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How to Effectively Recruit

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High Technology
– Second level
• Third level
Personnel
– Fourth level
» Fifth level
Steve Burns - Steve Burns Consulting
Blair Baldwin - PinnAcle Consulting

1
• Steve Burns Consulting PinnAcle Consulting •
Seminar Background

I. SEMINAR BACKGROUND

• Steve Burns Consulting PinnAcle Consulting •

Seminar Context

1. What is the Context of this Seminar?

• The OHTC/STCO has worked very closely with the high
technology community to identify and address relevant issues
through specific projects and seminars
• The OHTC’s HR Working Group, which is facilitated by the
STCO and comprised of high technology companies, identified
a number of hot HR topics with which companies needed help
• This HR seminar series is a direct result of the efforts of the
HR Working Group and is being sponsored and subsidized by
the OHTC and the STCO
• Your company should consider joining the OHTC to receive
all of the benefits, which includes seminars like these
• See Laurel Douglas after the seminar for more information
about joining the OHTC and upcoming high technology events

• Steve Burns Consulting PinnAcle Consulting •

Introductions

II. INTRODUCTIONS

• Steve Burns Consulting PinnAcle Consulting •

Who Are We?

1. Who are Steve Burns and Blair Baldwin?

• We both own and operate our own consulting businesses in
the Okanagan – Steve Burns Consulting and PinnAcle
Consulting
• We work very closely together to serve the needs of high
technology companies in the areas of Human Resources,
Marketing/Sales, Finance and Business Strategy
• Our client base also includes manufacturers, tourism
operators, service providers as well as public sector agencies.

• Steve Burns Consulting PinnAcle Consulting •

Who Are You?

Who are you?

• Steve Burns Consulting PinnAcle Consulting •

Agenda

III. OUR AGENDA

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What We Will Cover

What we will cover

1. How to confirm your needs
2. How to create your unique selling message
3. How to create your recruitment strategy
4. How to decide when to use recruitment firms
5. How to recruit online
6. How to develop a recruitment strategy for a specific
recruiting scenario
7. Address your specific recruitment problems
8. Questions and wrap up

• Steve Burns Consulting PinnAcle Consulting •

Confirming Your Needs

1. How to Confirm Your Needs

• Critical to clearly define your existing skills inventory and
your open positions:
• What existing skill sets do I currently have in my
company?
• What skill gaps exist and which skill gaps are the highest
priority to “close” in my company?
• Are there positions which should be combined,
eliminated or created?

• Steve Burns Consulting PinnAcle Consulting •

Confirming Your Needs

1. How to Confirm Your Needs

• For each open position determine your applicable salary
range:
• Review the Market Supply and Demand
• Measure Competitive Salary Ranges
• Prioritize the Importance of This Position
• Determine Your Ability To Pay
• Understand Your Flexibility
• Establish your recruiting budget

• Steve Burns Consulting PinnAcle Consulting •

Confirming Your Needs

1. How to Confirm Your Needs

• Create your candidate/position profile or job description:
• Review of an existing job description/position contract
for a Financial Controller
• We are going to break into small groups and create our own
job description for an open position:
• Need to appoint a leader
• Need to choose one actual position within one of your
companies to work on together
• Objective is to complete the main areas of Principal
Duties, General Description, Skills Required and Support
Required using bullet points
• You have 15 minutes and then the leader will present to
the group
• Steve Burns Consulting PinnAcle Consulting •
Creating Your Unique Selling Message

2. How to Create Your Unique Selling

Message
• You must differentiate your company and your position in
order to effectively recruit
• Critical questions to ask yourself when creating your unique
selling message:
• What is my target audience really looking for? (i.e. more
money, ownership opportunity, lifestyle change, creative
culture, etc.)
• What is my company realistically able to offer?
• What makes my company stand out from the competition
for this scarce resource?
• What likely objections will you encounter and how will
you overcome them?
• Steve Burns Consulting PinnAcle Consulting •
Example - Creating Your Unique Selling Message

2. Example of Quails Gate Estate Winery –

Director of Marketing
1. What is my target audience really looking for?
• A well run, profitable business with a commitment to the entrepreneurial spirit
• Complete control over the marketing process
• Compensation a combination of salary and measurable bonus
• A quality atmosphere
2. What is my company realistically able to offer?
• Excellent reputation with a commitment to quality
• Huge upside for growth for this position
• Family atmosphere
• Competitive salary and bonuses
3. What makes my company stand out from the competition for this scarce
resource?
• Leading example of a successful winery and wine tourism business
• Dedication to quality
• Pioneers in innovation
• Strong employee loyalty

