. That means we enter the search process understanding what it will cost, where to look and who’s looking for the same thing in your specific industry and geographical area.
Combine those tools with our intake process and sourcing discipline, and it stands to reason our recruiters will have opinions about where your search process stands and what to do next.
You want educated opinions rather than resume slingers, right?
Of course you do. Call us today and we’ll give you an honest take on the candidate you’re looking for
Your company has an unique spot in the employment food chain. Whether you’re the equivalent of Coke, Pepsi or Diet Fresca in your industry, there’s a pecking order related to who really wants to work for you.
That’s why Kinetix recruiters are trained to close on your behalf, selling who you are regardless of where you fall on the food chain. The ability to “Always Be Closing” at your company comes down to three things:
Kinetix recruiters start framing the money issue on the first call to candidates, because our research shows that early action maximizes the close rate once offer time rolls around.
Once compensation is a match, our recruiters become career agents for the candidates they talk to, comparing and contrasting what you can provide with what the candidate wants – all while keeping the client’s best interests at heart.
Sit back and have a sip of that Diet Fresca. We’ve got this.
The Purple Squirrel. At Kinetix, that term refers to the perfect candidate in a hopelessly difficult search.We expect all of our recruiters to be hunters rather than farmers. That means every Kinetix recruiter is expected to do the following on every search:
– Map out a sourcing strategy detailing what they’re going to do to market the position to candidates who might not otherwise be aware of the opportunity, and
– Add USCs to every hiring funnel they’re responsible for. What’s a USC? We call them Uniquely Sourced Candidates, and our recruiters are responsible for ensuring that every position worked includes candidates that they found and recruited that wouldn’t have naturally applied.
Our ability to recruit on behalf of your company is only as good as our ability to find candidates that others can’t find. We hate the post and pray model and believe in the need to build pipelines for positions that will have multiple hiring needs over time.
Purple Squirrels are real. You just have to know where to look.
VIDEO: Listen to Kinetix recruiters talk about their favorite ways to source candidates!
We know there’s a lot of talk out there about building your Employment Brand and how to market it both internally and externally. We’d like to argue that your Employment Brand is only as effective as your Employer Value Proposition (EVP). EVP is ground zero.
Simply put, EVP is an employee’s perspective on “what’s in it for me to work here?” and an employer’s communicated promise to its employees. Key components of an EVP may include: Compensation, Benefits, Affiliation, Career Prospects and Work Content.
The EVP is established by Kinetix through a series of focus groups and interviews with internal and external sources. The goal in establishing the EVP is not to rely on existing mission or value statements, but rather to get to what’s real related to why people love (and hate) to work for your company. Only by establishing this reality can you fully support your recruiting process and accurately position your employment brand – both of which we also have a team of experts to help you.
Life used to be so simple—you’d post to the big boards, then sit back and wait for the resumes to come in.
Then someone moved your cheese—Indeed, LinkedIn and Glassdoor to be specific. The recruitment marketing industry has changed significantly with Indeed owning SEO/search, LinkedIn owning the candidate database and Glassdoor owning the company reputation space.
Today, you need an analytics pro on your team—we call it Moneyball—to help you maximize your recruitment marketing spend.
Post and Pray is dead. Time to move on.
Our Recruitment Marketing Efficiency package is designed to help you evaluate your current Recruitment Advertising spend. We’ll help you identify where you spend and how it relates to both candidate flow, interviews and hires. Then we’ll go to the lab and come back with recommendations on how your spend should change based on what others are doing in your industry and beyond.
Regardless of where you are, Kinetix can help. Give us a shout on the Batphone and let’s talk shop.
Let’s say you’re the perfect judge of individual talent and who to hire in your organization. You’re not, because everyone misses in the hiring game. But let’s assume when people google “clairvoyant”, your picture shows up in the
image results. Nice.
You know what you’re not great at Nostradamus? Onboarding new talent into your organization with an eye on assimilation into your existing team and getting the most out of each individual based on how they’re wired.
That’s where Kinetix comes in with an eye on the development of your team performance strategy – post hire. Connect with our HR Consulting practice and we’ll show you how to build a team and get better business results through two specific types of engagements:
Regardless of how good you are at selecting talent, you have unlimited opportunity to maximize performance by understanding what makes your employees and teams tick from a behavioral perspective. Bring Kinetix in to help, and we’ll show you how it’s all connected.
