TO WHOM IT MAY CONCERN • We are applying for a job in your company. You have many applicants. So we thought that we would give YOU a present to accompany our application • We studied what YOU and what YOUR Competitors are saying to the public. You are HR professionals. • We thought you would think more of us if WE gave YOU an advantage versus your competition, by showing exactly what works more, what works less, what doesn’t work…and reveal to you BIG NEW OPPORTUNITIES right now for your firm • Please accept this presentation as part of our job application • Thank you Howard David Vic
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TO WHOM IT MAY CONCERN
• We are applying for a job in your company. You have many applicants. So we thought that we would give YOU a present to accompany our application
• We studied what YOU and what YOUR Competitors are saying to the public. You are HR professionals.
• We thought you would think more of us if WE gave YOU an advantage versus your competition, by showing exactly what works more, what works less, what doesn’t work…and reveal to you BIG NEW OPPORTUNITIES right now for your firm
• Please accept this presentation as part of our job application
• Thank you Howard David Vic
DRIVING TO YESGETTING INTO YOUR CLIENT’S MIND TO MAKE YOU THE TECH HR FIRM OF CHOICE
HOWARD MOSKOWITZ
DAVID MOSKOWITZ
VICK JAISWAL
MIND GENOMICS ADVISORS
SARATOGA SPRINGS, NY, USA
914 572 1673
WWW.MINDGENOMICS.COM
SO HERE ARE THE ELEMENTS …WHICH ‘WORK?’
A1Uses multiple sourcing options…e.g., relationship-marketing, social media and advertising
A2 Hires temp contract workers until right candidate found
A3 Educational program to train potential candidate
A4 Willing to invest more for the right talent
B1 Sound interview process, including direct contact with the hiring manager
B2 Understands the biggest deciding factor for the candidate
B3 Involves upper management in meetings
B4 Streamlines the process, beat competition by moving quicker in hiring process
C1 Uses centralized data & analytics
C2 Uses most updated hiring technologies
C3 Uses cloud-based tools ... automate and manage process
C4 Work with hiring managers to understand technicalities and screen for best fit
D1 Communicate with corporate managers ... define needed skill sets
D2 Builds relationship and rapport with corporate managers ... set right expectations
D3 Emphasizes why speed important ... to find right candidate who fits
D4 Build appropriate training plans ... from hiring manager’s input
IF YOU GET IT RIGHT
• You get more customers … ‘wow … they do THAT!’
• You make customers happier…..’I chose right this time’
• You get repeat business …’You oughta call Manoj’
SO AGAIN …WHAT WINS, WHAT LOSES?
SO HERE ARE THE ELEMENTS …WHICH ‘WORK?’
A1Uses multiple sourcing options…e.g., relationship-marketing, social media and advertising
A2 Hires temp contract workers until right candidate found
A3 Educational program to train potential candidate
A4 Willing to invest more for the right talent
B1 Sound interview process, including direct contact with the hiring manager
B2 Understands the biggest deciding factor for the candidate
B3 Involves upper management in meetings
B4 Streamlines the process, beat competition by moving quicker in hiring process
C1 Uses centralized data & analytics
C2 Uses most updated hiring technologies
C3 Uses cloud-based tools ... automate and manage process
C4 Work with hiring managers to understand technicalities and screen for best fit
D1 Communicate with corporate managers ... define needed skill sets
D2 Builds relationship and rapport with corporate managers ... set right expectations
D3 Emphasizes why speed important ... to find right candidate who fits
D4 Build appropriate training plans ... from hiring manager’s input
H’MM ….HERE’S HOW WE FOUND OUT
• Want to make sure NO political correctness
• And get a gut response
• Mixed and matched the messages/elements into small ads….every
element appeared several time
• Each respondent tested a unique set of 24 combinations (concepts)
• Torture test … can’t game it
• Use regression to figure out what works …. From responses
• This is an EXPERIMENT, not a survey
WHO PARTICIPATES … FAST AND EASY WEB STUDY
DRIVING TO YES … I’D USE
GENDER DIFFERENCES?
LET’S PRIORIZE GENDERS
GUESS WHAT … AT LEAST 3 MIND SETS
SO THE ELEMENTS AGAIN …WHICH ‘WORK?’
A1Uses multiple sourcing options…e.g., relationship-marketing, social media and advertising
A2 Hires temp contract workers until right candidate found
A3 Educational program to train potential candidate
A4 Willing to invest more for the right talent
B1 Sound interview process, including direct contact with the hiring manager
B2 Understands the biggest deciding factor for the candidate
B3 Involves upper management in meetings
B4 Streamlines the process, beat competition by moving quicker in hiring process
C1 Uses centralized data & analytics
C2 Uses most updated hiring technologies
C3 Uses cloud-based tools ... automate and manage process
C4 Work with hiring managers to understand technicalities and screen for best fit
D1 Communicate with corporate managers ... define needed skill sets
D2 Builds relationship and rapport with corporate managers ... set right expectations
D3 Emphasizes why speed important ... to find right candidate who fits
D4 Build appropriate training plans ... from hiring manager’s input
A BIG BIG OPPORTUNITY – SEG 3
LOOK AT THE MENTAL DYNAMICS OF SEG 3
• Basically not interested…very low (-31 constant) … FEH
• But …. Concentrate on new stuff, and hit them hard
• No one else can get them
• There’s a lot of them out there
LET’S LOOK AT SEGMENT 3 AGAIN
SO HOW DO WE FIND THEM
A SMALL ‘PERSONAL VIEWPOINT IDENTIFIER’
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