Alright Savages, this week’s episode is going to level up your recruitment game. You are about to learn some practical tips on how you can bring in the best talent for your business that will result in growth and scale in your company. We are joined by DSP aka David Stephen Patterson, the man with the plan. He is amazing at picking through the bunch to find those genuine hard workers. Through working-interviews, he hires challenge-driven people who go on to be extraordinary assets to companies. Stay tuned because we are going to talk about the following take-a-ways:
- Using new recruiting startegies in this economy.
- Set proper expectations when you hire.
- Avoid miss hires by test driving your candidates with working interviews.
David Stephen Patterson is a 20-year vet in the recruitment industry. He started out at a staff day labor company that hired the homeless to work on construction sites for daily pay. Then there was a stent with Kelly Services before he started his own SAP recruitment firm. Lately, he has started to train other headhunting independent firms.
2 Critical Factors to Recruit The Best Talent featuring David Stephen Patterson
3 Value Bombs
1. “Treat your recruitment like its a marketing function. So you have leads that you’ve nurtured over time. There are high-quality leads, low-quality leads, and medium-quality leads. Your talent force is much the same way.”
2. “What you lack in polish, you make up in passion”
3. “People aren’t willing to put in that extra work but it’s the extra that goes a long way. Lead with value."
Show Notes
2 Critical Factors to Recruit The Best Talent featuring David Stephen Patterson
[01:07] Introduce DSP.
[06:33] Discuss the new way to recruit in the current economy.
[08:06] Treat your recruitment like you would your marketing.
[12:30] Create a paid recruitment program that increases retention.
[20:10] Consider candidates that lead with value.
[23:53] Utilize working interviews to save yourself the headache of miss hiring.
[27.01] Build champion employees by setting expectations through rigorous management.
[30:22] Attract A-Player hires by laying out the results you expect in the job description.
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