• Steve Burns Consulting PinnAcle Consulting •

Creating Your Unique Selling Message

2. How to Create Your Unique Selling

Message
• Break into groups and create your unique selling message:
• Need to appoint a different leader but use the job
description you just created
• Want to create your unique selling message by
answering the following questions:
1. What is my target audience really looking for? (i.e.
more money, ownership opportunity, lifestyle
change, creative culture, etc.)
2. What is my company realistically able to offer?
3. What makes my company stand out from the
competition for this scarce resource?

• Steve Burns Consulting PinnAcle Consulting •

Deciding When to Use Recruitment Firms

4. How to Decide When to Use Recruitment

Firms
• We suggest you use recruitment firms when:
• The type of person (i.e. skill level, experience
requirements, etc. ) you are looking for is difficult to find
• You can afford to pay a recruitment firm between 20%
and 35% of the first year gross annual salary or pay an
hourly/daily rate for a contract recruiter
• You have very little time to fill this position
• The position has been open for an extended period of time
with little success

• Steve Burns Consulting PinnAcle Consulting •

Using Contract Recruiters or Recruitment Firms

4. Using Contract Recruiters or

Recruitment Firms
• Contract recruiters can be used to fill positions effectively
• Could pay fees and not achieve your desired outcome
• Sometimes multiple firms that are not competing for the same
positions can share a contract recruiter
• Could consider using contingency or retainer based
recruitment firms
• Contingency firms have a lower fee (i.e. usually 20 to 30%)
but have a lower success rate (i.e. 1 in 11 positions filled)
• Retainer based firms have a higher fee (i.e. usually 25 to 40%)
and a higher success rate (i.e. 1 in 4 positions filled).
• Need to be very clear with either firm on what your
expectations are, including timelines, milestones and budgets
• Steve Burns Consulting PinnAcle Consulting •
Recruiting Online

5. How To Recruit Online

• Lots of methods of performing online recruitment
• First place to start is your own website:
• Do you have a clear and comprehensive section for
potential employees?
• Are you managing your search engine key words/phrases
for recruitment using innovative tools ?
• Do potential employees get a feel for what it is like to
work at your company?
• Can potential recruits interact with your employees?
• What is your recruiting process for those that apply?

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Example - Creating Your Unique Selling Message

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online – Dy4 Systems Inc.

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online – Dy4 Systems Inc.

Dream jobs: So what do you want to be?

We think everyone should have a chance to do the job they have always dreamed
of. And here's yours.
We are always on the lookout for great talent. We all know that recruiting is
increasingly competitive in the high-technology industry. For this reason, we
have created a culture of "Continuous Recruiting," to help us search for top
talent in many disciplines at all times.
If we don't have an immediate position available that suits your skills, we will
either make a business case for bringing you in or arrange an opportunity to talk
about future plans. If you are not ready to make a career change at this time,
we'd still like a chance to chat with you to tell you why DY 4 is the place to do
the kind of work you always dreamed of.
Click here for positions available, or use the navigation on the left to find your
dream job.

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online – Dy4 Systems Inc.

The Rec Room

Welcome to our Rec Room. It's a place to hang out and have
fun with DY 4 employees. Test yourself on our Brain
Benders. Listen to our Masters of Knowledge guest speakers.
Chat with us or check out what's new in our Discussion
Forums.
Click on the left navigation to walk through our Rec Room.

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online – Dy4 Systems Inc.

Let's Chat
If you want to talk we're listening. Ask us anything. Play 20
questions. Go ahead and pick our brains. Find out more
about DY 4: our technology, our culture, why our staff
joined and, more importantly, why they stay. DY 4
employees from throughout the company will be live, on-line
in real time, ready to chat with you every weekday, from
10:00 a.m. to noon.
Status:
The chat area is now open! Click here to proceed.

