Transcriptions

Kelly Robinson, Founder and CEO of Panna Knows
kelly jensen

Do not ruin a great day with bad attitude! Words to live by!
Hey there, it is Kelly Robinson, Founder and CEO of Panna Knows, happy Monday. This is not along the lines of my usual video blogs, but there is something that came up at my son's baseball game, of all places on Saturday morning that I wanted to share. Baseball games for nine year olds can be sometimes painful to the kids and sometimes to the adults as well. I find it extremely enjoyable and adorable but the kids get frustrated. It is kid pitch and some of the kids really cannot throw the ball anywhere near the plate, near the strike zone, so it is very difficult for them.
Well, on Saturday morning, one of the coaches, he was a third base coach at the moment, his son was up to bat and he swung and missed, which was really frustrating because they really don't get a lot of strikes. So, he swung and missed and did one of these on the ground with his bat and then dad looked at him and he said, we will call him Mikey, he said, Mikey do not ruin a great day with a bad attitude. I am sure that meant nothing to Mikey and his teammates, but it meant a lot to me and the other parents in the stands. So just wanted to share that advice for Monday, do not ruin a great day with a bad attitude, happy Monday. kelly jensen
kelly jensen
There is no need to respond to negativity with negativity!
Hi, everyone, it is Kelly Robinson, Founder and CEO of Panna Knows and today, I wanted to talk about differences of opinion. Sometimes, you will say things and someone might challenge it, sometimes it feels like they are challenging it just to challenge it, but why respond in a negative way. You can react to their negativity with negativity, but maybe it is better to just try to understand their opinion and their thoughts and share yours without forcing it. No one has to be right or wrong, sometimes we can meet in the middle, we are going to have to agree to disagree, but we learn that way.
The initial reaction sometimes is, your gut is to just defend yourself and go back at them, but you do not have to respond to someone's negativity with your own negativity, sometimes we forget that. So be open-minded and have a conversation, it will actually help them, to put them at ease a little bit and it will help the conversation along for sure. It may bring them some self-awareness of what they had initially started out to do. So do not respond to negativity with negativity, try it, you will not regret it, if you like this message like and share.

kelly jensen

Be careful of how you say things! Sometimes that’s worse than the actual message
Hey there, I am Kelly Robinson, Founder and CEO of Panna Knows, with a quick thought for you. It is not always what you say, but how you say it, it is not always what you say, but how you say it. One of my very first managers told me that 20 years ago, and it is something that is just always stuck with me, I have shared that with many other people as well. I have not always followed it, sometimes I have fallen short on that and I am sorry to those that may have been on the receiving end. Anyway, have a lovely day, thanks for listening and if you like this message, please like and share, take care.

Practice what you preach!
Hey everyone, its Kelly Robinson Founder and CEO of Panna Knows and today I want to talk about practicing what you preach. So many times people will say things or even share things with their employees on the way that they want things done or even with their kids. But it is not really the things that they do in their life but they know it is the right things to do and the right ways to do things.
kelly jensen
So it is really important to make sure you're practicing what you preach and I think in business, probably one of the biggest things is people create values, at least this is what I have seen. Like, for example, let us say have one of your values is transparency, it is really important that your employees feel the transparency from top down, it is actually really important. Many times people will say, this is who we are; this is what we believe in, this is what we stand for, but it is not actually what they do, so I think it's really important. kelly jensen
The other thing that I have always said is sharing with my employees and direct reports, peers, colleagues, people that I am coaching, whoever it may be. I will share with them ways to do things to approach, candidates and it is really important that, that is the same way that I am approaching them. As well as anyone in my world, clients, executives, anything like that. One of the other examples I will give that is really important for recruiters is practice what you preach. So if you are saying to someone, I will follow up with you, I will get back to you just make sure you do it, that is really important. So overall, it is about earning respect by doing the right things and building your credibility, so practice what you preach, have a great day.

kelly jensen
Culture eats strategy for breakfast
Hey everyone, its Kelly Robinson, Founder and CEO of Panna Knows and today I wanted to talk about one of my favorite quotes from Peter Drucker, which I know you've all heard, “culture eats strategy for breakfast.” I was working with one of my clients recently, and was reminded of this quote, which is fantastic, so culture eats strategy for breakfast.
It doesn’t matter how great your strategy is, whether it is your business strategy, your strategy to track top talent, it does not matter. Culture is really truly, what matters, strategy can come from culture but the culture has to be authentically created and designed, and you need to be living and breathing that all of the time. Then the strategy has to match the culture, so culture comes first, so culture eats strategy for breakfast, love it. Have a great day. kelly jensen

Leadership vs. Authority- Two different things
Hey everyone, its Kelly Robinson, Founder and CEO at Panna Knows and I wanted to chat with you today briefly about the difference between leadership and authority. Authority is someone that's in a management position, they may be in a leadership position, and they're given authority to make decisions to manage and direct people, but that's very different than leadership.
Leadership is really, mentoring, guiding, supporting, coaching, helping to create the right opportunity and paths for your teammates, employees, whomever that is reporting to you. Sometimes leaders or even peers, does not need to be someone in a management position. So two different things leadership versus authority, I hope I have given you something to ponder today, take care.

