The Lean Recruiting Toolkit
Tags: Recruiting
An Agile Blueprint for Creating & Executing Top Hiring Strategies Using Lean, Agile & Kaizen Methodologies. Free Book!
Last updated 2022-01-10 | 4.3
- You will obtain your Lean Recruiting Certificate upon completion of the course- which you can add to your LinkedIn profile.
- You will learn the about modern Lean Recruiting practices
- and how to effectively implement them.
- Receive a free copy of my book
- 'The Lean Recruiting Toolkit' as a reference guide.
What you'll learn
* Requirements
* 2+ Years of talent acquisition experience OR have completed my 'Recruiter Training - Hire Top Employees in 30 Days' course.* Laptop or desktop computer.
* Internet connection.
* A genuine desire to learn new talent acquisition strategies.
* Note: If you have less than two year's experience in talent acquisition
* consider signing up for my other course 'Recruiter Training - Hire Top Employees in 30 Days'
Description
- You will obtain your Lean Recruiting Certificate upon completion of the course, which you can add to your LinkedIn profile.
- You will learn the about modern Lean Recruiting practices, and how to effectively implement them.
- Receive a free copy of my book, 'The Lean Recruiting Toolkit' as a reference guide.
- You will learn how to use the Lean Recruiting Canvas - free download.
- You will learn how to identify both Obstructive Catalysts™ and Latent Catalysts™, and then act upon them.
- You will learn how to hire better candidates faster, who will stay longer and contribute more.
- You will be able to demonstrate to, and get increased buy-in from, Hiring Managers on requirements and processes.
- Based on the role at hand, you will decide where your candidate will be most likely found; Active, Passive or Hybrid™ sources.
- You will learn to accurately define the real commercial justification for the hire.
- You will learn how to clearly evaluate what type of hire you need (PT, FT,contractor etc).
- You will learn how to decide what key 3 or 4 traits / skills are required of your new hire, while omitting the fluff.
- You will learn how to define what makes your company unique in the marketplace, giving top candidates the confidence to apply to your company.
- You will learn to elicit, and then highlight, what is appealing about your role to top candidates.
- Based on your Ideal Candidate description, you will learn how to define a Recruiting Process unique to this role.
- You will learn how to define a Key Metrics process, and implement it ensuring we measure what we do.
- Tying everything back to the business, you will learn how to calculate Cost Structure (free calculator download), Value Added and Return-on-Investment.
- You will learn how to create effective Job Ads, as opposed to Job Descriptions.
- You will learn how to effectively communicate with, and get sign-off from, the Hiring Manager.
- You will learn how to conduct effective screening calls every time.
- You will learn how to reject candidates professionally, without damaging your brand.
- You will learn how to implement Agile techniques to change directions, when new information comes to light.
Course content
6 sections • 61 lectures
How to Study This Course Preview 01:20
The first time I took an online course, I was a little unsure of how to go about it. In this short video, I advise you to take the course using two main steps. We all have different learning styles and this two-step process seems to take into account the learning styles of most students.
Binge watch each section. Think of it as Netflix replacement therapy. Don't even take notes, just watch and let it sink in.
Then, go back and watch again one lesson at a time, focusing closely on the lessons that are of most value to you. Implement the points as you go along.
Additional Content! Free Copy of 'The Lean Recruiting Toolkit' book Preview 00:52
'I do enjoy reading the book. I love books from which I can learn and which challenge me to look at my work/profession from a different perspective. Your books belongs 100% to this category.' ~ Cezary Wasiak
Feel free to download a copy of my book entitled 'The Lean Recruiting Toolkit: An Agile Blueprint for Creating & Executing Top Hiring Strategies' for future reference. It is in pdf form and is yours to keep forever. You have my permission to share with friends and colleagues as you see fit. If you prefer a physical copy, it can be ordered on Amazon.
And If I Want a Refund? Preview 00:24
Out of the thousands of students I have taught so far on Udemy through various courses, I am happy to say very few of my students have requested refunds. However, if you feel you would like to part ways within 30 days of purchase, we will show you how to request one.
