tag:blogger.com,1999:blog-5127372559491697002024-03-14T11:11:17.402-07:00Wentworth On RecruitingStories, essays and research regarding quantitative method-based recruiting and human capital management.Unknownnoreply@blogger.comBlogger35125tag:blogger.com,1999:blog-512737255949169700.post-47673336157683311752018-01-24T16:53:00.001-08:002018-01-24T16:53:44.959-08:00Questions you should be asking yourself about your employment agencyDOES YOUR EMPLOYMENT AGENCY BRING YOU THE CANDIDATES YOU WANT?<br />
<br />
If your agencies are not finding the candidates you want, consider this<br />
<br />
<ul>
<li>A client and their employment agencies looked for an InforXA RPG Developer, a very difficult job to fill, for a year. Together they found no one. <b>We found two in eight weeks.</b> </li>
</ul>
<div>
<br /></div>
<div>
DOES YOUR EMPLOYMENT AGENCY DELIVER CANDIDATES WHO ACCEPT YOUR OFFERS?</div>
<div>
<br /></div>
<div>
If you and your agencies cannot close deals with the candidates you want, consider this:</div>
<div>
<ul>
<li>We pre-close candidates as we move them through the selection process, working with our clients to deliver offers the candidates are ready to accept. <b>99% of them do. </b></li>
</ul>
<div>
<b><br /></b></div>
</div>
<div>
DO YOUR AGENCY FEES OUTWEIGH THEIR BENEFIT?</div>
<div>
<br /></div>
<div>
If you feel agency fees are not worth it, consider this:</div>
<div>
<ul>
<li>9 out of 10 of our hires cost less than the average contingency fee.</li>
<li>We run volume recruiting typically for 10% of salary or less.</li>
<li>Our average fee is 12% of salary.</li>
</ul>
<div>
<br /></div>
</div>
<div>
DO YOUR NEW HIRES TURN INTO GREAT EMPLOYEES?</div>
<div>
<br /></div>
<div>
If your new employees do not deliver on the job, consider this:</div>
<div>
<ul>
<li>Our consultants are former VP's of Human Resources. </li>
<li>They know how to help you precisely define what you need and then they help make sure you get it. </li>
</ul>
</div>
<div>
<br /></div>
<div>
DOES YOUR EMPLOYMENT AGENCY REP LEAVE YOU FEELING COERCED OR PRESSURED?</div>
<div>
<br /></div>
<div>
Because of how the fees work, agencies are motivated to pressure you into hiring their candidates. </div>
<div>
<ul>
<li>Our consultants consider their job to help you hire the best person possible, not to sell someone to you. <b>We benefit financially only if you are happy with us in all respects.</b> </li>
</ul>
</div>
<div>
DOES YOUR AGENCY REP HELP YOU PROBLEM SOLVE?</div>
<div>
<br /></div>
<div>
If your agency reps shrug their shoulders when you ask for some problem solving help, consider this: </div>
<div>
<ul>
<li>Our consultants have probably solved your problem before with another client. If not, another Wentworth resource has. <b>Our consultants can and want to help you solve your problem. </b></li>
</ul>
<div>
<br /></div>
</div>
<div>
<br /></div>
<h3>
In Conclusion: If contingency agencies disappoint you, may we invite you to consider joining the family of happy Wentworth clients?</h3>
<div>
<br /></div>
<h3>
We find <a href="https://websitetonight.godaddy.com/projects/1/3/5/0/1350388/uploads/QUALITY_OF_HIRE_10_27_2017.pdf">better candidates</a>, <a href="https://websitetonight.godaddy.com/projects/1/3/5/0/1350388/uploads/TIME_TO_FILL_10_13_17.pdf">more quickly</a> and <a href="https://websitetonight.godaddy.com/projects/1/3/5/0/1350388/uploads/COST_PER_HIRE_10_13_2017.pdf">less expensively</a> than employment agencies. </h3>
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<br /></div>
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Learn more <a href="https://websitetonight.godaddy.com/projects/1/3/5/0/1350388/uploads/WentworthRecruitingOneSheet_11_15_17.pdf">HERE</a>. Or visit <a href="http://www.wentco.com/">www.wentco.com</a>. </div>
<div>
<br /></div>
<div>
or contact Judy Tabak at <a href="mailto:judytabak@wentco.com">judytabak@wentco.com</a> | (310) 732-2301</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-19410004241614256882017-11-20T13:12:00.002-08:002017-12-06T13:56:24.339-08:00How Automation Can Revolutionize Talent Management <div style="font-family: Helvetica; font-size: 12px; font-stretch: normal; line-height: normal; min-height: 14px;">
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<div style="font-family: Helvetica; font-size: 12px; font-stretch: normal; line-height: normal; min-height: 14px;">
<br /></div>
<div style="font-family: Helvetica; font-size: 11.5px; font-stretch: normal; line-height: normal;">
<h4>
We were sitting on a bench in a mural lined alley in San Pedro, CA, eating sandwiches. The favorite restaurant of John Wentworth, a nutty place with great food called Beach City Grill, was out of business. Gone! So we were reduced to sandwiches in an alley. The murals, however, were great. </h4>
<h4>
We were talking about automation and recruiting. </h4>
<h4>
“Automation cannot solve all of recruiting’s ills, but it can make quantitative analysis a lot easier than it is when it’s done manually”, John said and then pulled out a sheaf of papers. “Feast your eyes on some examples. The breadth and depth of what well crafted tools can do is just amazing.” </h4>
</div>
<div style="font-family: Helvetica; font-size: 11.5px; font-stretch: normal; line-height: normal;">
<h4>
John then talked for 15 minutes, flipping from picture to picture. I took notes madly, trying to keep up as the firehose blasted information at me. What I captured, along with John's data on automated tools and processes can be best viewed <a href="https://goo.gl/XBkUMx">here.</a> Grab a sandwich before you dive in, but I tell you it will be worth it. </h4>
<div>
<br /></div>
<h2>
Link to the full article: <a href="https://websitetonight.godaddy.com/projects/1/3/5/0/1350388/uploads/FOUR_QUESTIONS_number_4_AUTOMATED_11_17_17.pdf">How Automation Can Revolutionize Talent Management</a></h2>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-86786194528944710122017-10-18T13:27:00.003-07:002017-10-18T13:27:23.422-07:00Sweet Potato Fries and the Truth About IntuitionI was sitting with John Wentworth, president of The Wentworth Company/Wentworth Recruiting. We were down the street from his office at an eclectic, to say the least, restaurant, the Beach City Grill. John was on a rant again.<br />
<br />
<br />
The good part was that he could not eat and talk at the same time, so I was able to dominate the pile of sweet potato fries between us as he dominated the conversation.<br />
<br />
<br />
“It’s so clear!”<br />
<br />
<br />
“What’s that?” I asked between mouthfuls, only half caring what he was talking about.<br />
<br />
<br />
“What goes out the door, a company’s service or product, is the result of a pile of tasks having been done. If the service or product is good, the tasks have been done correctly, in sequence and on-time.”<br />
<br />
<br />
“Agreed.” I licked the red pepper off of my fingers.<br />
<br />
<br />
“So you have to hire people who can do the tasks in sequence, correctly and on-time. First you find them. Then you investigate them. Then you select the one you think can do this.”<br />
<br />
<br />
“An important choice,” I said, taking a particularly fat and scrumptious fry off of the platter.<br />
<br />
“Yes!” said John. “But here’s the problem. Given how they pick, most managers could just as well flip a coin. They make bad hires as often as they make good hires.”<br />
<br />
<br />
“Not to hear them talk. I know lots of people who are pretty sure that they are great people pickers.”<br />
<br />
<br />
“Me, too, and it actually has a name: the Dunning-Kruger effect. People who have illusions of superiority regarding their performance, including picking employees, have Dunning-Kruger.”<br />
<br />
<br />
“Who knew?”<br />
<br />
<br />
“It gets worse,” John said. While he waited for me to ask how, he scarfed a handful of fries. I didn’t ask. He took another handful.<br />
<br />
<br />
But there was no stopping him. “They may have had a mentor who bragged about how she could know how someone would be on the job by just having lunch with them. It’s really intuition and unreliable. So the young manager wants to be like her mentor and selects new employees on intuition. Then, that person can have “hindsight bias”. She forgets all the people who bombed out and only remembers the stars. So now she is sure she’s replicated her mentor’s eagle eye for employees.”<br />
<br />
<br />
“But neither picked well, in fact.”<br />
<br />
<br />
“That would be correct.”<br />
<br />
<br />
“Fun changing that behavior.”<br />
<br />
<br />
“It hard, but it’s crucial if you want to hire the right people. Intuitive decisions are about half as good as data driven decisions. Researchers point out again and again that there is 50-100 years’ worth of research that agrees on this. If someone debates this, they don’t know much about the subject.”<br />
<br />
<br />
“Why is it so hard to change decision making behavior? People can read these studies. Why do they ignore them?” I asked.<br />
<br />
<br />
“People are not naturally rational all the time. One guy who studied this, Peter Ditto, PhD, wrote that, ‘People are capable of being thoughtful and rational, but our wishes, hopes, fears and motivations often tip the scales to make us more likely to accept something as true if it supports what we want to believe.’<br />
<br />
<br />
“He was describing what’s known as ‘motivated reasoning’. That’s why people hire people like them or who share their beliefs. They think these people do better generally, so they ignore the facts about an individual’s skills and hire him or her.”<br />
<br />
<br />
“So what’s the solution?”<br />
<br />
<br />
“The solution is first, to use the ‘fog of recruiting’ to your advantage.” “What’s the ‘fog of recruiting’?”<br />
<br />
<br />
“It’s like the ‘fog of war’. Too much ambiguous information. Too hard to sort out. Most hiring managers look at a pile of resumes and don’t know which differences between them are important for predicting good job behavior and which are not.<br />
<br />
<br />
“The literature tells us to break a job into parts and form interview questions around each of the parts. Then ask every candidate for the same information, using the same questions.” “Sounds like a prescription for being really boring.”<br />
<br />
<br />
“It does not need to be. You can do this in a chatty and very personal way. You just need to get the same information from each person, rate it the same, and then interpret the ratings the same way. Apples to apples. This consistency works best if the ratings are quantitative but supported by narrative.<br />
<br />
<br />
“Then you need to display or convey the candidate profiles so they are easily digestible by a hiring manager who is busy and distracted. And the finalists should all be really good candidates, so the hiring manager can, in the worst case, make all the hiring errors known to science, and still get a good hire.<br />
<br />
<br />
“Science tells us that six pieces of information about the candidates are enough, but it also tells us that hiring managers find more information comforting. We want them to buy into the rational system so they hire the best, so we want to show them enough data that they feel the process is reliable and comfortable.”<br />
<br />
<br />
“A little Barnum and Bailey, no?”<br />
<br />
<br />
“Yes. If the hiring manager does not embrace the system that helps them pick the best people, then it’s all a waste of time. So I’m happy to throw a little mind candy at them. Another tool is to frame the candidate ratings as a decision support tool that informs the decision. You don’t want to tell the hiring manager that she or he must hire the top score candidate. They won’t. They will rebel.”<br />
<br />
<br />
There was a pause and the sweet potato fries were gone, so I figured I may as well summarize.<br />
<br />
“So you deconstruct the job into parts, get information from every candidate for a job about those parts, interpret the information the same way for each candidate, have enough job parts that the hiring manager feels the process is robust and legitimate, and then present the information clearly and vividly and as guidance not a mandate. This is not how recruiting is usually done.”<br />
<br />
<br />
“You are correct and that’s why most hiring does not deliver a superior workforce,” John said. “Those who use this process usually do get a superior workforce and all the good stuff that comes with it like employee stability and high performance. In fact, I know one organization that uses the scores to this method and almost 90% of their hires exceed what the hiring managers consider ‘qualified’.”<br />
<br />
<br />
“Wow,” I said.<br />
<br />
<br />
John smiled.<br />
<br />
<br />
“You buying?” I asked. I had no expectation of actually getting him to pay. The waitress overheard me, grinned, and handed me the check.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-22091537934823791442017-09-28T14:37:00.003-07:002017-09-28T16:39:28.723-07:00THINK ON RECRUITING WITH JOHN WENTWORTH<div class="MsoNormal" style="text-align: center;">
<o:p> #1 in the series</o:p></div>
<div align="center" class="MsoNormal" style="text-align: center;">
AI, RECRUITING,
SELECTION AND TRIANGLES<o:p></o:p></div>
<div class="MsoNormal">
John Wentworth, the founder of Wentworth Recruiting, and I
were having lunch at Beach City Grill.<span style="mso-spacerun: yes;"> </span>Obviously
a regular at this local San Pedro establishment, John didn’t even pick up the
menu. While I was focused on what would best feed my midday growling stomach, he
was having one of his nutty professor days. “It’s all about two triangles,” he
muttered.<o:p></o:p><br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://4.bp.blogspot.com/-73Ijdrk6-K8/Wc1sv5GyzzI/AAAAAAABN4c/ZK2V1vAsevo21inFFEZEdJ4p0t0qbJ2OgCEwYBhgL/s1600/Picture1.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="479" data-original-width="637" height="240" src="https://4.bp.blogspot.com/-73Ijdrk6-K8/Wc1sv5GyzzI/AAAAAAABN4c/ZK2V1vAsevo21inFFEZEdJ4p0t0qbJ2OgCEwYBhgL/s320/Picture1.png" width="320" /></a></div>
<br /></div>
<div class="MsoNormal">
“What are you talking about?” I asked, still thinking about
my lunch.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Oh, sorry,” he said. “I’ve been thinking about how
recruiting automation has missed the mark.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