Celebrate the little wins, they lead up to great things
Hey everyone, its Kelly Robinson, Founder and CEO of Panna Knows and I was not planning on doing any videos today. However, I just got my new little tripod to hold my phone today and I was on my way to the gym, when my son and I saw the package, so we opened up the package. My son is Eric and he is nine, we open up the package and I had such great joy, with pulling this out. We had fun testing it, while I was standing in my kitchen and he is running in front of me jumping, making funny faces. kelly jensen
We had such great joy, so I wanted to send a video about, just really appreciating the little things in life. Sometimes it is just a silly little tripod for your camera so you do better videos, in cooler places and sometimes it is something else really small doesn't have to be big. So celebrate the little wins, they are really important, take care.
kelly jensen

Take time everyday to reset!
Hey everyone, its Kelly Robinson with Panna Knows, wants to talk to you today about resetting and I'm not talking about resetting goals or anything like that. I am talking about resetting kind of your mind and your body. I was on vacation last week and leading up to the vacation I did what many of us do say, cannot wait for this vacation, I need it so badly, I need a break, I need to relax. To think about us feeling like we can only do that once, twice or if we are really lucky, maybe three times a year if we have three vacations. kelly jensen
It seemed like such a stretch, it seemed like we need more resetting, and it made me really think that every day I do a mini reset, right? I go to the gym, I love going to the gym, what is your mini reset? We all do something but I go to the gym almost every day, 5, 6, 7 days a week, I do cardio, I lift weights, I do circuits and it's such a mini reset for me.
Those are so important and they may even be more important than vacation, but think about what you are doing every day. It's really important to have time to yourself even if it's only 15 minutes to meditate, or take a walk, or 15 minutes to call your mom, a friend or family member, something that helps you reset, to take good care of yourself.

Change is hard! You can help!
Hey, everyone, its Kelly Robinson with Panna Knows, wanted to talk to you about something that happened this morning. So my son, who is nine, his name is Eric, we attended a new family orientation for new elementary school that he's going to be going to this year. He will be in the fourth grade, which is the last class, so it is the oldest grade in the school. We went and everyone was so welcoming, warm, and engaging and it really helped him and me.
So it can be really overwhelming and intimidating even for the student, but also for the parent, right? We have to develop new social circles and make sure we know who the teachers are and counselor and principal and make sure that our kid is engaged and feels good about the change. Right, change is really hard for everyone at any age but everyone was wonderful and welcoming and I just wanted to mention that it’s the same thing, it really translates to new hire orientation. kelly jensen
So often employees or even peers of the new hire will feel like well, that is management's, that is HRs responsibility, they have a formal program. But really everyone can be a part of it with just welcome the person engaged, check in on them, take them to a coffee, instant message them even. You do not have to be their best friend but take some ownership and accountability and making sure that you are helping to build that connection for that new employee. So just wanted to send that message out into the world today, thanks for listening. kelly jensen