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online

5. How To Recruit Online

• Could Use PositionWatch or Ecruiter.com to post one or more
jobs to multiple sites:
• Can customize PositionWatch, which is linked to CNC
Global - IT Recruiters and discounts on print advertising
• Ecruiter.com posts directly to Workopolis.com and
CareerMosaic.com/Headhunter.net and provides a web
based resume management tool
• From $695 per posting to $5K for 10 positions

• Steve Burns Consulting PinnAcle Consulting •

Human Resource Planning

• Steve Burns Consulting PinnAcle Consulting •

Human Resource Planning

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online

5. How To Recruit Online

• Posting Jobs Directly/Resume Mining:
• Workopolis.com/Monster.ca:
• From $295 to $500 per posting per month to $2,075
per 5 pak for basic posting with premium costing double
• Unlimited postings start at $1,500 a month
• Resumes mining starts at $1,500 per month or $4,500
for a year
• Posting your jobs to Okanaganhightechjobs.com
• Finding specialty web sites (Engineeringjobs.com, etc.)
newsgroups, chatrooms, etc.
• Tracking your results

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online

5. How To Recruit Online

• CareerMosaic.com/Headhunter.net Positionwatch.com
• Jobshark.com Brainhunter.com
• Canjobs.com Careerspan.com
• CareerXchange.com Netjobs.com
• Bctechnology.com (TNET) Prohire.com
• Hotjobs.com Careerpath.com
• Careerbuilder.com Cooljobs.com
• Dice.com Techjobbank.com
• 1-jobs.com Developers.net
• Hightechpros.com

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Online

5. How To Recruit Online

• With more than 75,000 job openings, refer.com is

the best job referral site designed for people who
are natural networkers with an ability to match
jobs with candidates. refer.com members are well-
connected folks from a variety of backgrounds,
technology to finance, dot-coms to telcos, NYC to
San Francisco. They help friends find rewarding
careers . . . and they like to be rewarded as well!
• $2K US per position with a 90 day guarantee
period

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Scenario

6. Recruiting a Senior Programmer:

• Job Description:
• Responsible to lead a team of 5 programmers in C++
development
• 6 years of programming experience, 4 of which are in a
C++/object orientated environment
• Diverse background in operating systems
(Solaris/Linux/NT)
• Unique Selling Message:
• We help you create your own dream job, with company
ownership, direct decision making authority, customized
training programs, an open management culture and
unlimited technical potential

• Steve Burns Consulting PinnAcle Consulting •

Recruiting Scenario

6. Recruiting a Senior Programmer:

• Salary Range:
• $75K with company ownership
• Recruiting Budget:
• $15 to $20K, excluding relocation costs
• Timeline:
• Yesterday
• Likely Locations:
• San Jose
• Portland
• Kanata
• Vancouver

• Steve Burns Consulting PinnAcle Consulting •

Creating Your Recruitment Strategy

6. What Will Our Recruiting Strategy Be

For This Position:
• Internal Sources:
• Employee referral programs
• Previous resumes
• Hires that didn’t work out
• External Sources:
• Contract recruiters and recruitment firms
• Online recruiting
• Career Fairs
• On site campus visits
• Print advertising
• Banner advertising on key websites
• Other referral sources
• Steve Burns Consulting PinnAcle Consulting •
Your Specific Recruitment Issues

7. Your Specific Recruitment Problems

What specific recruitment problems

do you have?

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Further Questions

8. Further Questions

Any further questions?

• Steve Burns Consulting PinnAcle Consulting •

From Danny Osadca, President of Dy-4 Systems Inc.

I believe in a concept I have named Guerrilla

Recruiting – where every employee in our company
is as passionate about recruiting as they are in
inventing the next best technology. Our team is
1000% committed to recruiting top notch talent
-together. Together we act as if without our next
recruit our business will shut down.

• Steve Burns Consulting PinnAcle Consulting •

Using Contract Recruiters

8. Wrap Up
• Upcoming HR Events:
• November 1st, 3 to 7 pm
• How to Interview, Hire and Select the Right Candidates
• November 15st, 3 to 7 pm
• How to Establish, Monitor and Adjust Compensation and Benefits
• November 29th, 3 to 7 pm
• How to Develop and Use Effective Employee Retention Strategies
• Other Events:
• November 2nd, 7:30 to 9:30 am
• Techie Breakies Series with Dr. Nicholas Swart on MEMS
• November 9th, 7:30 to 9:30 am
• Technology Venture Series - Angel Investors and the Securities Act with Ross
Langford
• November 21st, 8:30 am to 4:30 pm (to be confirmed)
• How to Finance Your High Tech Company – Angel Investors, Incubators,
Venture Capital, Going Public, Mergers and Acquisitions
• December 14th, 7:30 to 9:30 am
• Technology Venture Series – Mezzanine Financing with Alex Christiansen

• Steve Burns Consulting PinnAcle Consulting •