Note: If you have suggestions to improve this course, either through making changes, additions, or even deletions, please do reach out to me via the Udemy messaging system. I would be delighted to hear from you. Feedback will be the cornerstone of success for this course going forward.
What's The Big Idea? Preview 03:06
In this lesson, we introduce the importance of 'strategy' in recruiting by making use of a Venn diagram, which also happens to be our logo. Normally, recruiting involves using both skill (interview skills, Boolean search skills) and technology (ATSs, Psychometric assessments). A third ingredient - strategy - brings it all together and gives direction to our efforts. This course is all about the strategy.
What is Strategy as it Pertains to Recruitment? Preview 02:26
We all think we know what the word 'strategy' means, but here we create a definition for our purposes in this course. Strategy consists of two main components when it comes to talent acquisition:
Creating a recruiting plan (a Lean Recruiting Canvas).
Building in the capacity to change that plan when new information (Catalysts) come to light.
The Lean Recruiting Process Preview 02:49
I learned years ago in the military that you should always give an overview of what is to be learned at the beginning of a lecture or course. So here we are.
As the title of the lesson implies, I briefly go over the process for creating and executing a lean recruiting process. First we create a Lean Recruiting Canvas, which consists of 10 categories that require consideration before launching ahead in the search. For example, Hiring Process, defining the Ideal Employee for the role and more.
The second main step is to execute the plan.
Our third step is to change our plan when we encounter a Catalyst, which is an opportunity for improvement.
7 Reasons to Use The Lean Recruiting Toolkit Preview 04:03
According to our students, here are the top seven reasons the Lean Recruiting Toolkit process so successful...
It is a flexible recruiting framework to suit all scenarios.
It's not just theory. It is a practical step-by-step strategy for implementing Lean practices.
The Lean Recruiting Canvas helps you get buy-in from Hiring Managers.
It aligns business requirements with the recruitment function.
It results in longer employee retention rates.
It shortens time-to-hire considerably.
And very importantly, it results in a more positive candidate experience.
A Brief History of Lean Preview 04:46
It is important that you understand the history of just-in-time / lean theory for your work going forward. The terminology in this course, and much of the theory, comes to us from the manufacturing world in the 1960s and 1970s, and later the Silicon Valley.
Terms You Will Encounter Preview 04:01
Lean, Agile, Catalyst, Kaizen and Muda. Having a common vocabulary will help you not only communicate with talent acquisition colleagues, but colleagues you may have in manufacturing or software development.
Recruiting Muda Preview 03:58
Before launching into the body of this course, we will have a brief look at the Muda, or 'wastes' in recruiting. By identifying them, we can work to eliminate them in the future.
Lack of fit. This involves a lack of alignment with company goals and employee goals.
Waiting. This is the amount of time between each of the steps in your recruiting process.
Unnecessary hiring. Challenge yourself and management as to whether you really need to make this hire.
Opportunity cost. What other parts of your HR role could you be doing other than recruiting?
Poor hiring process. One size does not fit all. A hiring process that is not suited to the role will deter good candidates.
Section 1 Review Preview 00:22
Intro to the Lean Recruiting Canvas Preview 04:05
In this lesson, I take you on a tour of the Lean Recruiting Canvas and its 10 building blocks. By defining what each of these mean precisely, we'll be able to complete each block accurately when the time comes.
Download Blank Lean Recruiting Canvas Preview 00:05
Pleased download one or more copies of the Lean Recruiting Canvas before processing. Just click on the Resources tab. And get a pen!
Download a Lean Recruiting Canvas Cheat Sheet Preview 00:04
To download a copy of the Lean Recruiting Canvas Cheat Sheet, click on the Resources tab.
Example Canvases Preview 04:14
We will have a brief look at some completed example canvases I have filled out. These are also available for download via the Resources link in this lesson.
Download Example Canvases Preview 00:03
Download Example Canvases seen in the previous lesson by clicking on the Resources tab.