kelly jensen

What does Panna Know
Hey everyone, its Kelly Robinson, Founder and CEO of Panna Knows and I wanted to talk today about my company name. So I launched on April 30 and as you can imagine, have been having a lot of conversations and something that helps in these conversations is people are just curious, right? So people want to know, how did you come up with your company name? What does Panna know, who is Panna? So I'm getting a lot of these questions, which is great, that's exactly why I didn't name it Kelly Robinson coaching LLC, or recruitment operations, strategist and expert, I called it Panna Knows.
Panna actually means wisdom in Pali, which is how I came up with that. My son said to me what does Panna mean and I said, it means wisdom, and he's nine, of course, so he said, oh, so that means you're ancient. So I explained to him wisdom means learning through experience, it does not really correlate to age, although it might, I am not really sure. Twenty years is a long time, and it certainly does not make me new in my career, let us just put it that way.
But I was talking to one of my clients earlier today and he made a joke too, about having a lot of wisdom, so we often do correlate that to age. But really wisdom is learning through experience and you have you can have a great amount of wisdom after 5, 10 15 years, doesn't mean you're ancient. I am sure you have a lot of wisdom to share as well, so have a great day, thanks for listening.
kelly jensen
Stage 1- Defining requirements; 3 key elements you need to know to begin your search!
Hi, everyone, its Kelly Robinson, I wanted to talk today about what recruiters need to do when they first reach out to a new client or even a repeat client, a hiring manager and they're learning about a new position. There really are three things that you need to make sure that you are covering with that client, just to make sure you really understand what they are looking for. Those three, things don't take 3 minutes, they could take 30 minutes or 45 minutes, which I know sounds like a lot of time, but the more investment that you make up front, the better you are in the long term. kelly jensen
The three things are first understanding what's driving the opening, so understand why the need is there. You want to understand if there is growth opportunities, if someone is leaving, it will help you to gain a little bit more about the profile, but also the need and the reason.
The second thing is you want to understand the position, the day in the day out. Not just reviewing what is on a piece of paper talking about the job requirements, but talking about really what the right person in that role looks like. So who are your best performers? What is the profile, what is their background? Let us kind of dissect the team, what is working, what's not working, so really understanding the role is key.

The third thing that is really crucial is understanding the culture not just of the company, it's really the department culture, because that could be completely different. So you need to make sure that you're finding someone with also the right qualities and characteristics, that is fitting into the culture. Not just the skills, and not just the culture, but you also want to understand what is driving the opening. So these three things will help you to really get a better understanding of what it is that you're looking to recruit for, good luck.