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<v:imagedata o:title="EB48CF52FEB5EF438C15157349BCF90C@wentco.com" src="file://localhost/Users/melissaholberton/Library/Group%20Containers/UBF8T346G9.Office/msoclip1/01/clip_image001.jpg">
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</w:wrap></v:imagedata></v:shape><v:shape alt="cid:EB48CF52FEB5EF438C15157349BCF90C@wentco.com" id="Picture_x0020_4" o:spid="_x0000_s2051" style="height: 230pt; margin-left: 0; margin-top: 72.4pt; mso-height-percent: 0; mso-height-percent: 0; mso-height-relative: page; mso-position-horizontal-relative: margin; mso-position-horizontal: left; mso-position-vertical-relative: text; mso-position-vertical: absolute; mso-width-percent: 0; mso-width-percent: 0; mso-width-relative: page; mso-wrap-distance-bottom: 14.4pt; mso-wrap-distance-left: 14.4pt; mso-wrap-distance-right: 14.4pt; mso-wrap-distance-top: 14.4pt; mso-wrap-style: square; position: absolute; visibility: visible; width: 305.65pt; z-index: 251658240;" type="#_x0000_t75"><br /></v:shape>“Explanation, please,” I said without looking up from my menu. He
could be so frustrating.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
He started scribbling on a piece of paper. “Look at
this. Most of what’s automated with applicant tracking systems is
administrative: when did the candidate apply, contact info, first screening,
salary expectations, etc. That’s all important for managing the function and
for compliance, but none of it has to do with delivering the very best possible
candidates to the hiring manager. The actions that deliver the best
possible candidates are either not automated or automated inadequately.<span style="mso-spacerun: yes;"> </span>They got lost in the rush to make the
recruiters’ lives easier.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“They are missing the most important part of recruiting.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Which is delivering the very best candidates possible?” I
asked.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Yes. For many recruiters, their secret goal is to put
butts in the seats, not to deliver the very best candidates possible. It’s
how they get measured, sadly.<span style="mso-spacerun: yes;"> </span>It’s how
they get raises.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“The employment of a sub-par workforce starts with the
recruiter who lets adequate but marginal candidates in the front door and lets
them go forward to the hiring manager.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“I get that,” I said. “Not knowing how to select the
best candidates, hiring managers pick the candidates they like, or the best of
what’s provided to them even if what's provided to them is lousy.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“It’s on the recruiters,” John said again, repeating
himself.<span style="mso-spacerun: yes;"> </span>He was getting wound up. “It’s
their obligation to put forward only the best possible candidates so the hiring
manager can hire any of the pool and still get a great employee.<span style="mso-spacerun: yes;"> </span>Recruiters rarely can do it on their
own.<span style="mso-spacerun: yes;"> </span>They need help.<span style="mso-spacerun: yes;"> </span>Artificial Intelligence is supposed to save
them.<span style="mso-spacerun: yes;"> </span>But Artificial Intelligence can
only help so much.”<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
He pushed piece of paper at me.<span style="mso-spacerun: yes;"> </span>He had drawn another triangle.<o:p></o:p><br />
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://2.bp.blogspot.com/-VUacUfzhJS0/Wc1s1O19GeI/AAAAAAABN4g/8wEfrbt-HHkp6vXsnBcEUBHoBblPbvdzQCEwYBhgL/s1600/Picture2.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="461" data-original-width="616" height="239" src="https://2.bp.blogspot.com/-VUacUfzhJS0/Wc1s1O19GeI/AAAAAAABN4g/8wEfrbt-HHkp6vXsnBcEUBHoBblPbvdzQCEwYBhgL/s320/Picture2.png" width="320" /></a></div>
<br /></div>
<div class="MsoNormal">
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<w:wrap type="square">
</w:wrap></v:imagedata></v:shape>“What’s that other triangle?”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“It shows the limits of Artificial Intelligence.<span style="mso-spacerun: yes;"> </span>AI does a great job of hitting the problem
with a 2x4, but good selection needs a scalpel, not a big piece of wood.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Help me understand.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“AI can look at information and patterns, but only makes
sense of some patterns, not others. Let’s say that AI sees that a candidate
had the right titles and that the titles have grown over the years through
promotions. That means one thing if her employers were all about the same
size as your company is. She probably has the skills for your job.
However, it means something else if her early career employers were
bigger than your company and had gotten smaller than your company over the
years. Has she been out of her depth on her jobs, needing to go to
successively smaller companies with less complex jobs? Is she too light
for your open job? Probably. Can AI recognize that? Probably
not today.<span style="mso-spacerun: yes;"> </span>Maybe in the future when it
can tap into a directory of every company in the world and is told to compare
the size of the employer to the companies on the resume, and how to interpret
those data.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
Here’s another example; what if your candidate inherited
some money and was only interested in working for a few more years, but had not
mentioned that? Do you think AI will be able to pick that up? A personality
instrument that measured ambition could give you a clue, but AI probably would
not. Do you think the candidate’s ‘I want to cruise to retirement’ attitude
would be dysfunctional in an aggressive, get-it-done employer?
Probably. Would it lead to termination? Probably.<span style="mso-spacerun: yes;"> </span>A really good recruiter could catch
that.<span style="mso-spacerun: yes;"> </span>I’m not sure how a machine would.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Wow. That’s a dismal picture,” I responded glumly.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Not so dismal. You can figure out your job’s key
success factors, and to build a measurement scales for them. We need to
find behaviors that correlates with how much someone wants challenge, for
instance, interview for that behavior and rate it on a 1-5 scale. We need
to know how much the job needs and then how much the candidate has and then compare
them on the scale.”<o:p></o:p></div>
<div class="MsoNormal">
“What would automation do?”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“Running these types of comparisons creates a lot of data
that can be difficult to understand and can add to the ‘fog of recruiting.’
Automation can make complex data into simple and vivid displays that show
how candidates compare to the requirements and to each other. Automation
helps to lift the fog of recruiting, making the weak and strong candidates
obvious.”<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
“You talked before about AI hitting the problem with a 2x4
vs. a scalpel. Is this the scalpel part?”<o:p></o:p><br />
<br /></div>
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“Yes it is,” John said. <o:p></o:p><br />
<br /></div>
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“And no machine does this,” I said, not sure if I was
asking a question or making a statement. <o:p></o:p><br />
<br /></div>
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“They can but most just record, count and report or
recognize gross patterns or look or key words. But I just ran into
one that does add real value.<span style="mso-spacerun: yes;"> </span>It expands
your pool of good candidates by automating the employee referral process.
This is valuable because it enriches the supply of qualified candidates.
It reduces the dependence on recruiters managing the employee referral program.<span style="mso-spacerun: yes;"> </span>Recruiters forget stuff; the machine does
not. It sets up innovative and personalized rewards and lets the employee
pick; the recruiter does not need to manage that process. It finds
potential candidates through employees voluntarily sharing access to their
social media, discovers the candidates’ contact information, invites the
employee to select and invite candidates to apply, and then processes the
candidates throughout their journey. All this frees the recruiter up to
talk to people, to do the scalpel part.<span style="mso-spacerun: yes;"> </span>It’s
the best use of automation and AI I’ve seen in the talent space. It’s
called <a href="http://www.goboon.co/">Boon</a>.”<o:p></o:p><br />
<br /></div>
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We were finished with lunch. And there was a silence.
I said, “That was a lot.”<br />
<o:p></o:p></div>
<div class="MsoNormal">
“Sorry,” John said, chuckling. And then he pulled out
his usual quiz of what was just said to see if I was listening.<span style="mso-spacerun: yes;"> </span>“Tell me what you think the point is?”<o:p></o:p><br />
<br /></div>
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“I think the point is that if you want to hire the very best
people available to you, you can’t cut corners. There is no silver
bullet. Automation can help, but finding the best employees, selling them
on your job and selecting the right ones is a ‘contact sport’ and takes skilled
people applying themselves in a disciplined way. Machines can’t do that
yet.”<o:p></o:p><br />
<br /></div>
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“All true. Once we start acting like hiring the very
best people possible is the real goal, the methodologies will emerge and the
automation will follow.<span style="mso-spacerun: yes;"> </span>They actually
exist now.<span style="mso-spacerun: yes;"> </span>They just have not become
widespread yet.”<br />
<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
“Who did you say was buying lunch?” he asked with a smile.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
<span style="mso-spacerun: yes;"> </span>I reached for my
credit card.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
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<i>John Wentworth has been in HR since 1972, a recruiter
since 1979 and run his own company since 1984. John is a Vietnam War combat
veteran and The Wentworth Company is a State of California Certified Small
Business & DVBE</i><span style="color: black; font-family: "helvetica"; font-size: 9.0pt; line-height: 107%;">.</span><span style="font-family: "times new roman"; font-size: 12.0pt; line-height: 107%;">
</span><i>The Wentworth Company has helped 550+ employers hire over 20,000 new
employees. The firm consults regarding talent, designs talent systems and
offers high volume, RPO and single search services. 88% of their hires
exceed the hiring manager's’ definition of qualified. He was interviewed by an
imaginary companion.</i><span style="font-family: "times new roman"; font-size: 12.0pt; line-height: 107%;"><o:p></o:p></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-81233819496491336562017-07-27T12:28:00.000-07:002017-07-27T12:28:07.350-07:00Follow the Money<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">The inherent conflict of interest in recruiting</span><span style="color: black; font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">How do you measure the effectiveness of either your internal
recruiting efforts or your outsourced solutions? What is the overall cost
of your recruitment activities? What does recruiting mean in the digital
age when resumes are everywhere and access to candidates is infinite? These
are common questions we face in this industry, but perhaps at the root of it
all lies the conflict of interest between the HR/Recruiter and client. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">In a recent interview, and #1 in a forthcoming series, with the
founder of Wentworth Recruiting, a recruitment and talent acquisition
consulting firm based in Southern California, we discussed the state of
recruitment in the digital age. John Wentworth spoke candidly about the “elephant
in the room," i.e. the inherent conflict of interest with outsourced recruiting
business models. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">He begins his tale in the mid 1970’s, as manager of the Carte
Blanche HR department. <span style="mso-spacerun: yes;"> </span>“I had no
rational way to determine an annual raise for my in-house recruiter,” said
Wentworth. “We did not measure her performance in any meaningful way, so I
had no way to incentivize productive work. <span style="mso-spacerun: yes;"> </span>My best guess as a measurement tool was lack
of complaints. Low number of complaints, high raise." </span><span style="color: black; font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">He went on to tell the story of this particular recruiter
invoking the "myth of difficult recruiting." The “myth of difficult
recruiting” purports that the job is too hard for one individual in-house
recruiter to manage and succeed at. Because they believed her complaint about
the barriers to her success, they farmed the recruiting function out to an
agency.<span style="mso-spacerun: yes;"> </span>Then after a few months when the
position went unfilled she complained about the agency not fulfilling their
promise to get the job done. Somehow this recruiter still got her annual raise
and the band played on. </span><span style="color: black; font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">Does this sound familiar?</span><span style="color: black; font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">John eventually left that position and went to work for a
recruiting agency specializing in IT and working on a Contingency business
model. If you are not familiar, Contingency recruiting means the agency
doesn't get paid until the person is placed. In this situation, John
encountered an attitude of impatience and disdain among his colleagues, who
regarded the client as the unfortunate obstacle between them and their money. Hiring
managers at their clients were demonized for ridiculous and irrelevant
candidate requirements and for sluggish compensation policies. In Wentworth’s
words, "we were taught to do whatever it takes to get the placement.