Problem: What Challenge is Your Company Facing? Preview 06:38
Our first block in the Lean Recruiting Canvas is the 'Problem'. We define the Problem as a clear statement of a business problem that has convinced one or more people in your organization that someone must be hired.
Problems generally stem from a desire to increase revenues, decrease expenditures or improve efficiencies, depending on whether you work for a private sector company, public sector, or non-profit organization.
Problem Examples Preview 05:18
For each of our canvas blocks, we will examine three separate examples that should give you some ideas for your own company and role. In this lesson, we look at three example Problems.
Solution: To Hire or Not to Hire Preview 05:41
Hiring someone on a permanent, full-time basis will be your solution the majority of the time. But what about when it isn't. This lesson encourages to you to think about the alternatives, such as issuing over-time, retraining employees, managing the schedule a little better or hiring contractors.
Finding the most efficient solution will ensure your company is making best use of its resources. It will also sure that people you do hire will be engaged with their work and ultimately stay in the role longer.
Solution Examples Preview 05:54
And here are three example Solutions.
Ideal Employee: Strive for Perfection, Simply Preview 10:25
Defining what you are looking for in an employee should be easy now that you have clearly defined your Solution. Come up with three to five bullets. Also, challenge your own assumptions as to what makes a good employee for this type of role. Do a little research. We look at a few bits of research online in this lesson that are applicable to our example roles.
Ideal Employee Examples Preview 05:55
You guessed it. Three examples of the Ideal Employee section filled in.
Company USPs: What Clients Wants & Who Cares? Preview 06:35
Here we get into a little marketing. If the right job candidate is going to be attracted to your company, they have to know that the company is a stable, viable concern. They will research you online to find out if you are someplace they want to work.
In this lesson, we help you define why your own customers choose to do business with you as a means of demonstrating to the candidate that your organization is a place they want to spend part of their career at. We later use this info when creating our Job Ad.
Company USPs Examples Preview 03:52
Three examples of Company USPs.
Role UVP: Why Would Anyone Want Your Job? Preview 08:27
It may be clear to you why this is an appealing role, but let's face it, you already work there. In this lesson, we help you clearly define the benefits of this role so that we can clearly communicate it on the Job Ad.
I will show you how to write the job duties in a meaningful way, rather than just as a list of tasks. We will also highlight what benefits come with the role, monetary and otherwise. What's important to you may not be important to the candidate, and vice versa, depending on the stage of life they are at.
Role UVP EXamples Preview 08:33
Three great examples of Role UVPs
Quick Recap! Preview 03:17
This section is our longest section, so time for a bit of a quick recap on learnings to date. I also discuss upcoming lessons and talk about their function. Go get yourself a cup of tea / coffee and take a short break before continuing.
Sources: Where Will You Actually Find Candidates? Preview 11:53
In this lesson, we examine Active, Passive, and Hybrid™ sourcing techniques. We will also help you decide which techniques are most effective depending on the role you are trying to fill.
Sources Examples Preview 03:26
Three solid Sourcing examples.
Process: Create a Hiring Process for Each Role Preview 03:45
In this lesson, I help you decide what steps are necessary in your hiring process, in what order, and most importantly, why. Hint? It all depends on the role. Why would you have a psychometric assessment for a software developer role? Or a coding test for a sales person?
Eliminating unnecessary steps ensures candidates have confidence in your organization's processes. When you have a really solid and meaningful hiring process, you can process candidates quickly meaning you will not lose them to competing offers.
Process Examples Preview 10:41
Watch this lesson for three examples of solid role-specific processes.
Key Metrics: Ratio Analysis to Measure Progress Preview 04:27
There's no point in going through all of this trouble unless we make an effort to measure our results, now is there?
If we measure, we can improve! In this lesson, we examine ratio analysis which involves looking at how many candidates progress from one step in the hiring process to the next, and why. If your numbers balloon in a specific step, then you know where to look to resolve the issue.
Key Metrics Examples Preview 09:31
Three Key Metrics examples.
Download Cost Structure Calculator Preview 00:05
Download the Cost Structure calculator by clicking on the Resources tab in this lesson.