Finding your passion
Hey guys, it's Kelly Robinson with Panna Knows, I was coming to you from my social distancing, quarantine, isolation at home, but luckily I work at home. So it is not much of a difference except for, I do not get to go to the gym every day. Which is killing me, but I have created quite the little home gym, so I'm doing a lot still working out every day. It is important for you mentally right to keep doing things that make you feel good and so for me, it is staying fit and it is eating healthy.
So the point of my message today what I wanted to share with you is that today I had an opportunity to speak with a class at Cabrini that my friend teaches. Her name is Karen Haller, she is amazing, and she is also the owner of Caresume. So career coaching, counseling, interview training, resume writing, etc. It was a zoom meeting with everyone in the class and joining me was another fellow recruiter, but we got to answer all these cool questions.
So one of the questions my favorite question was from a young lady who said, how do you find your passion? I thought that was such a phenomenal I stumbled for a little, so here is what I here is what I told her. You need to try a lot of different things coming out of college, you may not know what your passion is, you may not have even had any exposure to your passion yet, right? So try different things. It is just like, as a parent, you encourage your children to try different clubs, different sports different, like different everything, right? Because you want them to find what they like, what they are good at, what they enjoy doing. So that's part of the passion that sometimes kids get to college become young adults, and they still do not know what their passion is.
So I would say try a variety of things until you find something that you like. If you know in and around a field that excites you, but you are not sure what the job is. Try to find an opportunity and a company that focuses on that field of the industry and you might be able to see some of the options. Try to join some clubs and groups to see what they are like, but what are the other things I think is, knowing to have patience. Knowing that it may take you a long time, you do not have to know what you want to do in college.
One more thing I had suggested to her was to ask people around her to find either a recruiter or someone that hires at a corporation to ask them some questions about themselves to try to help them better understand what they like. Also, ask people around, friends, family, parents, relatives, teachers, what do you think I am good at? What have you seen me get some passionate, passion around, when I am talking about it or when I am engaged, is there anything that stands out for you? What do you think are my strengths? So ask, keep your eyes open, and try different things, that is my best advice.
kelly jensen
Get out of your own way by Panna Knows, Founder and CEO, Kelly Robinson
Hey, everyone, it is Kelly Robinson with Panna Knows and today, I just felt this strong urge to post about getting out of your own way. Sometimes you have thoughts in your head that prevent you from doing things that you really want to do and make you think you cannot do them or you should not do them or that is not you, it is for someone else. But I just want to say that you should do things, push yourself, get out of your shell, do things. I see more and more people doing videos, the first video I did was probably like, five or six months ago, now I do them all the time. kelly jensen
Stop worrying so much about having your hair perfect and the perfect outfit, I am in like, a sweatshirt. I do a lot of videos in my gym here, it's like you know, I'm just comfortable, I'm just going to be who I am. So I want you to do that, just be who you are, just get out of your shell and do the things that you've always wanted to do. But somewhere deep inside, you're telling yourself you can't do, you can, go do it, go get it today, take care.
kelly jensen
Top 10 things I learned in 2019
Hey guys, its Kelly Robinson with Panna Knows, it is the last day of the year 2019 and I wanted to talk to you about the top 10 things that I learned in 2019. I am going to be reading from a list but I just want to make sure that I cover them all. Number one is to be myself really important, say what I mean, make sure that people understand my philosophy and what I'm trying to do here. Really speak my mind right not worry so much about how I look, focus on the message. That was something that definitely came out of this year, that had not been kind of part of my life before.
Number two, have a plan, so I was put in a tough position this year luckily, I already had a plan right? Pretty amazing and things change, so even though I had a plan, things change, my business ended up not being what I had gone to market with. I went to market wanting to do strategic recruitment operations, coaching and training, talent acquisition function and tonic position leadership. Which I did and still do but everyone kept saying, can you do my recruiting, so, instead of saying no, I said yes and figure out how to do it and build a team. So always have a plan and a backup plan, really important, right? Always be thinking.
Number three, bite off more than I can chew, keep pushing myself, keep setting harder goals. Keep kind of pushing the boundaries on things, that is where you are challenged and you feel rewarded, really important to do. Number four, say yes before no, so our initial instinct, when someone says, can you do this, and will you do this? It is always like, I do not think so, instead of that say yes. Just like the recruiting piece, people wanted me to do the recruiting I said, no, I eventually said yes and my business has, that was in August. Things have really worked out well for me in that and I am getting referrals left and right from people, so it is awesome.
Number five, do what I fear, so step out and do things, even way beyond what I can imagine, so get out of your comfort zone, right. I am always stuck in this comfort zone my entire career and now being on my own, I can push myself past those limits. Because I am not in this little box of what someone else wants me to do, so I have been really pushing myself, doing videos and things like that. I have been writing a lot working on a book, I mean, like some pretty cool things. I have a lot of patents, I have started two companies, I mean, awesome stuff, right? Lots of video series, so do whatever you fear, step out and start doing things that will help you grow.