I will leave it to your imagination to figure out what that means.” </span><span style="color: black; font-family: "Times New Roman";"> <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">The takeaway lesson in Wentworth’s last experience was that the
contempt was transparent to the clients and this caused a relationship of
distrust. This dynamic between recruiter and client has led to a negative
reputation for contingency agencies across the board, driven by the flow of
money which incentivizes the wrong behavior. “They didn’t trust us and we
didn’t trust them,” said Wentworth. So a real partnership was not possible.” Without
a good partnership, good recruiting is just not possible.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">As John continues to describe his journey, he next went to work
for a group practicing a more elegant recruiting model: Retained Search. In
this business model clients generally pay a third up front, a third at a
progress point and the last third either when filled or at a final progress
point. To his surprise the client was still the enemy but for a much
different reason.<span style="mso-spacerun: yes;"> </span>The internal pay
structure (bonuses, commissions etc.) was based on the amount of money that was
brought in and not connected to service performance. The emphasis was on
booking business, and not enough on filling jobs with the right candidates. The
way the money flows incentivizes the wrong behavior, again. </span><span style="color: black; font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: black; font-family: "Times New Roman"; font-size: 9.5pt;"> </span><span style="color: black; font-family: "Times New Roman";"> <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">In today's digital and social world, recruitment firms face a
whole new slew of issues. Before the digital age, human resources were much
harder to find and the broker relationship had value. But today, that model is
outdated because of the proliferation of and ease of access to previously
difficult to find resources. It is why your insurance broker talks to you more
about services and other products you can purchase from them to make your risk
management easier. Same idea for us recruiters. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">The dual challenge of moving beyond the brokerage function of
client service and operating so that the money flows in the right direction to
incentivize the right parties to do the right thing, continues to challenge
today’s recruiting firms. At the Wentworth Company, we operate beyond the
brokerage relationship by providing highly successful results through a data
driven process that captures the culture of the organization, the design of the
job and the compensation package. When you follow the money, it moves the wrong
way with most recruiting models used today. At Wentworth Company, we take care
to avoid the inherent conflicts of interest between the recruitment process and
the client, so that the money moves in the right way, rewarding both sides with
the benefits of successful placements. <o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">In my next dispatch, we will explore this data driven process and
the value it provides to clients in a world of LinkedIn, Ladders, Indeed and
Glassdoor. <o:p></o:p></span></div>
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<br /></div>
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<span style="color: #1f497d; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">If you would like to talk more about these ideas, please reach
out to Dennis Bernstein at dennis@rnr_llc.com.</span><u><span style="color: purple; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;"><o:p></o:p></span></u></div>
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<u><span style="color: purple; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">Or visit </span></u><a href="http://www.wentco.com/"><span style="font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;">www.wentco.com</span></a><u><span style="color: purple; font-size: 11.0pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;"><o:p></o:p></span></u></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-52875866340316622472017-07-20T11:05:00.000-07:002017-07-20T11:05:33.873-07:00How Technology is Helping and Hurting the HR Recruitment Function<br />
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<span style="color: #454545;">In the wake of Harver's successful raising of $8.1 M, everyone is talking about AI and its role in recruiting. The advantages of Harver are obvious: sophisticated tools measure candidates' characteristics while saving the cost of recruiter salaries spent on resume sorting.<br /><br />The disadvantages of Harver, and all other automated tools, however, are several.<br /><br />First, it's impersonal. Some recruiting firms like this; subscribing to the time=money rule, the time taken to actually talk with and interact with a candidate can be viewed as an unnecessary expense. But what is important to understand is that this impersonal quality places a burden on how this technology is used.<span class="m_8585929540576532428apple-converted-space"> </span><br /><br />Some candidates will not fill out these sorts of questionnaires until they feel that the employer is serious about their candidacy. So if Harver is used too early in the recruiting cycle, these candidates may be insulted and their enthusiasm for the company's job may be lower than if they are asked to fill them out after they have developed a desire for that job. In this time of increasingly tight labor markets, candidates' enthusiasm may very well make the difference between getting and not getting a hire for a hard to fill job. So, what may be convenient for the recruiter, if used incorrectly, can negatively impact the effectiveness of recruiting. Harver is just one of many examples of this.<span class="m_8585929540576532428apple-converted-space"> </span><br /><br />Additionally, there is some research that suggests that a when a candidate has a positive experience with a potential employer's recruiter, this makes them more likely to accept an offer from that company. This shows that human interaction between recruiter and candidate is influential on candidate decisions. And, of course, seasoned recruiters can get candidates to confess all sorts of things and discover inconsistencies in candidates' stories in other ways, both of which are very useful in understanding whether the candidate is a true fit with the company's job or not. Machines cannot do this, yet.<span class="m_8585929540576532428apple-converted-space"> </span><br /><br />Harver sells itself as a replacement for a resume, which is interesting to consider as a possible natural progression in our ever changing world. But the Harver system falls short in that it asks nothing about the specifics of the job. Knowing that a candidate has done this or that task, and at what level of proficiency, is critical information in employee selection. However, combined with an old-fashioned behavioral interview, the candidate information gleaned from Harver creates a very powerful suite of information to guide a selection decision.<span class="m_8585929540576532428apple-converted-space"> </span><br /><br />Last, effective prediction of on-the-job behavior (which is what we really are asking from the selection process) works like this:<u></u><u></u></span></div>
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<span style="color: #454545;">1. You break the job and the work environment into measurable parts.<u></u><u></u></span></div>
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<span style="color: #454545;">2. You create a way to measure each one of these parts and quantify the results.<u></u><u></u></span></div>
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<span style="color: #454545;">3. You establish a target for how much proficiency you need in each of the parts of the job or the employee/culture relationship.<u></u><u></u></span></div>
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<span style="color: #454545;">4. You measure how much a candidate has of the needed proficiency and score it on the scale you created.<u></u><u></u></span></div>
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<span style="color: #454545;">5. You compare what you need to what the candidate has, part by part, and get a clear, vivid and relatively predictive score.<u></u><u></u></span></div>
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<span style="color: #454545;">(Example: You need someone to lift 25 lbs. to their waist. You set up a scale from 5 lbs. to 45 lbs. (5 lbs., 15, lbs., 25 lbs., 35 lbs., 45 lbs.) You ask the candidate to lift various weights. Now you know what they can do and if it's enough.)<u></u><u></u></span></div>
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<span style="color: #454545;">A big problem with tools like Harver is that you don't know what you need. So you get all sorts of scores for your candidate, but, absent goals or targets, you don't know if what the candidate has is enough. Until you have the statistical data to establish a bone fide correlation between candidate and position, using these tools as advisory is best. Yes, they can paint a good picture of the candidate, and this information is useful to recruiters, but the results should serve to augment a process based on personal interaction and attention paid to measuring up to a set of job skill criteria and fit to company culture. <u></u><u></u></span></div>
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<span style="color: #454545;">So, although the resume may be a dying vestige of a bygone era, skills still need to be measured and nothing can replace the value of human to human interaction.<u></u><u></u></span></div>
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<span style="color: #454545;">John<u></u><u></u></span></div>
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<span style="color: #454545;">John Wentworth<u></u><u></u></span></div>
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<span style="color: #454545;">President<br />Wentworth Recruiting<br /><a href="tel:(310)%20732-2301" target="_blank" value="+13107322301">310.732.2301</a> |<span class="m_8585929540576532428apple-converted-space"> </span></span><a href="mailto:johnwentworth@wentco.com" target="_blank">johnwentworth@wentco.com</a><span style="color: #454545;"><br /></span><a href="http://r20.rs6.net/tn.jsp?t=ocaiw79ab.0.0.qtzrcxcab.0&id=preview&r=3&p=http%3A%2F%2Fwww.wentco.com" target="_blank">www.wentco.com</a><span style="color: #454545;"><u></u><u></u></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-1064688561463221202016-08-23T12:43:00.002-07:002016-08-23T12:43:45.866-07:00#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<br />
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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. <o:p></o:p></div>
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For #5 in the Series, visit <a href="https://youtu.be/F2Cy4mSWRBU" target="_blank">HERE</a>. </div>
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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!"</div>
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Johnwentworth@wentco.com</div>
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310-732-2301</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-86802644915781691832016-08-23T12:36:00.002-07:002016-08-23T13:02:31.211-07:00#4 in John's Thought-Leadership Audio Blog Series: Fact-Driven Recruiting and Talent Management#4 in the Series: A Sample Report<br />
<br />
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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. <o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
For #4 in the Series, visit <a href="https://youtu.be/27eX9LhRKHg" target="_blank">HERE</a>. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
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!"</div>
<div class="MsoNormal">
johnwentworth@wentco.com</div>
<div class="MsoNormal">
310-732-2301</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-84876537373476921582016-08-23T12:31:00.001-07:002016-08-23T12:31:31.028-07:00#3 in John's Thought-Leadership Audio Blog Series: Fact-Driven Recruiting and Talent Management#3 in The Series: The Tactics<br />
<br />
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<div class="MsoNormal">
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. <o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
For #3 in The Series, visit <a href="https://youtu.be/TYsCTlEGOmI" target="_blank">HERE</a>.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
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!"</div>
<div class="MsoNormal">
johnwentworth@wentco.com</div>
<div class="MsoNormal">
310-732-2301</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-68125809489640513552016-08-23T12:05:00.001-07:002016-08-23T12:05:06.651-07:00#2 in John's Thought-Leadership Audio Blog Series: Fact-Driven Recruiting and Talent Management#2: The Foundation<br />
<br />
<br />
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In video #2, Wentworth defines the goals of a hiring process
and examines issues of performance management. He talks about how to precisely
measure job performance across the organization, the impact of high and low
performance, and how to interpret the measurement results. Watch this video to
learn how comprehensive foundational measurement can indicate to you where
recruiting is falling short or succeeding within your organization. <o:p></o:p></div>
<div class="MsoNormal">
For #2 in The Series, visit <a href="https://youtu.be/K-z03xGjBHE" target="_blank">HERE</a>. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
John asks that you please call or email him if you would like to talk further about anything in this session. Having been recruiting and thinking about this for 40 years, he "loves talking about this stuff!"</div>
<div class="MsoNormal">
johnwentworth@wentco.com</div>
<div class="MsoNormal">
310-732-2301</div>
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<br /></div>
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<br /></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-56211622722857250982016-08-23T11:55:00.000-07:002016-08-23T11:55:14.122-07:00Announcing a New Thought-Leadership 6 Part Audio Blog Series from John Wentworth: Fact-Driven Recruiting and Talent Management
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<!--StartFragment--><span style="font-family: Calibri; font-size: 11.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">In this series, John
Wentworth, thought-leader in the area of data-driven recruiting and talent
management, and founder of The Wentworth Company, explores and educates viewers
with the theories behind his highly successful, quantitative recruiting
methods. You will learn the science behind why fact-based decision making is
better than using intuition when making hiring decisions and managing talent.