Cost Structure: What is the Total Cost of Hiring? Preview 09:02
In this lesson, we will determine the annualized cost of hiring a new employee. This includes one-off hiring costs plus the annualized costs of employing your new employee. Why do we do this? So we can tie our hiring activities to actual business requirements.
If math isn't your thing, don't worry, there is a calculator you can download from the Resources tab in the previous lesson to crunch the numbers for you.
Cost Structure Examples Preview 02:00
Have a look at three examples of Cost Structure.
Value Added: What Value Will Your Employee Add? Preview 03:36
What value does (ideally financial) does your new employee add. Do they earn your company extra revenue? Do they save you money? Is it less tangible. Here is your change to define it, and calculate your Return-on-Investment in hiring your new employee.
Value Added Examples Preview 04:56
Here are three examples of Value Added to wrap things up.
Summary: How to Effectively Review Your Canvas Preview 08:08
Now that you have completed your canvas, walk away from it and take a break. This will help you get a little perspective for when you review.
When you come back, read your canvas quickly to check for superfluous points. Then, do a cross-block review to check the detail.
Then ask yourself if you can clearly see the difference between your new plan, and what you have done in the past. If there is no difference, you will see the same results.
Section 2 Review Preview 00:03
You can download the notes from this section by clicking on the Resources tab.
Intro to Strategy Execution Preview 02:12
Now it is time to execute your strategy as you have planned. In this section, I will give you some overall tips for areas of most interest and sometimes concern.
We will look at getting sign-off with the Hiring Manager, communication with candidates, how to conduct professional and effective screening calls, how to professionally break up with candidates and much more.
Job Ads Versus Job Descriptions Preview 10:38
A Job Ad is not the same thing as a Job Description. A Job Description is a list of duties and other role-related information used internally at a company.
A Job Ad is a marketing document. Like all good marketing documents it has one purpose only. The purpose of a Job Ad is to get the right people to click 'Apply'. That's it.
In this lesson, we show you all the component parts of an effective Job Ad. Then, we look at a really poor Job Ad online, fix it up, and show you how it should look to attract top candidates.
Getting Sign-Off from the Hiring Manager Preview 05:08
In this very handy lesson, we show you how to get sign-off (and importantly buy-in) from the Hiring Manager.
In the lesson, I will share with you effective email wording to use to show the Hiring Manager how the Lean Recruiting process benefits them by saving them time and helping them get to their new employee in a much more timely fashion than normal.
Screening Calls That Work Every Time Preview 11:30
A lot of talent acquisition professionals don't really have a plan when they go into their screening calls other than conducting a sanity check.
In addition to making sure the candidate's resume matches up with their online profile and to see if they have left any relevant information off their resume, you should also use this occasion to sell the role (Role UVP) and company (Company USPs) to them. The more engaged the candidate is, the likely s/he will hang in there when the Hiring Manager delays coming back to you with feedback.
In this lesson, I will provide you with a 7-step format for conducting effective screening calls every single time.
Effective Candidate Communication - Keep Them on Board Til the End Preview 06:13
In this lesson, I first discuss the importance of effective communication with the candidate, other than the obvious 'common courtesy'. Great communication means you get better buy-in and a greater chance at getting the candidate to the finish line before they accept an offer with another employer. In addition, we show you techniques to eliminate embellishers, and eliminate people who have already accepted offers elsewhere.
Inform candidates of the entire hiring process at the outset (as agreed with the Hiring Manager), move them to the next step of the hiring process as quickly as possible, and keep them posted on progress, even when nothing is happening.
Effective Candidate Rejection - Avoid the 'Black Hole' Preview 05:58
It is unfortunate, but ultimately most candidates are rejected. I will show you how to reject unsuccessful candidates quickly and professionally, and without damaging your brand. Remember, candidates are potential customers and can act as anti-advocates if improperly treated.
In this lesson, I will provide you with template wording for candidate rejection by email with an explanation of the wording.