Number six, seek to understand, so instead of, no that is not how we do things, or no, I am not that's just not the way I'm going to do it. Try to understand first what someone's thoughts or opinions are, but also seek to understand the need, right? So if you're talking to a client and they need something, instead of just thinking like, let me just tell you how we do it. Why don't you try to understand first really what they want what they need, because you can most likely more than likely really customize something for them. Right?
Number seven, empower others, so important to empower others. This is something I have been learning for a long time. Especially now where my leadership style is to be engaged, but not smothering and not hands on. Anyone that has worked with me knows that is very difficult for me if I have to do a lot, follow up with my team, it does not work for me. So I just don't have time and I don't work like that, I like to hire adults and let them do their own thing, right? Let them run their own little businesses, so it is really important to empower people. So if they need tools, whatever they need, give it to them. I have learned about so many tools in recruiting this year, and have purchased them and use them and they are phenomenal and I have never used them in my career before. Because I was always constricted with not really being able to do that. Right? No budget, not being able to kind of empower the team and so this is amazing, where it's my decision, I am going to empower the team. I am going to give them support and the tools that they need to just take off and run and they are amazing.
Eight, always do the right thing sometimes you are not going to be treated well in life. Sometimes people are going to promise you things and then bail on those promises, that is life right? Not many people care in business is the truth and people that you think care about you do not. I have learned this the hard way too, so that does not matter, always do the right thing. So for me, I do not walk around going, oh my gosh, I got screwed big time. I am not going to trust anyone and I am going to screw them too, not how I think not how you want to work. Always do the right thing, karma is a bitch, so the better the better person will always come out on top right and that's, that is obvious.
Number nine, it is okay to walk away from things that are not working. So I had an experience this year where I took on a client and I had worked with these folks before in my past life. I was really excited and it was the same people but a new company, right? So different whole philosophy, different mindset, everything and I just was not working well, right for my team. It was not a good situation and we had tried and tried and tried. I said, you know what, I have to walk away. At some point, you have to walk away and that is okay. Right? So know when to walk away.
Number 10, set goals that I can achieve, so I have set goals, and it is important to know that I can get there, some of them are really lofty, but I have to have my mind set around. I am going to get them right, I am not going to go and write random goals that I know are like a true stretch that I probably cannot ever do or will not ever do. I am going to write goals that I know I am going to work on achieving, even if they are really lofty and hard, those are really important to me. Make sure that you do that, because when you do that, when you achieve them, it is so rewarding. Especially if they are really challenging, and especially if they scare you a bit, those are the ones that are the best ones. kelly jensen
So, all the best in 2020 I hope you find these tips valuable, I am sorry, this message is so long. It is so much longer than my normal ones, but I wanted to give you my top 10 lessons for me of 2019 in hopes that I can help you Happy New Year.
kelly jensen
Defining requirements Part 1
Hey there, it is Kelly Robinson, last week, we spoke about the three things that recruiters and hiring managers need to make sure that they cover in an intake position for a new position or even for a new client. Those three things are one, the drive for the need, two, the profile of the person and three, the culture of not just the company, but the department, to try to understand the attributes of the person and how they might fit in.
I wanted to dive just a bit deeper into the first one, which is the drive for the need. So if the drive for the neatest growth at the company, that is fantastic, that is a great story to tell. If it is because someone is leaving, we want to understand why they are leaving, were they terminated, did they quit? What's the reason were they a good fit, or were they not good fit, so learning a little bit about their background, what transpired when they were there.
So understanding the drive for the need is really important because that's going to be question that a really good candidate is going to ask you. They are going to want to understand why the position is open, so if it is newly created, understanding why it is newly created. How it impacts the business and if it's someone leaving, then you also want to understand the purpose of that. It helps you to really talk about the position a bit more and make sure that you are making the right match.
kelly jensen
Requirements- The profile
Hey, it is Kelly Robinson and the last couple of weeks we have been talking about the intake process for recruiters and hiring managers. When you are sitting down to understand what a new position entails, I talk about three things that are important to cover.
First is the drive for need, second is the profile in what you are looking for and the third is the culture of the department, so not just the company but the department. So I wanted to dive into number two, the profile, I think what is really important is to understand how the department is made up. So who are the people, what are their roles, where do they come from, what are their background, what companies did they come from, what work and what doesn’t.
So you may have a bunch of people, that come from let us just say, ABC company, because you thought that was a really good profile but you are finding out that it does not fit. It is not working for whatever reason, maybe the company was too big and you are a smaller company. Or visa versa, maybe the company was too small and you are a larger company and you are looking to hire. kelly jensen
So understanding the true profile, what the person is going to do, day in and day out is really important. So if you are going to hire a sales person, you need to know if they are going to be sitting on the phone all day in their office or if they have an opportunity to get outside and network and do meetings face to face. Those are two very different sales roles, so just looking for sales person is not going to help you. So trying to identify what that looks like upfront, will be really helpful to you in the long run, thanks for listening.