Click here to download, “Pop The Hood: Building Better Teams Through The Use of Assessments”
You already know what’s wrong with most training you send your managers to. You sign your managers up for a session on Leadership – maybe at a 3.5-star hotel with some standard meeting space and one of those 
fake Starbucks named “Coffee Town”. The description looks great, but – wait for it – your managers come back to the office, put the binder they received on the shelf, and make NO CHANGES related to how they manage people on a day to day basis.
We think there’s a better way, and that’s why Kinetix has invested in developing our own training platform for managers of people. We call it BOSS: Leadership Skills for the Modern Manager, and it’s designed to cut through the boredom usually associated with manager training.
Modules include sessions on Building Better Teams, Goal Setting, Coaching Skills, Delivering Performance Reviews, Compensation 101 for Managers and more (But we use non-clinical titles like Pop The Hood, Don’t Bore Me, Please Shut Up, You Don’t Suck and Mo’ Money, Mo’ Problems).
We keep the non-traditional vibe and accompanying engagement levels up by using movie clips tied to the theme at the start of each section, providing Spotify playlists tied to the training and making sure interaction happens throughout the sessions.
How do you know it works? We include something we call “The Playbook”, which is a short list of specific things your manager should be able to do once they come back from a “Boss” session. You can test them – they’ll be ready!
Fill out the form below to download the table of contents and two sections from “Please Shut Up: Coaching Skills for Managers” (one of multiple modules from our BOSS Leaderships Skills Series).
Click Here to Visit Our BOSS Leadership Training Website for More Information
I
f you’re like most of our clients, you’ve got a review process, some forms and, at the end of the year, the herding of cats begins. “When are reviews due?”, “Who doesn’t have their reviews in yet?”, “Did you see Bob recommended that Sarah gets a 6% merit increase? I must crush him.”
Are we kidding about Bob? Maybe.
What you wanted to be strategic about has turned into a boring, transactional event.
You deserve more. Regardless of where you are today, Kinetix can help you transform how performance management is viewed in your organization by helping you focus on what truly delivers organizational results. Bring us in, and we’ll guide you through a process focused on real goal setting, building coaching skills in your managers, being fanatical about defining what good vs. great performance looks like at your company, and more.
If you’re really feeling frisky, we’ll even set you up with the holy grail of performance management—helping you create a philosophy that blends performance vs. potential and gives you a high level view of talent in your organization that leads directly to better workforce management and succession planning.
Taking a fresh look at performance has been on your list for a while, right? Give us a call and we’ll help you get started.
Click to see how APQC revamped their approach to performance management with the help of Kinetix
We get it—not everyone who has the feeling that their recruiting function could be more efficient is ready to outsource. That’s why we’ve made the Recruiting Diagnostic available to our clients. Engage us to do a Recruiting Diagnostic for your organization, and we’ll unleash a systematic flurry of information requests and one-on-one interviews designed to help you understand the present state of recruiting in your company.
Some of what we’ll report back you’ll know, much of it you won’t. More importantly, after we collect the data, we’ll go into our lab with the express purpose of benchmarking your recruiting function against others who do it well, then we’ll tell you where the best ROI is for any investment of time and money you’re considering making in your Talent Acquisition function.
Along the way, we’ll look at everything—your process, efficiency, spend and marketing, as well as how people inside your company feel about recruiting. Like Jack Nicholson in A Few Good Men, we know that most people can’t handle the truth. The good news is that you can, or you wouldn’t have read this far.
Give us a call and we’ll use our Recruiting Diagnostic process to help arm you with the data you need to get true change.
Get 10 Slides from a Recent Recruiting Diagnostic Engagement
“I’d like to teach the world to sing in perfect harmony
I’d like to buy the world a Coke and keep it company…”
Do you have big goals? Teaching the world to sing in harmony seems like a stretch goal, doesn’t it?
At Kinetix, we’ve got big goals, but they all revolve around helping you find the best candidates for your company. That’s why we’re so focused on what we call our Intake Process.
Simply put, our intake process is our commitment – as well as yours – to spend the time necessary up front at the start of a search to really dig into what a hiring manager is looking for. To accomplish this, we’re going to ask you to make the hiring manager available for at least 30 minutes to talk about the most important things – what’s truly going to drive the success of any candidate who lands in the job.
What’s most important to the hiring manager usually doesn’t appear in the job posting.
Once we have those details, we’ve got a great chance to nail the search. And that’s what both of us want, right?
Great hires are the result of a recruiter truly understanding the “real job.” The Kinetix Intake process is designed to give us that snapshot.
