Wentworth On Recruiting: August 2016

Tuesday, August 23, 2016

#5 in John's Thought-Leadership Audio Blog Series: For the Talent Mechanic: Fact-Based Talent Management

#5 in the Series: For the Talent Mechanic: Fact-Based Talent Management

In video #5, you will learn techniques to help make powerful changes in your organization. Get your data geek on with John and examine the data sets that help organizations to correlate sources to performance of hires. Learn the methods that support hiring people who resemble your most stable and productive employees and save time and money along with minimizing organizational disruption.

For #5 in the Series, visit HERE.

John asks that you call or email if you'd like to chat about anything in these sessions. Having been recruiting and thinking about recruiting for 40 years, he "loves talking about this stuff!"

Johnwentworth@wentco.com

310-732-2301

#4 in John's Thought-Leadership Audio Blog Series: Fact-Driven Recruiting and Talent Management

#4 in the Series: A Sample Report

For facts to be useful, they must be boiled down to quantifiable data. In video #4, Wentworth will walk you through a sample report generated from a Wentworth Recruiting style data-driven performance management assessment. Reports such as this one set expectations on what to expect from a recruiting function so that hiring processes can become more predictable.

For #4 in the Series, visit HERE.

John asks you please call or email if you would like to chat about anything in the Series that piques your interest. Having been recruiting and thinking about recruiting for 40 years, he "loves talking about this stuff!"

johnwentworth@wentco.com

310-732-2301

#3 in John's Thought-Leadership Audio Blog Series: Fact-Driven Recruiting and Talent Management

#3 in The Series: The Tactics

The overarching goal of any recruitment effort is to secure the right employees in the right job, at the lowest cost of service to get them there. In video #3, John Wentworth discusses the recruiting tactics to push the most qualified candidates to the top. He asks the questions “how long should it take to fill a job?”, “how many candidate sources should it take to fill a job” and “how much should it cost to fill a job”. Learn how to determine and manage these organization-appropriate metrics and put efficiencies in place to improve the hiring process and reduce costs.

For #3 in The Series, visit HERE.

John asks that you please call or email if you would like to chat. Having been recruiting and thinking about recruiting for 40 years, he "loves talking about this stuff!"

johnwentworth@wentco.com

310-732-2301

The Wentworth Company, Inc.

Wentworth offers a comprehensive and integrated set of talent-related services:

WENTWORTH RECRUITING SOLUTIONS - A brief outline of the total Wentworth Recruiting solution.

TALENT SHORTAGE - How Wentworth Recruiting can help you when you cannot fill a job because of a shortage of talent.

ATTRACTING CANDIDATES - A description of how Wentworth Recruiting can help you attract the candidates you want.

COST OF TALENT - A description of how Wentworth Recruiting can help you when it seems that the talent you want is too expensive for your budget.

BETTER HIRING DECISIONS - How Wentworth Recruiting can help you make better hiring decisions.

STRENGTHEN INTERNAL RECRUITING - A description of how Wentworth Recruiting can help you strengthen your internal recruiting.

WENTWORTH PERFORMANCE MANAGEMENT - A brief introduction to the talent management tools offered by Wentworth.

SUCCESSION PLANNING AND PROMOTIONS - How to base succession and promotions on fact, not affections.

HIRING DECISION AUDITS - How to look back and tell if your hiring decisions were right or not.

SALARY SURVEYS - A new dimension! How to know what you have to pay in order to get how much talent.

TERMINATION - It is no fun, but if you have to let somone know, it's safer if you have performance data to support your action.

ADVANCED PERFORMANCE MANAGEMENT - How to apply the tolls of individual performance management to groups of employees.

Please visit our website: www.wentco.com for more information.

Please visit The Wentworth Company LinkedIn page.

The Author

John Wentworth has run one of the most progressive and durable recruiting operations in the country since 1984. He has been a headhunter since 1979 and in human resources since 1972 (Personnel Director, Carte Blanche; Compensation Supervisor, Mattel, Corporate Manager of Compensation and EEO, TOSCO).

Not content with just filling jobs, he has studied recruiting to learn how it can be done consistently successfully. He has inserted a significant dependence on quantitative methods both to manage the process and to evaluate candidates, candidate pools and the labor markets from which they are drawn.

The "Wentworth Way" is considered leading edge by many. No other Human Capital firm we know of applies quantitative methods as pervasively and productively as Wentworth does.

John lives with his long time companion, Debbie Sam (who is Wentworth's Administration Manager), in San Pedro, CA. He has a son and a daughter. He is a decorated combat veteran who served in Vietnam with the First Cavalry Division.

He has been on the boards of the Westside Center for Independent living, the Catalina Conservancy Divers and the San Pedro Hospital Foundation (president). He was one of the early volunteer SCUBA divers at the Aquarium of the Pacific in Long Beach, CA. He was a founding commissioner of the City of Los Angeles Taxicab Commission and the president of the Board of Harbor Commissioners for the Port of Los Angeles.

Most recently, he was the president of the InfraGard Los Angeles Members Alliance, a private sector-FBI partnership focusing on counter-terrorism information sharing. He currently serves on the board of the Duke Media Foundation, an outgrowth of actor/director Bill Duke's committment to train disadvantaged youth in media and financial literacy.