Defining requirement part 3 kelly jensen
Hey, everyone is Kelly Robinson and the last few times that we have met, we have been really talking about how to properly cover an intake for a new position. For recruiters and hiring managers, this is really key, so there really are three areas to make sure that you cover. The first is the drive for the need, what is driving the opening. The second is the profile of the position and the person, then the third is the culture in the department. So departments really can have their own culture, depending on what people do. kelly jensen
They might have similar backgrounds, similar educational experience, similar work experience, so they may enjoy similar things. You may have departments that are doing a lot of collaboration; you may have the ones that are working completely, separately and individually on their own. You may have departments that sit and have lunch every day or have a team meeting every day or departments that barely ever meet. You may have departments that are highly engaged with their leadership and some that are not. You may have departments that work nine to five and some that work 10 11,12 hour days, they may have lunch together every day, go to happy hours.
There can be all kinds of things that are really important to understand, so that you're not just finding the right skill set and selling them by understanding the drive and making a good match, but also making sure that they fit the culture they have to have the right attributes to fit the team.

kelly jensen

Stage 2 – Building a sourcing strategy kelly jensen
Hey guys, its Kelly Robinson with Panna knows, we have been talking about the nine stages of the talent acquisition lifecycle as defined by me in Panna Knows. We spent some time on the first stage, which is defining the requirements and we talked about the three key elements as I see them. Which are, understanding the drive for the need, the true profile, so not just the job requirement but also the actual person’s background. Also understanding the culture of the department, not just the company, so that you can really understand more of the nitty gritty about what that person will need to succeed in that environment. kelly jensen
So the second stage of Panna Knows talent acquisition life cycle is, building a sourcing strategy. So I see everyone right through the video, I can see you all rolling your eyes, building a sourcing strategy? I just want to get on and hunt, I got these key words and a couple companies that they want, I am just going to go on LinkedIn, and I am going to get into that black hole. We all know what the black hole is, you just get sucked in to LinkedIn and you keep going and you can do it for days or for weeks right? You are finding people, but you are kind of just going like this, so I want to talk about why building a sourcing strategy is really important and tracking it. kelly jensen
You want to make sure you are tracking what you are doing. That is key words, different companies, job descriptions, different places, social media, sourcing tools and all kind of thing that is really important to create a really efficient search, you want to track it. So we are going to talk about that in the continuation of my video series on Panna Knows’, nine stages of talent acquisition life cycle.
kelly jensen
Stage 2- Developing a sourcing strategy
Hey guys, its Kelly Robinson with Panna knows, today we are talking about the second stage of my nine stages of the talent acquisition lifecycle, which is developing a sourcing strategy. When I spoke last week, when I brought up the subject of developing a sourcing strategy. I reminded you not to get into the black hole of LinkedIn and internet searching, which we can easily do, without tracking and making it efficient. So it is fantastic when you get to a spot and you see something else that you can learn from that, fantastic but make sure you are tracking it.
So what I would advise is developing a very simple spreadsheet and you are tracking key words and so you can say I started on this tool, using these key words and here are my results. It can be great results for this, bad results and then you want to put some notes on there as far as, did you find something else to go back to later. So instead of getting sucked into that make sure you are continuing on with your search to evaluate what you are doing and if you say it’s not working then change it. Then at some point go back to whatever else that you had learned. kelly jensen
So you are tracking key words, you are looking at job titles, so different companies may have different job titles that cross-reference to whatever you are looking at, so start to track those. Track different companies that you are looking for, different tools that you are searching on and whatever results that you are getting. But make sure you are do enough of the search to make sure you can really evaluate it. kelly jensen
Something else that is really important, is to keep notes on what you are finding. So if you are out there and you are hunting for a developer and let us say the developer needs three years of experience. You call over to ABC company and you find that this developer has the same title, the same skill set that you are looking for, for you client but their salary is 20 thousand dollars higher. Track it right it down, write it down, it probably does not make sense to continue down that path. Maybe test it out on upon another person and if you are finding the same thing then move on from that, or, maybe that is the senior developer there, maybe you are just looking for the developer. kelly jensen
So you really need to cross-reference everything in various companies, job titles, skills sets, key words, sourcing sites, verify what you are looking for, validate and track it. I promise you, that it will make you more efficient, you will find people more quickly that match your needs. The key is, next time you have a search similar, all that work is done, make sure you go back and test a little bit of it because things can change. But you have got a good basis to start from, so happy sourcing.

Stage3 of Panna Knows Founder + CEO Kelly Robinson’s 9 stages of the talent Acquisition strategy
Hey guys, its Kelly Robinson with Panna knows. We are talking about the nine stages of the talent acquisition lifecycle as defined by yours truly, we have already discussed stage one, which is defining the requirements and stage two, which is building a sourcing strategy. The third stage is reviewing the resume. So there really are three times that you could potentially review a resume. kelly jensen
The first is if they happened to submit a resume or if you find it online somewhere. That is the first time you are going to review it before you even give them a call. The second time is in preparation for phone or video interview. You are going to review it so that you can make sure you prepare properly with the right questions, etc. Then the third time is when you are on the phone with a candidate or on a video interview. Really trying to make sure, they are qualified before you get them into the process with the hiring manager. So we're going to talk about those three different times and what we need to make sure that we cover, so stay tuned.
kelly jensen

Stage 3. Resume review before and during a phone interview kelly jensen
Hey everyone, it is Kelly Robinson with Panna Knows, we are talking about stage three of my nine stages of the talent acquisition lifecycle. We talked about three potential times to look at a resume and the first time is before you are even going to make a phone call to a potential candidate. We discussed that last week, this week, we are going to be talking about the second and the third time.
So the second time is before a phone interview, it's the time when you're going to prepare for the phone interview and the third is on the phone interview when you're actually interviewing a candidate. So the second and third time kind of go hand in hand, you've got a prep and then when you get on the phone, you have to make sure that you've been able to really do a really thorough a deep dive of the resume.
So if you do get the person on the phone, your very first reach out, make sure you are asking to get a resume for a follow up. It is really important that you have that so you can piece together the whole career flow, the career progression, and really understand. LinkedIn profiles, do not have all of the complete information, as you know, take a look at mine, you'll see that I don't have job descriptions and I'm just kind of talking about the title, the position and the dates.
Many times people do not even put on their LinkedIn profile every single position, they only put the last, let us say 10 years or 15 years or something like that. However, a resume really should be complete, so you can really understand their history. Whether a client wants to see your resume or not is a different question, but I do feel as a recruiter, it is really important to make sure that you understand your candidate and make sure It's a good match. So go through the resume before the phone call, make sure that you look for any gaps. Make sure that you are looking at reading the job description to see how it matches, what maybe doesn't match the position that you are looking for.
So you can make sure to ask the appropriate questions to either qualify or disqualify the candidate. When you get them on the phone, make sure that you follow through in your questions, fill in any gaps go through their whole career progression. Make sure you understand, for at least the last I am going to say the last 10 years of positions, why they took a position, how they thought it, what they did and why they left. So it's really important to understand their motives for all of these things because it'll help you to understand if you're going to make the right match. kelly robinson jensen