The positive results of using quantitative methods speak for themselves and
help to demonstrate recruiting’s value to the organization.</span><br />
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Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Document Map"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation subject"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Theme"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Level 9"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 6"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 6"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 6"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="46" Name="List Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="List Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="List Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 6"/>
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<div class="MsoNormal">
<b>#1: Scientists Agree: Facts are Better than Intuition when
Picking Employees</b><o:p></o:p></div>
<div class="MsoNormal">
In video #1 of the series, Wentworth explains the difference
between fact-based and intuition-based decisions. John presents the research
behind the methods and demonstrates how algorithms can inform a decision. From
Bloomberg News to The HBR to Scientific American, Wentworth shares what has
been discovered and published by others about fact-driven recruiting and how it
can effectively inform the hiring decision.<o:p></o:p></div>
<div class="MsoNormal">
To listen to #1 in the series, visit: HERE</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
John asks that you please call or email him if you would like to chat about anything here you would like to know more about. Having been recruiting and thinking about this stuff for 40 years, he "loves talking about this stuff!"</div>
<div class="MsoNormal">
johnwentworth@wentco.com</div>
<div class="MsoNormal">
310-732-2301</div>
<!--EndFragment--><br /><!--EndFragment-->
<br />
<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-90103161040695878172015-07-02T09:04:00.000-07:002015-07-02T09:04:01.648-07:00How Much Does Recruiting Cost? - a new thought leadership blog series from John Wentworth #1 YOU CAN BE IN CONTROL<span style="color: #0b5394; font-size: large;">#1 You Can Be in Control</span><br />
<span style="color: #0b5394; font-size: large;"><br /></span>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-family: 'Times New Roman', serif;">Why do you care what recruiting costs?</span></b><span style="font-family: 'Times New Roman', serif;"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">If you are Human Resources: because you are viewed as an expense
item, and your professional fortunes will rise and fall by how well your boss
and others think you are controlling your costs.If you are not in Human Resources:
HR's wasting money cuts into your operating budget by shrinking the pie.
Recruiting efficiency, keeping the costs down, is your friend.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-family: 'Times New Roman', serif;">You use agencies or search firms and are going
to pay a fixed fee, contingency or retained.</span></b><span style="font-family: Arial, sans-serif; font-size: 5pt;"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-family: 'Times New Roman', serif;">Why do you care what the search really costs the
vendor?</span></b><span style="font-family: 'Times New Roman', serif;"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">Because your level of service will, sadly, rise and fall based on
the amount of profit the vendor makes on your search. If the work associated
with finding the right candidate for you costs a lot, the vendor's margins drop
and the vendor's enthusiasm for you and your opening drops.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">We laugh at companies who brag that they beat a contingency firm's
fee down to 10% of salary. We know that that agency is sending all the good
candidates to clients who pay 25% of salary and the "thrifty" client
is getting the leftovers. The smart client pays what it will take to find the
right candidate.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-family: 'Times New Roman', serif;">You use an hourly service like Wentworth.</span></b><span style="font-family: 'Times New Roman', serif;"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">With an hourly service, so long as the work is monitored and
managed, the cost reflects the difficulty of the search, not the fact that the
vendor has you over the barrel.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">If you are using an hourly service and you do not have mutually
agreed upon goals, productivity measurements and cost measurements, you are
setting yourself up for experiencing why contract recruiting has gotten a bad
name. As you might guess, we measure everything we can measure, including
progress against goals and cost, and report it with total transparency to our
clients.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-family: 'Times New Roman', serif;">You can control the real cost by making sure
that your hiring managers and your recruiters are good partners:</span></b><span style="font-family: 'Times New Roman', serif;"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">Hiring managers want people who exist, not figments of their
imaginations.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">Hiring managers give the time and attention required to make sure
the recruiters understand what they really want.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">Hiring managers respond to recruiters cooperatively and quickly.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 42.15pt; text-indent: -0.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span style="font-family: 'Times New Roman', serif;">Hiring managers don't change their minds mid-search about what
they want. A lot of hiring managers see their recruiters, vendor or employee, as
the enemy and, sadly recruiters have been known to feel that way about their
clients. The war, hidden, simmering or overt, drives the cost up.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">What can hiring managers do? Insist that
recruiters who serve you are just simply excellent then become their partner.
And hold their feet to the fire. Good recruiters are OK with that.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">What can HR do? Find out how the best recruiting
works and then deliver it. Don't do a survey. Not many hiring managers or HR
folks have seen great recruiting, so they have a hard time imagining it. Invent
something that meets your hiring managers' needs.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">What can vendors do? This is a hard matter
because almost all vendors are in a business model that fails to reward the
behaviors hiring managers want (good service). Example: better service takes
more time, more time has a dollar value, more expense means lower margin, so a
recruiting vendor is financially incentivized (more margin) to spend the fewest
hours possible serving the client, thus delivering the lowest service.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">Wentworth has the only business model we know of
that incentivizes pro-client behaviors and punishes anti-client behaviors. We
think the business model is key to our success. The result is that our single
position searches tend to cost 13-16% of salary and our volume recruiting cost
half of that or less.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">If you are interested in how Wentworth can
deliver the service you have dreamed of at a reasonable cost, please call me at <a href="tel:310%20732%202301" target="_blank"><span style="color: #1155cc;">310 732
2301</span></a>.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">Thanks so much,<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: 'Times New Roman', serif;">John<o:p></o:p></span></div>
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<!--[endif]--></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-5460646475320619662015-06-24T18:45:00.000-07:002015-06-24T18:45:55.044-07:00How to Know if Someone is the Right Person for your Job - a thought leadership blog series from John Wentworth #3 DATA VS. INTUITION<span style="color: #0b5394;">#3 Data vs. Intuition</span><br />
<span style="color: #0b5394;"><br /></span>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">First, the <u>role of
intuition</u>: intuition is wrong a lot of the time.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Then, the <u>role of
data</u>: data can be wrong, too, if you measure what is misleading or
irrelevant.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">How then do you decide?
<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Answer: You insist on
both pointing to the same decision. Intuition and data need to agree,
validating each other.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">You like the candidate?
NO. The candidate has what you want?
YES. <o:p></o:p></span></i></b></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If you feel weird about
someone but the data say they are great, don’t do a thing until you can figure
out how to reconcile the two. </span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">You like the candidate? YES. The candidate has what you want? NO</span></i></b><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If the data says they do
not have what you need but you love them, do nothing until you understand why
you love them so much or why the data say they don’t have enough skills. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">A friend of mine used to
hire alcoholics. They had bad job histories, but he loved them. He
figured out that he loved them because they were codependent and who’s nicer to
you than a codependent who needs a job and who doesn’t like nice? Data
and intuition disagreed. He hired them anyway. He let them all go.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">You like the candidate? NO. The candidate has what you want? NO</span></i></b><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If the data says they do
not have what you need and your intuition agrees, then pass on them. You
have legal justification and you won’t feel bad about the decision later.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">You like the candidate? YES. The candidate has what you want? YES. <o:p></o:p></span></i></b></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If you think candidates
are great and the data say they have all that you need, hire them, quickly,
before they get away!</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<br />
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Here is a quality
assurance tool Wentworth developed to make sure that you are listening to all
the information. It compares the candidate’s job related scores (can they
do the job?) to their fit (do you like them?) scores.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://2.bp.blogspot.com/-FztNwXIdDtw/VYtcwL7UB3I/AAAAAAABEa4/qezjVCYQVsg/s1600/graphic%2B%25233.PNG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="287" src="http://2.bp.blogspot.com/-FztNwXIdDtw/VYtcwL7UB3I/AAAAAAABEa4/qezjVCYQVsg/s320/graphic%2B%25233.PNG" width="320" /></a></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If the yellow dot, the
candidate, is in the top left corner, you love the person, but they don’t have
the skills. </span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If the dot is in the
lower left</span></i></b><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">, the candidate has
neither skills nor personal magnetism.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If the dot is in the
lower right</span></i></b><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">, the candidate has
great skills but is a misfit for your organization.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If the dot is in the
upper right</span></i></b><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">, the candidate has both
the needed skills and the ability to fit with you and the organization.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">We urge our clients to
stick to people in the <b><i>upper right corner</i></b>.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If you are interested in
how Wentworth can help you select employees who will be productive and stable,
or teach your employees how to do it, please call me at 310 732 2301.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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</div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Thanks so much.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">John</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-68212056979589242762015-06-19T10:26:00.001-07:002015-06-19T10:26:42.581-07:00How to Know if Someone is the Right Person for Your Job- a thought leadership blog series from John Wentworth #2 HOW DO YOU MEASURE?<span style="color: #0b5394;"><b>#2 How Do You Measure?</b></span><br />
<span style="color: #0b5394;"><br /></span>
<br />
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If you have specified
your needs thoroughly, you are halfway to being able to measure candidates
against requirements. The next step is precision.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Why does precision
matter? It matters because not being precise can cause you to hire
someone who might seem like the right person, but is not.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">“I want someone who
administers a Total Rewards program,” you might say. You find someone who does
and you hire that person. The person fails because you were not precise
about knowing how big a Total Rewards system they needed to have administered.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">As it turns out, your
company is middle-size but your Total Rewards program is lush and, as a
consequence, complicated. You don’t recognized how complicated it is,
however, because you are not a student of Total Rewards and you think that most
TR programs are that complex. You don’t specify the complexity of the
program in your candidate measurement requirements. You find a candidate
and she says that she has done what you want.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
<br />
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">You are choosing between
two imprecise options: “they do” and “they do not” have the experience you
want. Your candidate does have TR
experience but not at the level of complexity you need. She fails.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://3.bp.blogspot.com/-IaDURi5H3qg/VYRQN5JqDaI/AAAAAAABEZw/ilPXmsGTwl4/s1600/graphic1%2B%2Bfor%2B%25232%2Bseries2.PNG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="224" src="http://3.bp.blogspot.com/-IaDURi5H3qg/VYRQN5JqDaI/AAAAAAABEZw/ilPXmsGTwl4/s320/graphic1%2B%2Bfor%2B%25232%2Bseries2.PNG" width="320" /></a></div>
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">A better decision system
would allow you to pick from five options. The five choices might be:</span><br />
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<b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Has managed a Total Rewards system that
consisted of these elements: 1) compensation, 2) benefits, 3) work-life, 4)
performance and recognitions, 5) development and career opportunities.</span></i></b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<!--[if !supportLists]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">1.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal; font-style: normal; font-weight: normal;">
</span></span></i></b><!--[endif]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Has no experience managing a Total Rewards system.<o:p></o:p></span></i></b></div>
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<!--[if !supportLists]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">2.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal; font-style: normal; font-weight: normal;">
</span></span></i></b><!--[endif]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Has experience managing a Total Rewards system that consisted of 2
of the above.<o:p></o:p></span></i></b></div>
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<!--[if !supportLists]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">3.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal; font-style: normal; font-weight: normal;">
</span></span></i></b><!--[endif]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Has experience managing a Total Rewards system that consisted of
all 5 above.<o:p></o:p></span></i></b></div>
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<!--[if !supportLists]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">4.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal; font-style: normal; font-weight: normal;">
</span></span></i></b><!--[endif]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">#3 + has helped design components of a Total Rewards system with
all 5 above.<o:p></o:p></span></i></b></div>
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<!--[if !supportLists]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">5.<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal; font-style: normal; font-weight: normal;">
</span></span></i></b><!--[endif]--><b><i><span style="font-family: Arial, sans-serif; font-size: 11.5pt;">#3 + has, with primary responsibility, designed a Total Rewards
system with all 5 above.<o:p></o:p></span></i></b></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">At Wentworth, we create
30-35 requirements for each job, plus another 15 for workplace fit. Each
requirement is constructed like the one above.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">The result of having a
comprehensive set of requirements (described in the last post) and measuring
candidates against the requirements very precisely is that you can filter out
most of the candidates who will not work out on the job, raising the chance
significantly of hiring a strong new employee.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-SiOuEsWKSgk/VYRQPjftR-I/AAAAAAABEZ8/efEngapn0ew/s1600/graphic%2B2%2Bfor%2B%25232%2Bseries%2B2.PNG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="236" src="http://4.bp.blogspot.com/-SiOuEsWKSgk/VYRQPjftR-I/AAAAAAABEZ8/efEngapn0ew/s320/graphic%2B2%2Bfor%2B%25232%2Bseries%2B2.PNG" width="320" /></a></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">In this diagram, you can
see it in stop-action: the people in red are less qualified for your job.
The people in green are more qualified. This careful filtering
allows only qualified candidates through.
