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Trying to Change Me! ACSESS Banff, Alberta May 2014 Stuff you - PowerPoint PPT Presentation

Sep 02, 2022 •239 likes •493 views

Trying to Change Me! ACSESS Banff, Alberta May 2014 Stuff you already know but should hear anyways Stop trying to * Staffing Industry * How great companies do it * Predominant personality traits * Successful behaviors & activities

  1. Trying to Change Me! ACSESS Banff, Alberta May 2014 Stuff you already know but should hear anyways

  2. Stop trying to * Staffing Industry * How great companies do it * Predominant personality traits * Successful behaviors & activities * Staffing leadership & management * ACSESS’s role in future success

  3. Staffing Trends Youth uth is wasted d on the young Over time, staffing has experienced the natural affects of industry maturation. • Disint nterme ermediation diation • Comm mmodit oditiza izati tion on • Decl clining ining margins ns • Indi ndifferenc rence and Strategic egic Procurem urement ent • Governm ernment ent Regul ulati tion on • Technol chnology ogy Hum uman n Replacem cemen ent • Charlatans arlatans

  4. char·la·tan noun noun: charlatan ; plural noun: charlatans 1. a person falsely claiming to have a special knowledge or skill; a fraud. Origin early 17th century (denoting an itinerant seller of supposed remedies): from French, from Italian ciarlatano , from ciarlare ‘to babble.’ synonyms: quack, sham, fraud, fake, impostor, hoaxer, cheat, deceiver, double-dealer, swindler, fraudster, mountebank; More informal: phony, shark, con man, con artist, scam artist, flimflammer, bunco artist, snake oil salesman;

  5. The Four Pillars of Top Performing Companies

  6. not always technology Each company puts their own unique degree of emphasis on different aspects of their systems. • Hiri ring ng & Select lection on of internal ernal staff • Traini ning ng & Devel elopm opment ent . • Front Office e Techno hnolog ogy • Back k Office ce Technol nolog ogy • Branding ng & Mark rketing ting • Management gement & Measurem surement ent • Recruitm ruitment ent Adv Adver ertising ng & Sourci cing ng

  7. Top Performing Companies Top performing companies have common characteristics People Markets Leadership + 50% key customers Strong at all Mgr levels Retention High margins Focused on activities Hire from competitors Long assignments Courage to fire fast Hire industry outsiders Higher wages Sales is priority Augment with rookies Sustainable markets Rigorous with metrics Culture consistent

  8. Nurture Trying to Change Me! vs. Nature People don’t Change …. so don’t waste time trying. All companies have very different cultures and different activity expectations…. • Asser ertiv tiven eness ess Adapta tabilit bility • • Social al Tendency cy • Emoti tions ons • Imp mpati tien ence • Creat ativit ivity • Discipli ipline

  12. • Asser ertiv tiven eness, ess, Self-Conf Confident, ident, Ind ndependent endent • Persuasiv suasive, e, Commun munic icat ativ ive, e, Lively • Benefits its from a good EA with det etail il orien enta tati tion on • Priorities orities and Produc ucti tivit vity

  13. • Bad job b orders with little tle det etail il • Over promises ises • Possibly sibly low prices, s, low Margins ins • Priorities orities and Produc ucti tivit vity

  14. Leadership Management People Things Why How Selection Training Willingness Ability Emotions Facts Capabilities Process Motivation Organization

  15. Leadership requires like-minded followership

  16. What Top Activities Performers Knowledge, experience, training and intelligence are all wasted if they are not put to go use through activities . Sales + Recruitment = Results

  17. Sales Activities Block time in a calendar every day to perform sales activities. Continuously develop and manage a targeted client lead list. Perform daily telephone sales calls. Schedule and attend several client visits each week.

  18. Candidate Activities Block time in a calendar every day to perform candidate activities. Continuously develop and manage a targeted candidate list Perform daily candidate screening calls Schedule candidate interviews every day. (At times that are NOT prime selling hours)

  19. Weekly Work Back Plan Fees per month $_____________ # of Starts _____________ # of Send-outs _____________ # of Job Orders _____________ # Interviews _____________ # Pre-screens _____________ # Client Visits _____________ # Phone Sales _____________ Connects Calls _____________

  20. CANDIDATE ACTIVITY Candidate Telephone Pre-Screens and Interviews Candidate Resume Submissions to Client Candidate/Client Send-outs (Client Interviews) BUSINESS DEVELOPMENT ACTIVITIES Telephone Connects Prospects & Inactive Clients Sales Presentations In Person (Prospects) Account Management Visits ORDER RESULTS Perm Orders Received Temp/Contract Orders Received Client Offers (Temp/Contract/Perm) Temp Closes (Offer and Acceptance) Starts Perm Closes (Offer and Acceptance) Start Fees

  21. • S pecific and meaningful - Vague goals produce vague behaviors • M easurable • A ttainable – Reasonable people pursue the reasonably possible • R esult Oriented – Activities must be directly connected to outcomes • T imely – Every goal must have a timeline – The shorter the better.

  22. What role does ACSESS play in my business? Great companies are committed to their industry! • Government regulation & legislation • Business opportunities with public sector • Training & development • Cost savings opportunities • Public relations & industry promotion • Research & data collection Other ?

  24. Connect with Steve Jones Phone: (416) 565-9638 Email : steve.jones@bell.net Twitter : @jones4staffing Linkedin: ca.linkedin.com/in/stevejonesleadership ACSESS Banff, Alberta May 2014 Stuff you already know but should hear anyways

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