So for example, if someone tells you they left their last two jobs because the commute was too long, you want to know what that commute was like and make sure that you are not going to put them again in the same position. It is really important that we're not squeezing in people, we're focused only on quality and we're trying to screen out if we can. We want to make sure that we are making the best possible match for our clients and hiring managers and for the candidates. It has to be a really strong match, It is really important to your reputation as a recruiter. You want to make good matches, so that the candidate or becomes an employee and is then retained by the employer. That is your client, your hiring manager, and they will either keep you on board as a recruiter or continue to use your recruiting services. kelly jensen
So it's really important to prep right and then make sure that you really do a complete deep dive into the resume. To make sure that it is positioned correctly so that you really understand your candidate and make sure they have the right motives to be able to present to your client or hiring manager, thanks for listening. kelly jensen

kelly robinson jensen
kelly jensen
Intro to stage4- Prequalification
Hey everyone, it is Kelly Robinson with Panna Knows, we are talking about my nine stages of the talent acquisition lifecycle. We have talked about stage one, which is defining the requirements, stage two, which is building a sourcing strategy. Stage three, which is resume review and preparation and we're now talking about Stage four, which is pre-qualification. So it's really taking a deep dive into three areas with a candidate. First is their skillset, second is the attributes that they bring to the table trying to understand they will be successful in this role. Third is their fit for the company, which is really important can they get on board with the overall objectives of the business? So we'll be talking about those three areas over the next week or so, thanks for listening.
kelly robinson jensen

Stage 4- Prequalification 1) Skill kelly jensen
Hey guys, it's Kelly Robinson with Panna Knows, we are talking about stage four, which is pre-qualification of my nine stages of the talent acquisition life cycle. There really are three things to cover during pre-qualification on a phone call with a recruiter, whether it be internal or external. That would be skil l, attributes and the fit for the overall company and so today, I just wanted to talk briefly about skill. kelly jensen
It is really important that on the very first call with your hiring manager, you're really trying to understand the top three or four skill sets or competencies that they are looking for within this individual. Because if the candidate does not have those skills, it does not matter if they have the right attributes and the right fit for the company or the culture overall, because they need to have the skills to do the job right. So the first thing is to make sure you understand those competencies, make sure from the hiring manager you understand specifically what they're looking for and you want to drill into those. kelly jensen
Now, you are a recruiter, right? You are not walking the walk, so you are not able to program in Java, but you are able to ask questions around their skill set. The hiring manager could have given you the answers in advance, around what you are looking for. So that you can really try to prequalify them as far as skill really, really important. Because again, they do not have the skill does not matter if they have the attributes, and they are a fit for the company overall. It is not going to be a fit because they need to be able to perform and be set up for success within their job. kelly robinson jensen
kelly jensen
If they have enough of the skill set, but they also meet attributes and the cultural fit, sometimes clients will say they'll train that's great, but they still need a basis of the skill set. So keep that in mind and make sure you know what questions you want, ask on the phone call, take care, thanks for listening.
kelly robinson jensen

Stage 4, Prequalification 2) Attributes
Hey guys, it's Kelly Robinson with Panna Knows, we are talking about stage four of the nine stages of talent acquisition lifecycle that is pre-qualification call. So when you're phone, interviewing candidate, there really are three areas that you should be screening for. Whether you are an internal recruiter or an external recruiter, you should know what the client or your hiring manager is looking for in these three areas. kelly jensen
The first is skill, which we have already discussed, the second is character, which we will be discussing today and then the third is really the overall fit for the company. So the attributes or the character are specific to an individual, so you want to make sure you understand what those attributes are, that a client is looking for. You know, maybe they overall looking for people that are really driven by making an impact overall. Maybe they are problem solvers, maybe they are passionate about specific things. kelly jensen
So you really need to understand what those kind of attributes or characteristics are of the individual and make sure you're screening for them on the call. Stay tuned for next week we will be talking about the overall fit which is really about culture, take care of thanks for listening.
kelly robinson jensen
kelly jensen