</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">We do this every day for
our clients. The disciplined application of this methodology delivers precisely
qualified candidates.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">If you are interested in
how Wentworth can help you select employees who will be productive and stable,
or teach your employees how to do it, please call me at 310 732 2301.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">Thanks so much.</span><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 11.5pt;">John</span></div>
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<!--[endif]--></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-51884376451981421412015-06-08T18:34:00.002-07:002015-06-24T18:40:32.489-07:00How to Know if Someone is the Right Person for your Job - a thought leadership blog series from John Wentworth #1 WHAT DO YOU NEED?<span style="color: #0b5394; font-family: inherit;"><b>#1 What do you need?</b></span><br />
<span style="color: #0b5394; font-family: inherit;"><b><br /></b></span>
<br />
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Your analysis of a job's success factors needs to be
comprehensive and specific.</div>
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<b>TASKS:</b> Let's say you need a PHP developer, but
you need someone who has worked on websites like yours because yours presents
certain specific and unusual problems and you need someone to solve those
problems. And let's say that you don't specify the exact experience that you
need as a check-off requirement. You just say, "Needs X years of PHP
experience." The chances are good that you will hire someone who has good
PHP experience, but cannot solve those problems. You need to specify the tasks,
abilities or experience precisely.<br />
<br />
<b>ABILITIES:</b> Let's say you do specify that experience and you find
someone who worked on a website that presents the same problems, but you fail
to ask the candidate if s/he is a very detailed person. And s/he is not and
makes mistakes because of it...and so is not very productive. That's what you
will hire. You need to specify the underlying skills that suggest that the
person <b>CAN</b> do the job.</div>
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<b>TEMPERAMENT:</b> Let's say you do everything else
right, but you don't specify that the person still has a passion for software
development, and you hire someone who doesn't. They will be gone as soon as
they realize that they don't love what they are doing. You have to specify that
the candidate wants to do the job.<br />
<br />
<b>CULTURE:</b> Let's say you specify everything about the person and the
job, but the person does not fit your company's culture. That won't work in the
long term.<br />
<br />
<b>BOSS:</b> And, lastly, let's say that everything else is there, but the
boss just will not like the new employee's work ethic. There is no values
alignment about effort. That won't work in the long term, either.<br />
<br />
The Wentworth methodology attempts to measure the whole person against the
whole job and work environment. We offer as many as 50 pieces of information
(job related, organizational/cultural fit related, and workplace fit related)
about each candidate.<br />
<br />
In my next blog post, we'll tell you how to measure candidates against all these
criteria so you can have clear, precise and easy to understand profiles of your
pool of candidates from which you will pick an employee.<br />
<br />
If you are interested in how Wentworth can help you select employees who will
be productive and stable, or teach your employees how to do it, please call me
at <a href="tel:310%20732%202301" target="_blank">310 732 2301</a>.<br />
<br />
Thanks so much.</div>
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John</div>
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<!--[endif]--></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-39539608469449645642015-05-27T17:15:00.002-07:002015-05-27T17:17:06.417-07:00How to Find Employees - a thought leadership blog series from John Wentworth #4 OUT RECRUIT YOUR COMPETITORS<div style="font-family: 'Times New Roman', Times, serif; font-size: 14.6666669845581px;">
<b style="font-family: 'Times New Roman'; font-size: medium; text-align: center;"><span style="color: #0b5394;">#4: Out Recruit your Competitors</span></b></div>
<div style="background-color: white; font-family: 'Times New Roman', Times, serif; font-size: 11pt;">
Companies get very frustrated when they cannot find people because there is a labor shortage of a particular skill. The frustration is not necessary. The solution to that problem is to become labor market competitive and then recruit more effectively than your competitors do. It's a simple solution that is very do-able.<br />
<br />
You might focus on the cost of becoming competitive. We can help you do the calculations, but the cost of the work not getting done is often greater than the cost of paying competitively.<br />
<br />
Pay is not the only issue. The quality of work life, the technology, the management, the environment, all have been shown again and again by research to be stronger drivers of both attraction and retention than money. But asking someone to work for a lot less than they are getting at their current employer probably will not be a winning strategy. Once you pay "table stakes", more money delivers a diminishing return and you can often win the labor market competition with the non-monetary elements.<br />
<br />
A lot of recruiting is not done well so just having a clear, warm and compelling recruiter goes a long way. Research in fact exists that says you increase your chances of having your offers accepted if your candidate likes your recruiter.<br />
<br />
Your recruiter also needs to understand what will attract your candidates. Selling them something they don't care about does not work very well. The vast body of attraction/retention research, including that done at Wentworth, gives you a clue as to what candidates want from their jobs, but asking candidates what's important to them is the best strategy, assuming that the company offers what the candidate wants. If not, one backs away. There is no deal to be made.<br />
<br />
Here's a story to illustrate my point. Years ago, we worked for a utility, recruiting information systems professionals. IBM had just released a new database product. This organization had upgraded their computer systems and had installed this database but was struggling to find employees who knew how to work on it.<br />
<br />
We analyzed the situation and realized that they offered a very special combination of characteristics. They were a utility, very stable and nearly 100% certain to be around for a long time. At the same time, they were at the leading edge of computer technology. We put the word out and attracted and hired just enough people who knew this new database to put one, as a teacher, in each major work group. Then we changed our branding of the job, offering the stability of a utility and training in the new database. We filled 51 jobs in the first year for about 10% of salary, approximately a third of what the utility had paid a contingency firm for the one hire they had achieved in the six months before they brought us in.<br />
<br />
Other big organizations wanted the same people we were hiring, but we out recruited our client's labor market competitors.<br />
<br />
There is more to good recruiting, of course, and the specific prescription for out-recruiting your competition will vary job by job. Give me a call if you'd like to chat about how to do it in your situation. I'm at <a href="tel:310%20732%202301" style="color: #1155cc;" target="_blank" value="+13107322301">310 732 2301</a>.<br />
<br />
Thanks so much.</div>
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<span style="font-family: Times New Roman; font-size: small;">John</span></div>
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<span style="font-family: Times New Roman; font-size: small;"><a alt="http://www.wentco.com" href="http://r20.rs6.net/tn.jsp?f=0017SaAfPkPemKgo7qyRjFEWKPDhXRSc9xgIVlpT7hIeSDBbwNud1LTd83bPknyaCGlCxqG9JDXc-nE2gU_ktS_tTVi5Z8c8x5E21ZVe5BlH265ZkKriv72qTFurlxfq40M0rX4U0mpSoH7x7WXLiufMRSa0Uvtv3fRHJaqct5F8N8=&c=HZK2fwCSxmN6J226_DZvvEJ8j2WWRnj5BVbuFVMQCZ4p2SW80f2SMg==&ch=fVsI4cgG7R0-ARwL2Q4yrsMIGrO4AcbJDQw2YZ8qCRJJrRWzsKrKVQ==" shape="rect" style="color: #1155cc;" target="_blank"><img align="left" alt="John Wentworth Signature" border="0" class="CToWUd" height="50" hspace="5" name="14d9542e86ee5eec_ACCOUNT.IMAGE.2" src="https://blogger.googleusercontent.com/img/proxy/AVvXsEho8v-Fk3-OcANXMaq-0LJWZyCR1Fn80y-IrBt_YjsdVjNtg4zqRTm8Jpxi-zGkONRMXR-Beh4k5mTbKnSVekkaNjYll1nhwysa5j4avk_AdGM3_9ZFhjpNQL9BNPKpQVzjo1gBLl8ST7zEFyNLrFih76qN_IMlXJgraDo=s0-d-e1-ft" vspace="5" width="118" /></a></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-38536962654136063772015-05-15T10:42:00.001-07:002015-05-15T10:54:10.810-07:00How to Find Employees - a thought leadership blog series from John Wentworth #3 THE MORALITY OF STEALING<div style="text-align: center;">
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<b style="color: #0b5394; font-family: inherit;">#3: The Morality of Stealing</b></div>
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I remember when I first got a corporate HR job I was told that we could not direct source candidates. "It's against the rules!" people said. What rules, I wondered. And whose rules?<br />
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It turned out there were no rules. The rules were a myth made up by recruiters who were too shy or embarrassed (or lazy) to call candidates or sources of candidates. But there are still a lot of people today who feel direct sourcing is immoral.<br />
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Since I have earned my living by either doing or managing this poaching, I have spent a lot of time thinking about it.<br />
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My conclusion: it's a rough and tumble world. You either compete or you don't.<br />
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<strong>It's actually a little more complicated than that.</strong><br />
<ul>
<li style="margin-left: 15px;">I think it's mandatory to tell the truth. Lying about a job or a company is just unacceptable to me and to our consultants.</li>
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<li style="margin-left: 15px;">I think it's important to value personal relationships more than recruiting, so we do not, for instance, approach employees of former clients within a very long contractually prohibited period...which usually means forever. Nor do we recruit from friends.</li>
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<li style="margin-left: 15px;">It's also very important to pay attention to the law which can frown severely on inducing someone to break their employment contract while also committing a fraudulent act.</li>
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So we do not solicit candidates directly. We ask for referrals. If they offer up themselves, we ask if they are contractually bound to their employer. If so, we back off. If not, we proceed with that person.<br />
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It's important, I think, to focus on the candidate's ability to say no. The only people who move to a new job are people who are not happy with their jobs. They either were already looking for a job, thinking about looking or were presented with an opportunity that, after interviewing and thinking about it, seemed like a better fit than their current job.<br />
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But here's the big point, to me: capitalism is competitive and that competition extends to recruiting employees.<br />
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If you are interested in how Wentworth can find people you cannot find, or teach your employees how to do it, please call me at <a href="tel:310%20732%202301" style="color: #1155cc;" target="_blank" value="+13107322301">310 732 2301</a>.<br />
<br />
Thanks so much.<span style="font-family: Times New Roman; font-size: small;"><br /></span></div>
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<span style="font-family: Times New Roman; font-size: small;">John</span></div>
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<span style="font-family: Times New Roman; font-size: small;"><a alt="http://www.wentco.com" href="http://r20.rs6.net/tn.jsp?f=0011JLY1zN0AvGiz2lvtji6HeLKMsRK0u1lw5hBDe6CRrmX2ismfCD9-558IaSx5vUlwxFFRu3oG_ZeXY7fiq0Wqia1K6JotC4S8lYIwR5Ck5pt7bvpiU4FJIqECKwRllY1TMn1u1l5Y740lSbfpprzfhk9CYgjqzEUmrWr9wo_gG0=&c=Q4cF9yEZRTm3ShYjntbFCmhbZi75ByMPxR8ZE3OZTA4Al5QSPUjLKw==&ch=fVFgrGVVgGQLZACKgq5H7VbUEI88QEfUxL6J2jiIVIbYSzMs-kr74g==" shape="rect" style="color: #1155cc;" target="_blank"><img align="left" alt="John Wentworth Signature" border="0" class="CToWUd" height="50" hspace="5" name="14d58779e62c2ddd_ACCOUNT.IMAGE.2" src="https://blogger.googleusercontent.com/img/proxy/AVvXsEho8v-Fk3-OcANXMaq-0LJWZyCR1Fn80y-IrBt_YjsdVjNtg4zqRTm8Jpxi-zGkONRMXR-Beh4k5mTbKnSVekkaNjYll1nhwysa5j4avk_AdGM3_9ZFhjpNQL9BNPKpQVzjo1gBLl8ST7zEFyNLrFih76qN_IMlXJgraDo=s0-d-e1-ft" vspace="5" width="118" /></a><br /><br /><br /><br />John Wentworth | President | <a href="tel:310%20732%202301" style="color: #1155cc;" target="_blank" value="+13107322301">310 732 2301</a> | <a href="mailto:johnwentworth@wentco.com" shape="rect" style="color: #1155cc;" target="_blank">johnwentworth@wentco.com</a><br />The Wentworth Company, Inc. / Wentworth Recruiting | <a alt="http://www.wentco.com" href="http://r20.rs6.net/tn.jsp?f=0011JLY1zN0AvGiz2lvtji6HeLKMsRK0u1lw5hBDe6CRrmX2ismfCD9-558IaSx5vUlwxFFRu3oG_ZeXY7fiq0Wqia1K6JotC4S8lYIwR5Ck5pt7bvpiU4FJIqECKwRllY1TMn1u1l5Y740lSbfpprzfhk9CYgjqzEUmrWr9wo_gG0=&c=Q4cF9yEZRTm3ShYjntbFCmhbZi75ByMPxR8ZE3OZTA4Al5QSPUjLKw==&ch=fVFgrGVVgGQLZACKgq5H7VbUEI88QEfUxL6J2jiIVIbYSzMs-kr74g==" shape="rect" style="color: #1155cc;" target="_blank">www.wentco.com</a></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-13629806559610734082015-05-05T11:23:00.005-07:002015-05-18T14:10:37.073-07:00How to Find Employees - a thought leadership blog series from John Wentworth #2 WHERE ARE THEY? <div class="separator" style="clear: both; text-align: left;">
