Transcript Qualititive Research Insights

Qualitative Research Insights
PRESENTATION: NOVEMBER 17, 2009
LINDA O’BRIEN
Cautions: Qualitative Research
 Insights are not representative of any population
 Not even representative of the companies that were in the
room
 The comments in this slide set are candidates for hypothesis
testing in the subsequent quantitative study.
 Coming up: a survey with companies in the Boulder County
and surrounding area
Who participated…..
 Approximately 45 calls yielded 5 actual participants
 4 other HR professionals wanted to participate- had conflicts
 5 companies in the immediate area were represented in a
focus group on October 23, 2009
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Science and technology
Medical products
Consumer products
Staffing services
 Representation from small to large organizations
 All 5 participants have open positions—and
some with multiple positions open
 All promised confidentiality
Key Findings: Large vs Small Cos
Large Companies
Small Companies
 Large companies have formal
 May lack any organization and
processes and take the time to
train those involved in hiring.
 Don’t have the time to
inventory talent for future
hires.
 May be more sophisticated to
understand about salary needs
and relationships to keep
employees.
forward thinking.
 May rely on outside recruiters
for structure and next steps.
 Recruiters may inventory talent
for future needs.
 May have more flexibility to
negotiate
Representation of the Hiring Process
1st
interview
(phone?)
2nd
3rd
Final
Offer
Relocation
Considerations
Background check
Pre-employment Testing
Drug Screen
Physicals
Selection process
Cast the net
Post the position
Resume and phone screens
Negotiation
Need identified
Offer Acceptance Date
Approvals
End
Start
Where is the job seeker focus?
1st
interview
(phone?)
2nd
3rd
Final
Offer
Relocation
Considerations
Background check
Pre-employment Testing
Drug Screen
Physicals
Selection process
Cast the net
Post the position
Resume and phone screens
Negotiation
Need identified
Offer Acceptance Date
Approvals
End
Start
Company Pain Points
1st
interview
(phone?)
Candidate Pool
Cast the net
2nd
3rd
Final
Offer
Relocation
Considerations
Background check
Pre-employment Testing
Drug Screen
Physicals
Selection process
Post the position
Resume and phone screens
Negotiation
Need identified
Offer Acceptance Date
Approvals
End
Start
Key Findings: Continued
1.
2.
3.
4.
5.
6.
The competition is stiff- companies are getting not only
“must haves” but also “nice-to-haves”.
Candidates aren’t interpreting the job descriptions as the
company desires. OR it’s not clear the candidates have
the skills by the way their resumes read.
HR is confused about some of the coaching people are
getting—”your personal brand”, some interview
responses?
Show you have chinks in the armour…but how did you
compensate for it?
Negotiation happens-chose signing bonuses or days
of vacation.
Stay close to your industry for information.
Tips from the Experts
Do what others are not:
1. Target companies: helps you to be more genuine
2. Show progression in whatever you have in your
resume—positions, volunteerism, education
3. Make it easy for the hiring manager and HR
4. Keep your LinkedIn profile updated
5. Network with people they know!
6. Be YOU!
If it isn’t a good match….let it go……