Perfect harmony? We’ll tackle that tomorrow. But you can still grab a Coke when you stop by the office.
VIDEO: See what Kinetix recruiters do to set the tone in an intake meeting!
“I’m writing a book. I’ve got the page numbers done.”
–Steven Wright
Recruiting is Sales. Our RPO reporting stack is designed to give you a view of the recruiting funnel for every position—visibility that is key to you being in control.
Our reporting capabilities typically center around a monthly business review/progress report, and in addition to a recruiting funnel for each active position, you can expect reports of all the usual metrics and ties to SLAs on the Kinetix side (time to fill, candidate funnels, offer acceptance rate, cost per hire etc.).
When it comes to reporting our progress, we typically find that Kinetix wants to report more than our clients want to review the data, so we adjust over time to a cadence that suits your culture and believe that simple is better.
Speaking of simple – we also use something called the Screen/Show/Hire Statement, and it’s designed to show you how healthy the Kinetix process is across your company, or within individual hiring areas.
Example – “We screen 49 candidates, show you 6, you hire 1.”
Those numbers mean (for the client in question, or in the area in question) we would make 6 submittals, and out of those 6 submittals, one hire is made. It’s a great way to top line the health of a recruiting practice,.
Numbers never lie. But deeper conversations usually result from good reporting.
We’re going to bring you great candidates. But we’re also here to help you cut through all the stuff that doesn’t matter and get to what’s real when handling the interview feedback loop and the hire/don’t hire decision.
We call it Area Code Hiring and it’s brutally simple, but deep enough to add maximum value. As part of our RPO solution, our recruiters will lead a brief but valuable debrief session with everyone who interviewed a candidate for an open position, ensuring groupthink is minimized and all valuable feedback is considered.
The sessions take as little as 10 minutes. All your managers have to do it—and they have a little fun.
Everyone gets Area Codes. You’ll soon understand why the best candidates are nicknamed “Raleigh” (area code 919) and the worst ones are tagged “DC” (202).
You? If you’re this deep into our site, we’ll probably call you Brooklyn (718).
All searches we launch include a behavioral assessment platform we love—we call it TalentDNA, and it features eight capabilities mapped for every candidate who comes through our process. Capabilities include Cognitive Processing Speed, Assertiveness, Rules Orientation, Detail Orientation, Sensitivity, People Orientation, Team Orientation and Faking Good.
That’s right. Faking Good. You know you love the sound of that. Think of it as a coachability index for anyone you bring into the organization.
We use TalentDNA to create a behavioral map at the start of each search to hone in on what the hiring manager is truly looking for, then prevent false positives as result.
False positives in your hiring process equals turnover. TalentDNA helps us prevent bad hires.
Partner with Kinetix and we’ll help you figure out what makes a candidate tick—beyond what you see on the resume.
Download the Kinetix Whitepaper on TalentDNA, “Would You Hire OJ?”
You know you’re better than that. That’s why all Kinetix RPO clients have access to the Recruitment Marketing services we provide. Partner with us and we’ll do the heavy lifting as part of your RPO deal, making you look as cool as you really are by focusing on the following drivers of your employment brand:
Upgrading your employment brand and careers site/marketing strategy has been on your list for awhile, right? Partner with Kinetix on RPO and we’ll do it for you. You’re going to look great as a result.
When you work with most RPO firms, they’ll hand off the hard work—the actual recruiting—to generalist recruiters without any experience in the area of need along with the following encouragement:
“Good luck, kids! Don’t screw it up!”
Not so at Kinetix. Our integrated model including Staffing & Recruiting (in addition to RPO) allows us to build teams of recruiters by specialty and functional area. This approach allows us to keep those folks busy in their specialty until you have a need—then they bounce over to deliver a critical hire in their area of skill specialty for you in significantly less time than it takes a generalist recruiter.
That means for any open position, you get the Kinetix recruiter with the best chance of nailing the search. No other RPO firm does this like we do it, and we’re happy to push recruiters to your account that specialize in your positional needs.
We think that’s a significant tactic, and we’re the only ones doing it.
Want to know how RPO works? We thought you’d never ask.The Kinetix RPO model is the perfect choice for when you need to make the strategic decision to outsource some or all or your recruiting function. If you’re experiencing strong growth in your hiring needs, or feel your recruiting function could use an assist, we’re a great partner for you.
This is how we do RPO:
We can hire great people faster than you. Call us and let’s get it started.