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<b><span style="color: #0b5394; font-family: inherit;">#2: Where are they?</span></b></div>
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A very useful way of figuring out where to look for candidates is represented by the "Spider Diagram" below.</div>
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Candidates are in certain networks, look at certain websites, read certain e-magazines and blogs, belong to certain associations, etc.</div>
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A recruiter can find candidates by accessing the places candidates visit. In our last post, we talked about discovering the organization of a professional community. This is how you do that.</div>
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I remember one of the very first searches I did as a vendor. The job was a manager of voice and data, analog and digital.<br />
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I had friends who were back-room technical voice and data network experts, most of whom managed positions like the one I wanted to fill. I wrote down ten names on a yellow pad (that's how long ago it was!) and started calling. I never got to the end of the list because the first people I called gave me so much help, including successful referrals.<br />
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(A former employee and I, on a long winter drive across Michigan, figured out that you should be able to find anyone with two phone calls. The first call just needs to be to the right person.)<br />
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My friends explained how voice and data networks worked and how both digital and analog technologies fit into the picture (this was in the 1980's and digital technology was new to telecommunications networks). They told me which companies were advanced and which were not. They told me the names of people who were in the professional networks and who knew a lot of potential candidates and the names of professional organizations whose leadership was knowledgeable of the membership.<br />
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In more current times, those same individuals would have told me about websites, blogs, etc. also.</div>
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Also in more current times, if I do not have the "starter" friends, I can find people to talk with on LinkedIn. All of this work provides an education as to how this community was organized, who the experts were, who the vendors are and where to find the user groups or other professional associations.<br />
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The next step, of course, is the hard work. We have, on occasion, looked at as many as 2500 individuals to find a very strong pool of candidates with a rare combination of qualifications.<br />
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This work helps us find the seam of gold: qualified, interested and affordable candidates...and the job gets filled.<br />
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Because we figured out where the candidates are.<br />
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If you are interested in how Wentworth can find people you cannot find, or teach your employees how to do it, please call me at <a href="tel:310%20732%202301" style="color: #1155cc;" target="_blank" value="+13107322301">310 732 2301</a>.<br />
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Thanks so much.<span style="font-family: Times New Roman; font-size: small;"><br /></span></div>
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<span style="font-family: 'Times New Roman';">John</span></div>
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<span style="font-family: Times New Roman; font-size: small;"><a href="http://r20.rs6.net/tn.jsp?f=001559MecaR5vE1DHNhki5bru-1GrEpidShJQmffxbPcZctETP7v7jWicxSsaJMSjUwXbcumMVeAwFQpfoNsNeD3HfT9nsZKt8vIm5E_d2N4bSsdqrDL6P2C4Jl-xMUzYYjcfb3I7u_v2n4ukhSx5fTDuSlgbZ6dBmwJ6I64E0oiO4=&c=kfCtvtuKGRqgDOaX3FhnGNW5ZpFXAoPqzNtRkXXOdg_VnUSLMrnhyg==&ch=rlHUHzl4QaE4ADK9LeCtn0tGZGOC-XGi27GTgdvZSVuMBZeh9BZl4Q==" shape="rect" style="color: #1155cc;" target="_blank"><img align="left" alt="John Wentworth Signature" border="0" class="CToWUd" height="50" hspace="5" name="14d24efbe6a053c6_ACCOUNT.IMAGE.2" src="https://blogger.googleusercontent.com/img/proxy/AVvXsEho8v-Fk3-OcANXMaq-0LJWZyCR1Fn80y-IrBt_YjsdVjNtg4zqRTm8Jpxi-zGkONRMXR-Beh4k5mTbKnSVekkaNjYll1nhwysa5j4avk_AdGM3_9ZFhjpNQL9BNPKpQVzjo1gBLl8ST7zEFyNLrFih76qN_IMlXJgraDo=s0-d-e1-ft" vspace="5" width="118" /></a></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-67916055050207774852015-04-30T08:41:00.000-07:002015-05-15T10:55:35.031-07:00How to Find Employees- a thought leadership blog series from John Wentworth #1 HARD WORK IS THE KEY<div class="separator" style="clear: both; text-align: center;">
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<b style="font-family: 'Times New Roman'; font-size: medium; text-align: center;"><span style="color: #0b5394;">#1: Hard Work is the K<span style="font-family: inherit;">ey</span></span></b></div>
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Finding qualified, interested and affordable candidates is not about technology or magic. It's primarily about hard work. We think that finding candidates is 85% hard work and 15% understanding the organization of a professional community.<br />
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Every professional community is organized in a way that can be figured out.<br />
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Certain companies are big and are leaders. We regularly do searches in which a great employee from a big company realizes they would be happier if they were a bigger fish in a smaller pond. This is not always just ego; often it has to do with their ability to make a high-impact contribution.<br />
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Other companies are not leaders. Some of their top employees may long to be at the top. Often they can be enticed to move to a better or more prestigious company. The hard part is this: do they really have what the leader wants?<br />
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The leadership of professional organizations, particularly leadership of local chapters, is often for us a great source of great referrals. The person giving the referral will likely be a seasoned professional who can tell competence from lack of competence.<br />
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There are vendors whose salespeople know a lot of people. If you are looking for one of the people they know, and they know that person is not happy with his/her current job, you may get an excellent referral. From the salesperson's point of view: do a favor for the candidate now, make a sale to the candidate later.</div>
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There are conferences. A clever internet researcher can find the speakers' lists and sometimes the attendee list. The speakers may be great referral sources and the attendees may be referral sources or candidates themselves. Some recruiters will just attend the conference.<br />
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There are blogs and shared sites where technical people offer suggestions to hard problems. If they give good advice, they may be an excellent employee and worth contacting. We have filled untold numbers of IT jobs in this way.<br />
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You can do more traditional recruiting, run ads, post jobs, or pull resumes off of Monster, all shotgun approaches that will get you a lot of chaff you have to wade through and, often, minus the best candidates. Not always, but usually, precisely targeted recruiting works better. </div>
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But you need to know how the community is organized so you know what to do, where to look and whom to call or email. A former employee used to tell me: you should be able to find anyone in two phone calls; the first call just has to be to the right person.<br />
<br />
Smart hard work is the key. Not magic or packaged tricks.<br />
<br />
If you are interested in how Wentworth can find people you cannot find, or teach your employees how to do it, please call me at <a href="tel:310%20732%202301" style="color: #1155cc;" target="_blank" value="+13107322301">310 732 2301</a>.<br />
<br />
Thanks so much.</div>
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<span style="font-family: Times New Roman; font-size: small;"><br /><span style="font-size: 11pt;">John</span></span></div>
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<span style="color: black; font-family: Times New Roman; font-size: small;"><a alt="http://www.wentco.com" href="http://r20.rs6.net/tn.jsp?e=001Tm_paFznbw7zv_F71cz0eE3I_A3EjGhNiQuLIlG5fKeIzPTgDXe2H_6dpWvS6evpqVXJR2MPoFjpa_GseARGpTDZET2W3-eRW8Q0tLkBrmA=" shape="rect" style="color: #1155cc;" target="_blank"><img align="left" alt="John Wentworth Signature" border="0" class="CToWUd" height="50" hspace="5" name="14cfbe1bd85ae2e8_ACCOUNT.IMAGE.2" src="https://blogger.googleusercontent.com/img/proxy/AVvXsEhyaJi_3qEUS1RAUr8ot1YfouvyzfMFkEGXm8WmSZyzS5WuiKB0x1ULu1nv9e0OX7cSALAMa0Sg21ioBqp7MjtoL6ecLXhdnTi4rahBR9988xK1Flx5fDsLLxzDyqpPHiFw4bDLOLkROsh8_eUM5F3UukP-cejmKrOwSHjsSV6SNBIIUQ=s0-d-e1-ft" vspace="5" width="118" /></a><br /><br /><br /><br />John Wentworth | President | <a href="tel:310%20732%202301" style="color: #1155cc;" target="_blank" value="+13107322301">310 732 2301</a> | <a href="mailto:johnwentworth@wentco.com" shape="rect" style="color: #1155cc;" target="_blank"><span class="il">johnwentworth@wentco.com</span></a><br />The Wentworth Company, Inc. / Wentworth Recruiting | <a alt="http://www.wentco.com" href="http://r20.rs6.net/tn.jsp?e=001Tm_paFznbw7zv_F71cz0eE3I_A3EjGhNiQuLIlG5fKeIzPTgDXe2H_6dpWvS6evpqVXJR2MPoFjpa_GseARGpTDZET2W3-eRW8Q0tLkBrmA=" shape="rect" style="color: #1155cc;" target="_blank">www.wentco.com</a></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-7381515395573776582014-05-14T11:49:00.000-07:002014-05-14T13:51:51.312-07:00<h2 style="text-align: center;">
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<span style="line-height: 115%;"><span style="color: #990000; font-family: Verdana, sans-serif; font-size: x-large;">TRANSFORMATIONAL LEADERSHIP</span></span></h2>
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<span style="line-height: 115%;"><span style="color: #0b5394; font-family: Verdana, sans-serif; font-size: large;"><b>If you will be in Southern California on May
31,</b></span></span><br />
<span style="line-height: 115%;"><span style="color: #0b5394;"><span style="font-family: Verdana, sans-serif; font-size: large;"><b>please join us! </b></span><span style="font-family: Times, Times New Roman, serif; font-size: 14pt;"> </span></span></span></div>
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<span style="font-family: Verdana, sans-serif;"><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px; text-align: left;">I would like to introduce yo</span><span style="color: #20124d; font-weight: normal; line-height: 27.600000381469727px; text-align: left;">u to an innovativ</span><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px; text-align: left;">e new speaker series that is </span><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px; text-align: left;">being formed around Loyola Marymount University's College of Business Administration's Business Exchange. Wentworth </span><span style="color: #1c4372; text-align: left;"><span style="font-weight: normal; line-height: 27.600000381469727px;">was invited to partner with LMU's Dr. Charles Vance to reimagine the series. Our new focus is on </span><span style="line-height: 27.600000381469727px;"><b>transformational </b></span></span><b><span style="color: #1c4372; line-height: 27.600000381469727px; text-align: left;">leadership and the art of managemen</span><span style="color: #1c4372; line-height: 27.600000381469727px; text-align: left;">t.</span></b></span></div>
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<span style="font-family: Verdana, sans-serif;"><span style="color: #1c4372;"><span style="font-weight: normal; line-height: 27.600000381469727px;">The first presentation of this new effort will be held at Loyola's Westchester (West Los Angeles) campus </span></span><span style="color: #1c4372; line-height: 27.600000381469727px;"><b>Saturday Morning, May 31, 2014, 10am to 12:30pm</b></span><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px;"> and includes lunch.</span></span></div>
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<span style="font-family: Verdana, sans-serif;"><span style="color: #1c4372;"><span style="font-weight: normal; line-height: 27.600000381469727px;">Our speaker is Randy Noe, author of </span><span style="line-height: 27.600000381469727px;"><b>"Leading Well: The Essence of Wholehearted Inspirational Leaders,"</b></span><span style="font-weight: normal; line-height: 27.600000381469727px;"> a new book that </span></span><span style="color: #1c4372;"><span style="font-weight: normal; line-height: 27.600000381469727px;">captures the stories of outstanding leaders who "...while wonderfully unique, share one thing in common. They all show </span></span><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px;">up in their authenticity. They invite us to lead with our own authenticity ...being 'all in' ourselves." </span></span></div>
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<span style="font-family: Verdana, sans-serif;"><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px;">For more about </span><span style="color: #1c4372; font-weight: normal; line-height: 27.600000381469727px;">Randy and his presentation,<a href="http://cba.lmu.edu/media/lmucollegeofbusinessadministration/Business%20Exchange%20PDF.pdf" target="_blank"> please click here for the flyer.</a></span></span></div>