Effective Hiring Manager Communication Preview 05:53
In this lesson, I will explain the process for engaging with the hiring manager, and coming back to them again should the process need tweaking. As part of this, I will show you how to negotiate an updated canvas with the Hiring Manager, and get sign-off for a second time.
I also provide you with template email wording for effective communication and sign-off.
Section 3 Review Preview 00:03
You can download the notes from this section by clicking on the Resources tab.
Catalysts: Identifying Opportunities for Improvement Preview 03:31
We prefer the word 'Catalyst' to problem, challenge or hiccup. Catalyst implies an opportunity for change, and in our case, improvement.
In this lesson, we discuss the difference between Obstructive Catalysts™ and Latent Catalysts™.
Obstructive Catalysts are when you seemingly hit a dead end in your search. You can either find no candidates, or no right candidates.
Latent Catalysts are a little harder to spot without scheduled reflections. They can be more damaging as sometimes they are noticed until after the candidate is hired. we show you how to catch them before that.
Obstructive Catalysts with Examples Preview 06:11
Some of the more common Obstructive Catalysts™ are...
There are simply no qualified candidates on the market. Possible solutions include hiring remotely, pay for relocation, or sometimes just simply wait.
Too many candidates. Sometimes, we can just become paralyzed by indecision. Strong processes can fix this.
The Hiring Manager cancels the requisition. This may not seem like an issue, but you need to find out why they did this. How was the Problem solved?
You have no time. As an HR professional, you have a lot of things on your plate, with this requisition being only one of them. Ask for more time, or more help.
Latent Catalysts with Examples Preview 07:38
Some of the more Latent Catalysts™ are...
The Hiring manager changed the requirements without telling you, so your candidates are being rejected.
The interviewing panel is looking for something else. 'We'll know it when we see it' mentality.
Automated tests are too hard or inappropriate.
You are searching for the wrong keywords.
The solution? Book a time on your calendar, even 5 minutes, for a weekly review. Do a cross-block review and check you r key metrics. Does something not stack up? If not, why?
Agile: Changing Directions Preview 04:29
Insanity is doing the same thing over and over again and expecting different results.
Decide what to change.
Create new version of the canvas.
Get buy-in (again).
Execute.
Check for more catalysts.
I have attached a copy of the Lean Recruiting Process for download in the Resources tab.
Agile: Changing Directions Examples Preview 11:46
And time for some examples of an Agile mindset in action.
Section 4 review Preview 00:03
You can download the notes from this section by clicking on the Resources tab.
Post-Placement Review Preview 05:18
You're done and you have made your hire. Time to relax.
First, take a few minutes to review your work. Why? It will save you a ton of time the next time you need to hire for the same role again. effectively, you will be beginning form a template you know actually works.
You can review...
Immediately after the placement.
During the annual performance review.
The next time you hire for the same, or similar, role.
Easy Replication of the Process Preview 04:15
Wash. Rinse. Repeat. This lesson shows you how to pick up where you left off the next time you receive a requisition for the same role. Importantly, you need to review the work climate to see if any external factors have changed. The industry? The economy? Has the Hiring Manager changed?
Section 5 review Preview 00:03
You can download the notes from this section by clicking on the Resources tab.
Alternate Uses of the Lean Recruiting Canvas Preview 04:58
In this lesson, I discuss how to use the Lean Recruiting Canvas for purposes other than straight up recruitment.
For example...
Helping to reduce lay-offs / redundancies by assessing where current workforce skills can be used.
Reducing company cost-structure.
Boolean Search Basics Preview 10:09
As a refresher for many of you, I take a brief look at Boolean search basics. We look at variables such as AND, OR, NOT " ", ( ) and combinations of these to get the best candidates possible while eliminating as many false-positives as is realistic.
We will take a look at a few examples using LinkedIn.
Resources Preview 00:03
Here are a number of downloads that are referred to throughout the course.
Section 6 Review Preview 00:03
You can download the notes from this section by clicking on the Resources tab.
This course includes:
- 4.5 hours on-demand video
- Access on mobile and TV
- Certificate of completion
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