Elevate 2015 Roundup (Part 3)

Elevate 2015 Roundup (Part 3)

March 26, 2018 - 5 minute read -
recruiting elevate-2015 hr

Hello, readers!

We hope you had a restful Thanksgiving holiday with your families and friends. This holiday, we took the time to finish the last part of our Elevate 2015 Roundup series. We hope you will enjoy our summary.

Again, if you do not know, Elevate 2015 is the world’s largest virtual summit organized by HireVue and BambooHR last week to discuss all things HR and business. Our first roundup covers 7 best webinars by industry thought leaders in Recruiting & Leadership tracks. Our second roundup covers in Talent Management & Culture tracks.

In this last roundup, you will find the best practices and advices in Scouring Talent & HR Research, Tips, & Tricks. Read on!

Track 5 – Scouring Talent


Hiring from the Ground Up


Maren Hogan (@marenhogan)

Maren Hogan is a marketing agency owner with experience in finance, social media, and software startups niches. She’s particularly adept at implementing a full-service marketing plan.

In this webinar, Maren Hogan highlights her structure for hiring management. Successful hiring is very much a delicate process (and balance) of evaluating a prospect’s hard and soft skills in relation to the company culture and values. A bad hire is almost statistically certain to lean your bottom line, so it’s always preferable to get it right from the start.

So let’s dive right into the potential conflict:

  • A poor hire will hurt your business and will likely make your employees less productive in their efforts to play catch-up. Unfortunate to say the least. 
  • In most cases, you’re better off to avoid hiring family and friends. Becoming the master of your professional destiny is a blessing, but unless it’s possible to separate familial ties from professional leadership, it’s best to avoid this dynamic. 
  • Sometimes an employee is simply mismatched to the position. Whether it be a conflict in workplace culture (vest-and-tie over jeans-and-polo) or expectations, sometimes it just doesn’t work out. 

But here’s the counter:

  • Honesty, clarity, and transparency. Be open with your prospect employees about what’s to expect from their performance and alignment in the company. Do your best to highlight the difficult and perhaps unwelcomed aspects of the position. No doubt things can always go wrong, but this is your surefire strategy. 


Building a Magnetic Culture: How to Attract & Retain an Engaged, Productive Workforce

Kevin Sheridan (@KevinSheridan12)

Kevin Sheridan has spent thirty years as a high-level human capital management consultant. He has served several corporations to maximize the professional talent process and has earned distinctive awards, including being a New York Times Bestselling Author.

Kevin’s charged webinar outlines the processes of employee engagement, with an emphasis on passion. As Kevin puts it, we spend too much time at work not to have fun.

Here’s where we’re hurting:

  • The onboard hiring process is too-often disastrous. In a recent Minneapolis-based study, an astonishing 1 out of 25 quit on their first day of work. On top of that, 44% of employees reported that they had a positive onboarding experience. 
  • Poor interview skills define professional interactions. To be clear, texting or chewing gum during the interview process is always a big no-no. 
  • Too many workers are simply unengaged and deactivated from their work. This might reflect a poor hire or a possible need for restructure in the company culture. 

Here’s how we can do better:

  • Trust your hiring instinct. Be on-alert for red flags before they become detrimental to the structure of your organization. Conversely, trust in your prospect’s sense of emotional maturity and cultural work ethic. 
  • Nurture engagement with outstanding leadership. 
  • Leverage your employee’s personal interest into a driver of engagement. Do you have a movie buff in the office? Leaving a couple box office tickets (candy wouldn’t hurt either) and a note about how much you appreciate their work is incredibly powerful. 

Track 6 – HR Research, Tips, & Tricks


The New High-Performer: Why Challengers Succeed

Matt Dixon (@matthewxdixon)

Matt Dixon, an executive Director of Research at CEB, possesses an unrelenting drive to answer the questions that senior executives often take for granted. For more than fifteen years, Matt has worked to uncover the truth behind the conceptual pillars of sales and customer service.

Matt’s deconstructive webinar points to the fundamental shakeup of the sales world, and generously outlines what it takes to succeed in today’s arena. The traditional Buyer’s Journey has changed dramatically in the last decade and it hasn’t been a totally painless transition. However, there’s a very specific and specialized “type” of salesperson (we’ll call them Challengers for clarity’s sake) that thrives in this modern climate.

So let’s get right down to the tension:

  • The function of the modern salesperson has been narrowed with the consumer’s ease of access to data, technology, and information. Under this new normal, too many salespeople have nothing to talk to their customers about except the bottom line (i.e. price). This can make for a stiff and uncomfortable sales process for all. 
  • Customers are engaging in the leg work of the sales process themselves. This kind of maneuverability is inflexible to the magic and ritual of excellent customer service. After all, sales are fundamentally rooted to the art of conversation, value, and engagement. 
  • Our biggest competitor is our customers’ ability to learn on their own. All too often, our customers’ minds are made up by the time they engage with your salesperson, rendering them financial gatekeepers. 

Here’s where Challengers succeed:

  • They’ve identified the specific drivers of customer loyalty with hard data. In other words, they know precisely what the contemporary customers want, and more importantly, how they want it. Challengers position themselves as flexible transistors of value, and they  always deliver. 
  • They are not afraid of a constructive argument. By nature, they like to present alternative possibilities and “imagine things to be otherwise.” They are not aggressive or domineering, but we’ll leverage our positions with tact and care, to the benefit of your purchase. 
  • They know how to provide specialized value beyond an internet search. There are some things you simply can’t download or access from a landing page. They’ve made it their business to master the technical details of their products, and they are happy to lend their hand in service.  

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