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<span style="color: #1c4372;"><span style="font-family: Verdana, sans-serif; font-weight: normal; line-height: 27.600000381469727px;">Thank you for considering joining us. Please <a href="https://lmutpg.lmu.edu/C20995_ustores/web/product_detail.jsp?PRODUCTID=151&SINGLESTORE=true" target="_blank">click here</a> to go directly to registration (there is a small cost).</span></span></div>
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<span style="color: #1c4372; line-height: 115%;"><span style="font-family: Verdana, sans-serif;"><b>John Wentworth<o:p></o:p></b></span></span></div>
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<span style="font-family: Verdana, sans-serif;"><b><span style="color: #1c4372; line-height: 115%;">310 732 2301 |
President</span><span style="color: #4e8ad3; line-height: 115%;"> | </span><a href="mailto:johnwentworth@wentco.com"><span style="color: #1c4372; line-height: 115%;">johnwentworth@wentco.com</span></a><span style="color: #1c4372; line-height: 115%;"><o:p></o:p></span></b></span></div>
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<span style="font-family: Verdana, sans-serif;"><b><span style="color: #1c4372; line-height: 115%;">The Wentworth Company,
Inc. |
Wentworth Recruiting</span><span style="color: #4e8ad3; line-height: 115%;"> | </span><span style="color: #1c4372; line-height: 115%;"><a href="http://www.wentco.com/">www.wentco.com</a></span></b></span><span style="color: #1c4372; font-size: small; line-height: 115%;"><o:p></o:p></span><br />
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<b><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif;"><span style="color: #1c4372;">DIRECTIONS</span><o:p></o:p></span></span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">LOYOLA MARYMOUNT UNIVERSITY’S COLLEGE OF BUSINESS ADMINISTRATION’S </span><span style="color: #20124d; font-family: Verdana, sans-serif;">BUSINESS EXCHANGE</span></div>
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<span style="color: #20124d;"><span style="font-family: Verdana, sans-serif;">SATURDAY MORNING, MAY 31, 2014, 10AM TO 12:30PM (INCLUDES LUNCH)</span><span style="font-family: Verdana, sans-serif;">MCINTOSH CENTER, UNIVERSITY HALL, LOYOLA MARYMOUNT, WESTCHESTER CAMPUS</span></span></div>
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<span style="font-family: Verdana, sans-serif;"><span style="color: #20124d;"><b>TO THE MCINTOSH CENTER, UNIVERSITY HALL</b></span></span></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">When you enter the University from Lincoln Boulevard, University Hall is the first building on your right. It is large and long and used to be the Hughes Aircraft HQ. There is no need to stop at the guard kiosk. </span></div>
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<b><span style="color: #20124d; font-family: Verdana, sans-serif;">Parking</span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">Turn right into the first driveway. Park in section C, levels P2 and P3. Do not worry about paying for parking. </span></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">There is no parking charge on Saturday. Take the elevator from Parking to the first floor, enter the main area, turn left, walk to the end and take the escalators to the third floor. Take three lefts once you reach the third floor and you will be there.</span></div>
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<b><span style="color: #20124d; font-family: Verdana, sans-serif;">The Room</span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">The McIntosh Center is on the third floor of University Hall in the northeastern end of the building, two floors above the Lion's Den Coffee House. After you enter the main part of the first floor from Parking, turn left, walk to the end and take the escalators to the third floor. Take three lefts once you reach the third floor and you will be there.</span></div>
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<b><span style="color: #20124d; font-family: Verdana, sans-serif;">Please call (310) 732 2301 (John’s phone) if you have any questions.</span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;"><b>TO THE UNIVERSITY CAMPUS</b></span></div>
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<b><span style="color: #20124d; font-family: Verdana, sans-serif;">From the South: </span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">Travel on 405 North, exit on La Tijera, make a left onto La Tijera. Take La Tijera until Manchester Boulevard and make a right (traveling west). Stay on Manchester until you reach Lincoln Boulevard and make a right. On Lincoln Boulevard, proceed for approximately 3/4 of a mile until you arrive at our main entrance on the corner of Lincoln and LMU Drive. </span></div>
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<b><span style="color: #20124d; font-family: Verdana, sans-serif;">From the North: </span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">Travel on 405 South, exit on Jefferson Blvd., and turn right. Head west and make a left onto Lincoln Blvd. Head south and turn left into the campus on LMU Drive. </span></div>
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<b><span style="color: #20124d; font-family: Verdana, sans-serif;">From the East (using the 105 Freeway): </span></b></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">Travel on 105 West, exit on Sepulveda Blvd., and go north. Remain in either of the left two lanes and merge onto Lincoln Blvd. Follow Lincoln Blvd north past Manchester Blvd. Turn right onto LMU Drive. </span></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;"><b>From the East (using the 10 Freeway</b>): </span></div>
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<span style="color: #20124d; font-family: Verdana, sans-serif;">Travel on 10 West to 405 South, exit on Jefferson Blvd., and turn right. Head west and make a left onto Lincoln Blvd. Head south and turn left into the campus on LMU Drive.</span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-91900044123931858732014-02-21T10:50:00.000-08:002014-02-21T10:50:50.639-08:00<div align="center">
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<b><span style="font-size: x-large;">A Very Fine Compliment</span></b></div>
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<span style="font-size: 11pt;">Dear Colleague,</span></div>
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Denis Gorshkov is the CEO of Diatom Enterprises - an international software
company, based in Riga, Latvia, specializing in development of applications
for mobile phones across all platforms (<a href="http://r20.rs6.net/tn.jsp?f=001X_0sEmYUtLgmhjBeOh5duJqP2pcexfsq1FWW8KusRwItl3F9bFIdzsH3zkesN3XbM87_oY9oGS76E654RyInpjgJu878-w05b7DGMHJpTSTOCOCN8sN_Jedm_spFZrk8UU_XQaV1c9hrEKcHHiJ_sNFlRP2bCeH-IZaF1qJOg_J2Mb8j0KPPSw==&c=TtwzkGqx07jDpweExrcVoVnWOHBFb-xuJ0d9WYn6XV68B7n5iGVKQw==&ch=W1v_A_Aqzx7TpPb1_7jyIEomkTP1LI_CPK0graIaEs39re5t78ixrg==" target="_blank">www.diatommobile.com</a>). Lured by a recommendation
and the promise of quality and affordable prices, we asked them to develop a
couple of applications for us in 2006. The applications worked the
first time they were installed and continue to work today. Over the
years, Denis and I became friends.<br />
<br />
In 2013 Diatom decided to hire a local USA salesperson. <br />
<br />
Denis wrote:<br />
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<em><span style="font-size: 11.0pt;">I decided to use the services of The Wentworth
Company. By that time I had known John Wentworth for almost a decade and was
confident that his advice would never put me in a harm's way.</span></em></div>
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<em><span style="font-size: 11.0pt;">My requirements were simple. I had a successful
European salesperson on staff and I wanted to clone him in California.
John's team engaged me and my team members in a series of interviews about
what we needed that were the quintessence of top notch professionalism. Upon
the completion of the interviews, The Wentworth company produced a document
which outlined the job requirements and described my company with the utmost
precision.</span></em></div>
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<em><span style="font-size: 11.0pt;">During the following stages of the hiring process
the relevance of each candidate was carefully and scientifically documented
and reported back to us. Each week we received detailed status reports
showing exactly what was done literally to every hour spent.</span></em></div>
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<em><span style="font-size: 11.0pt;">Out of the pool of several highly qualified
candidates we picked and hired a sales professional. This was September 2013.</span></em></div>
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<em><span style="font-size: 11.0pt;">As I write this letter, in January 2014, Diatom
Enterprises has opened an office in Long Beach, California. The salesperson
whom we hired with the help of Wentworth has proved to be an extremely
valuable resource to us. The investment Diatom Enterprises made has paid off
to every penny.</span></em></div>
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<em><span style="font-size: 11.0pt;">I eagerly recommend John Wentworth and his team of
professionals to any C level decision maker who is looking for a XXI century
recruiting company that operates at the level of professionalism and science
we all should strive to attain.</span></em></div>
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<span style="font-size: 11.0pt;">We are flattered that Denis took the time to
write. We would be pleased to do this for you.<br />
</span><br />
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<span style="color: black; font-size: 11pt;"><b>John Wentworth | </b></span><b style="font-size: 11pt;">President</b></div>
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<span style="color: black; font-size: 11pt;"><b>The Wentworth Company, Inc. / Wentworth Recruiting<o:p></o:p></b></span></div>
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<span style="font-size: 11pt;"><b>310 732 2301 | <span style="color: black;"><a href="mailto:johnwentworth@wentco.com" linktype="1" shape="rect" target="_blank" track="on">johnwentworth@wentco.com</a> | </span></b></span><a href="http://r20.rs6.net/tn.jsp?e=001zISeYuNSDbIVBcVs0ICEJJ_u__rZ0WTP6wPeGfJz-dp7_LLRrLMQuHdC4QJbuldk3sPUmtpWaN3uTXU73bw9pFzLtvF9c-gJxpRFgMUR_y8=" linktype="1" shape="rect" style="font-family: Arial, sans-serif;" target="_blank" track="on"><span style="font-family: 'Times New Roman', serif; font-size: 11pt;"><b><span style="color: black;">www.wentco.com</span></b></span></a></div>
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<strong><u><span style="color: #454545;"><br /></span></u></strong></div>
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<strong><u><span style="color: #454545;">What some are saying about us!</span></u></strong><span style="color: #454545;"><o:p></o:p></span></div>
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<span style="color: #454545;">"<em>You are the best recruiters that I've worked with in the approximately 25 years that I've had any contact with recruiters.</em>" ~ CEO, Manufacturing</span></div>
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<strong><span style="color: #454545; font-size: 11pt;">Wentworth Recruiting, a certified very small, small and </span></strong></div>
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<strong><span style="color: #454545; font-size: 11pt;">disabled veteran owned business.</span></strong></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-57933176589347054012014-02-13T15:39:00.001-08:002014-02-13T15:48:38.154-08:00<div align="center">
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<strong><span style="color: #454545; font-size: 14.0pt;">Our Recommendation: Michael Utvich</span></strong></div>
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<span style="color: black; font-size: 11.0pt;">Dear Colleague,</span><span style="color: black; font-family: "Arial","sans-serif"; font-size: 11.0pt;"><o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;">I cannot remember the last time I endorsed someone, but, my purpose in this post is to introduce you to
Michael Utvich, an award-winning author and expert in Product Launch and
business development marketing. (<a href="http://r20.rs6.net/tn.jsp?e=001zISeYuNSDbIVBcVs0ICEJJ_u__rZ0WTP6wPeGfJz-dp7_LLRrLMQuHdC4QJbuldk3sPUmtpWaN0XEWU9qHJjegAsKq3tc59uowjk5AO2dIyJI3JEd2qEiRFzNL-OA0SRaJpVsRZIRfotyicVsfFygOLgui19b1fc" linktype="1" shape="rect" target="_blank" track="on">Web site: geniusstone.com</a>,
<a href="http://r20.rs6.net/tn.jsp?e=001zISeYuNSDbIVBcVs0ICEJJ_u__rZ0WTP6wPeGfJz-dp7_LLRrLMQuHdC4QJbuldk3sPUmtpWaN08yyFQApmMMaIkoBBY86b-57vb8l3ReaolMhPFPRBkMbXnDY-EfEAb" linktype="1" shape="rect" target="_blank" track="on">LinkedIn: utvich</a>)
Michael has been kind enough to take me under his wing and teach me an
astonishing amount about how to brand Wentworth and then how to
"launch" this new brand. <br />
<br />
Having been in business for more than 30 years, I hate to confess my shortcomings
as an entrepreneur, but branding and marketing have been prominent among
them. Additionally, our old image no longer fit because we had done a
lot of work to refine and invigorate our recruiting and employee management
services. Michael was able to distill my ramblings about our new
approach into one powerful very short paragraph:<o:p></o:p></span></div>
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<em><span style="color: black; font-size: 11.0pt;">"We offer our clients a unique, innovative and
science-based approach to recruiting. We deliver candidates carefully
screened against 50 criteria and we deliver the precise information
organizations need to make successful, sustainable hiring decisions.
Our service is managed by a PhD psychologist and/or former Vice Presidents
of Human Resources."</span></em><span style="color: black; font-size: 11.0pt;"><o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;">Michael then went on to give me tremendously useful
ideas about how to enhance our referral network...powerful ideas I had
never thought of.<o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;">But the most profound gift Michael gave me was changing
my thinking about my company. That change has allowed one of our
senior staff and me to start writing courses, workshops and speeches about
how our unique methodology can help companies. I had major writers'
block until I spent time with Michael.<o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;">All of this has been accomplished in two face-to-face
conversations, five phone calls and a few emails.<o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;">If you are
facing any marketing obstacles, I would urge you to reach out to Michael
through <a href="mailto:Michael@utvich.com" linktype="2" shape="rect" target="_blank">Michael@utvich.com</a>. He is not only one of the smartest
people I've met, but he knows the heck out of marketing.<o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;"><br />
Best regards,<o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;"><br />
<strong>John</strong><o:p></o:p></span></div>
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<span style="color: black; font-size: 11.0pt;"><b>John
Wentworth | </b></span><b style="font-size: 11pt;">President</b></div>
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<span style="color: black; font-size: 11.0pt;"><b>The Wentworth
Company, Inc. / Wentworth Recruiting<o:p></o:p></b></span></div>
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<span style="font-size: 11pt;"><b>310 732 2301
| <span style="color: black;"><a href="mailto:johnwentworth@wentco.com" linktype="1" shape="rect" target="_blank" track="on">johnwentworth@wentco.com</a> | </span></b></span><a href="http://r20.rs6.net/tn.jsp?e=001zISeYuNSDbIVBcVs0ICEJJ_u__rZ0WTP6wPeGfJz-dp7_LLRrLMQuHdC4QJbuldk3sPUmtpWaN3uTXU73bw9pFzLtvF9c-gJxpRFgMUR_y8=" linktype="1" shape="rect" style="font-family: Arial, sans-serif;" target="_blank" track="on"><span style="font-family: 'Times New Roman', serif; font-size: 11pt;"><b><span style="color: black;">www.wentco.com</span></b></span></a></div>
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<strong><u><span style="color: #454545;">What some are saying about us!</span></u></strong><span style="color: #454545;"><o:p></o:p></span></div>
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<span style="color: #454545;">"<em>You are the best recruiters that I've
worked with in the approximately 25 years that I've had any contact with
recruiters.</em>" ~ CEO, Manufacturing</span></div>
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<strong><span style="color: #454545; font-size: 11.0pt;">Wentworth Recruiting, a certified
very small, small & </span></strong></div>
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<strong><span style="color: #454545; font-size: 11.0pt;">disabled veteran owned business.</span></strong><span style="color: #454545; font-size: 11.0pt;"><o:p></o:p></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-8591918739226881872014-01-22T16:59:00.000-08:002014-01-22T18:44:35.175-08:00Our Clients Write Us...<div style="background-color: white; text-align: center;">
<span style="text-align: left;"><b><span style="color: red; font-family: Times, Times New Roman, serif; font-size: x-large;">COMPLIMENTS</span></b></span></div>
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">Compliments confirm that the recruiting we deliver works. </span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;"><i>This is important to us because we ask a lot of our consultants.</i></span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">Judy Tabak, one of our senior people, has been the VP of Human Resources at three companies and also has a long recruiting history. She is driven and particularly concerned about the match between the hired candidate and the boss. </span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;"><i>He has been a terrific addition...and a happy employee.</i></span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">A technical client wrote this: “I want to share feedback from [a web developer we hired through Wentworth]:<b> </b></span><span style="background-color: white; color: #999999; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;"><b>‘I have never been happier at a job than I have been at this one. You are an excellent boss and mentor. I am honored to be a part of the team.’ </b></span><span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">He has been a terrific addition."</span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<i style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">Judy is also concerned that the new hire will deliver.</i><br />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px;"><br /></span>
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px;">Another client asked us to help fill a VP of Human Resources. </span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">We filled the job and the CEO wrote, “[The successful candidate] is the best. Four days in and she is already a tremendous asset.”</span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;"><i>Great job.</i></span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">The consultant who introduced us to the CEO wrote, “I am usually a pretty harsh critic of search firms but I think that Judy Tabak of Wentworth did a great job on this one. [The CEO] is very happy with the candidate. I think [the client] will pay about a 15% fee overall for the search which is a good deal.”</span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">They actually spent just over 18%.</span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;"><i>Nice to know that Wentworth was indeed a good performer!</i></span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;">The consultant’s boss wrote: “I was impressed about how they kept [the CEO] abreast and the number of candidates they screened. I’ve known John Wentworth for almost 20 years and feel that he’s a straight shooter. Some people pooh-pooh search firms that are paid hourly but the other firms don’t track how they spend the fees they collect nearly as well.”</span><br />
<br style="background-color: white; color: #5f507d; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 14px; text-align: justify;" />
<span style="background-color: white; color: #5f507d; font-family: verdana, arial, helvetica, sans-serif; font-size: 14px; text-align: justify;"><i>The compliments are well deserved. Judy is available to provide this level of service to you.</i></span><br />
<span style="font-family: verdana, arial, helvetica, sans-serif;"><i><br style="background-color: white; color: #5f507d; font-size: 14px; text-align: justify;" /></i></span>
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<span lang="en-US" style="font-family: Calibri; font-size: 13pt; font-weight: bold;">We offer our clients a unique, innovative and science-based approach to recruiting. We deliver candidates carefully screened against 50 criteria and we deliver the precise information you need to make successful, sustainable hiring decisions. Our service is managed by a PhD psychologist and/or former Vice Presidents of Human Resources.<o:p></o:p></span></div>
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<span lang="en-US" style="font-family: Calibri; font-weight: bold;">John Wentworth | 310 732 2301 | </span><a href="mailto:johnwentworth@wentco.com"><span lang="en-US" style="font-family: Calibri; font-weight: bold;">johnwentworth@wentco.com</span></a><span lang="en-US" style="font-family: Calibri; font-weight: bold;"> | www.wentco.com</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-50967774486152571072013-12-10T13:21:00.000-08:002013-12-10T13:24:41.312-08:00What are Contingent, Retained, RPO Recruiting? <div class="MsoListParagraph" style="margin-bottom: 0.0001pt; text-align: center; text-indent: -0.25in;">
<span style="color: #999999;"><span style="font-size: 12pt; font-weight: bold; text-align: center;">20 QUESTIONS ABOUT WENTWORTH RECRUITING</span></span></div>
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<span lang="en-US" style="color: #c00000; font-size: 20pt; font-weight: bold;">#5: What’s the difference between contingent and retained? What is RPO? What is on-site recruiting? <o:p></o:p></span></div>
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<span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">In 1984, a division of Xerox invited us to set </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">up a temporary recruiting function</span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;"> in their offices. </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">In 28 weeks, we filled 28 off-brand assembly language programmers.</span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;"> With that, </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">we gave birth to on-site contract recruiting in Southern California.<o:p></o:p></span></div>
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<br /></div>
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<span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">“Contingency” means you only pay if you hire someone from the vendor</span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">. Seems like a good idea, doesn’t it? Take a look at this: </span><a href="http://app6.websitetonight.com/projects/1/3/5/0/1350388/uploads/COMPARISON.pdf" target="_blank"><span lang="en-US" style="font-family: Calibri; font-size: 13pt;">TABLE COMPARING </span><span lang="en-US" style="font-family: Calibri; font-size: 13pt;">RECRUITING BUSINESS MODELS</span></a><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;"> and you may not think so any more. It’s a brutal and imprecise sales (not service) business, with lots of </span><span lang="en-US" style="font-family: Calibri; font-size: 13pt; text-indent: 0pt;">at-bats required to get a hit. </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13pt; font-weight: bold; text-indent: 0pt;">The best recruiters get out into a saner environment. </span></div>
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<span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">“Retained” means you pay up front</span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">, often in three payments. Virtually no one offers contingency to help fill positions above $125,000/year in salary, so </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">most vendors who are qualified to help with senior jobs are retained</span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">. A few, like Wentworth, charge hourly, providing a better alignment of interests and, thus, better results.<o:p></o:p></span></div>
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<span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">“Hourly” means you pay hourly, as you do for a lawyer or accountant. If the recruiter’s work is measured, so you can know if they are worth their rates or not. </span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">Wentworth charges hourly. We </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">set goals </span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">for each project, </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">report weekly </span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">as to progress against the goals and </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">offer a no-penalty, any-time ability for the client to cancel. </span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">Our clients can make choices to </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">control the cost </span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">of our services. </span><span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">We supervise our work with a very senior Wentworth manager to make sure our clients are delighted.<o:p></o:p></span></div>
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<span lang="en-US" style="color: #c00000; font-family: Calibri; font-size: 13.0pt; font-weight: bold; language: en-US; mso-ansi-language: en-US; mso-ligatures: none;">“ RPO” (recruitment process outsourcing) is just a fancy name </span><span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">for the more complete version of on-site contract recruiting. The vendor does it all except make the hiring decision, typically on-site.<o:p></o:p></span></div>
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<span lang="en-US" style="font-family: Calibri; font-size: 13.0pt; language: en-US; mso-ansi-language: en-US; mso-bidi-font-weight: bold; mso-ligatures: none;">Obviously, having spent 30+ years refing how we do our work, we think hourly combined with measuring the work, from your site, from our offices or a combination, provides the best outcome for you. This client thinks so, too:</span></div>
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<span lang="en-US" style="font-size: 12pt; font-weight: bold;">“You are the best recruiters that I've worked with in the approximately 25 years that I've had any contact with recruiters.”<o:p></o:p></span></div>
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<span lang="en-US" style="font-size: 12pt; font-weight: bold;">We offer our clients a unique, innovative and science-based approach to recruiting. We deliver candidates carefully screened against 50 criteria and we deliver the precise information you need to make successful, sustainable hiring decisions. </span><br />
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<span lang="en-US" style="font-size: 12pt; font-weight: bold;">Our service is managed by a PhD psychologist and/or former Vice Presidents of Human Resources.<o:p></o:p></span></div>
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<span style="color: #999999; font-family: Times, Times New Roman, serif;"><b>John Wentworth | 310
732 2301 | </b><a href="mailto:johnwentworth@wentco.com"><b>johnwentworth@wentco.com</b></a></span><b><span style="color: #999999; font-family: Times, Times New Roman, serif;"> |
<a href="http://www.wentco.com/">www.wentco.com</a></span><o:p></o:p></b></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-512737255949169700.post-74108703509003889792013-12-04T11:26:00.001-08:002013-12-04T11:26:32.046-08:00FROM THE FEDS and ADP: Two Pieces of Good News<b><span style="font-family: Arial, Helvetica, sans-serif;"><span class="red" style="font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px;">November 2013: </span>ADP National Employment Report®</span></b><br />
<br />
<h2>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;">U.S. Economy </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;"><u>Added 215,000 Private-Sector Jobs</u></span><span style="font-family: Arial, Helvetica, sans-serif; font-size: small; font-weight: normal;"> in November, According to ADP National Employment Report.</span></h2>
<h2>
<span style="font-weight: normal;"><span style="color: #cc0000; font-family: Arial, Helvetica, sans-serif; font-size: small;">See more at: <a href="http://www.adpemploymentreport.com/#sthash.2UL9VPCk.dpuf" target="_blank">November 2012 ADP Employment Report</a></span></span><br />
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<span style="color: #252525; font-weight: normal;"><br /></span>
<span style="color: #252525;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">October 2013: New Residential Sales</span></span><br />
<span style="color: #252525;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;"><br /></span></span>
<span style="font-family: Arial, Helvetica, sans-serif; font-size: small;"><span style="font-weight: normal;">Sales of new single family houses
in October 2013 were 444,000 at a seasonally adjusted annual rate, </span><u>up 25.4
percent from September</u><span style="font-weight: normal;">’s revised rate and up 21.6 percent from October 2012.</span></span></h2>
<span style="color: #cc0000; font-family: Arial, Helvetica, sans-serif;">See more at: </span><a href="http://content.govdelivery.com/attachments/USESAEI/2013/12/04/file_attachments/255430/New%2BResidential%2BSales%2B%2528October%2B2013%2529.pdf" style="font-family: Arial, Helvetica, sans-serif;" target="_blank">New Residential Sales (October 2013)</a>Unknownnoreply@blogger.com0