Stage 4, Prequalification 3- Overall Fit
Hey everyone is Kelly Robinson with Panna Knows, we are talking about stage four pre-qualification of a candidate. In my nine stages of the talent acquisition lifecycle, we talked about three areas to make sure that we are qualifying, pre-qualifying candidates over the phone. Those are skills, attributes, and then overall fit, so we have already talked about skills and attributes. Today we are going to talk about overall fit, which is really the culture of the company. kelly jensen
So making sure to understand what the culture is, what the environment is, what the setup is, how people collaborate, how people communicate, is their remote options. What kind of things do you do as a company? What are the overall goals and objectives of the company? Is everyone in line with those, so that is really important as well. kelly jensen
First, you have to make sure they have the skill set; second, you have to make sure they have the personal attributes to be able to succeed in the role in the company. Then third, you have to make sure their overall fit from a culture perspective, right. So if those three things align, then there is a good chance they will get through the next stage, which is meeting with a hiring manager where your client, right? So if those things align, it is the time to kind of present them to your hiring manager and if any of them are off, it is not a good idea to present them. Let us make sure that we are screening out candidates and not in, right, screening in gives recruiters a bad reputation and trying to fix that. So help me out guys, thanks for listening and next time we'll be talking about stage five, take care.

kelly jensen

kelly robinson jensen

Stage 5. Interviewing
Hey everyone, it is Kelly Robinson with Panna Knows, we are talking about the nine stages of the talent acquisition lifecycle, as defined by yours truly. So far, we have discussed, defining the requirements, creating a sourcing plan, resume review preparation, the pre-qualification call with the recruiter. Now we are ready to talk about stage five, which is interviewing, so a couple tips for interviewing. kelly robinson jensen
kelly jensen
You are still going to cover as a hiring manager or client; you are still covering the same three things that we talked about in the pre-qualification call. You want to make sure they have the skills, the attributes and the overall fit for the company, right, really important. Do not worry if you ask some of the same questions, it is okay I have heard recruiters say that creates a bad candidate experience, but it does not. Because usually when a recruiter is doing a phone interview, they are summarizing what they have heard to you, sometimes it is really beneficial to hear from the candidates mouth directly how they feel right.
So to really kind of get to what they were trying to share with a recruiter on the phone, so I think it is fine, do not worry about that, so you need to make sure to do that. So make sure that you are prepared for interviewing as a client or hiring manager. There is nothing worse than a candidate getting into an interview and you are not prepared, okay? So make sure you're knowing who's covering the three areas. Try not to do a panel interview; it does not put candidates always in a good light. When they are working in a position, they are typically one on one or in a group where they really are comfortable knowing their field and the company and the people. kelly robinson jensen kelly jensen
kelly jensen
So putting them in that kind of environment, sometimes it is tough, so really no more than two I'm going to say. The old school way is to like throw a bunch of people in front of them, intimidate them and scare them but I say put them in a light where they can shine and be themselves. Because when they get in the day to day work, you want the interview to kind of reflect that, that's the person you want to see, right? Sometimes we hire the person that came in a suit and tie with their hair perfect, said all the perfect things while they were under pressure and had memorized everything to say. Were completely prepped by a recruiter with words put in their mouth to say, they get the job, and then they get into the role and they cannot do the role, they cannot perform it.
So we need to make sure that we put them in a comfortable environment, I feel very strongly about this, right? So make sure they feel a comfort level and you are going to hear the real candidate come out and sometimes it's more with one person than another. It is just depends everyone clicks with different people, but make sure it is structured.
Make sure you offer the candidate a really good experience, make sure you know who is covering what, make sure you cover those three areas, skill attributes, and overall fit. Sorry, this one is a little longer than the others but you can clearly hear I am passionate about candidate experience, thanks for listening.

kelly jensen
Stage 6- Decisioning
Hey guys, it's Kelly Robinson with Panna Knows, we're talking about the nine stages of the talent acquisition lifecycle as I have personally defined them and we are today talking about stage six. So we have already talked about stage one, which is defining the requirements, stage two, which is building a sourcing strategy, stage three, which is resume review and preparation. Stage four is a pre-qualification call with the candidate. Stage five is interviewing with the hiring manager and stage six is decisioning. kelly jensen
So what's really important in decisioning, is to make sure that we have defined clearly the three areas that we want to make sure that we're evaluating which is again skills, attributes and the overall fit. So as long as they were defined properly all the way in stage one, you should be at a point now, where you've met with no more than three candidates, three to one is a best practice. It always has been sometimes you can meet with one or two, but really no more than three. If you need to meet with more than three, you probably need to go back to stage one and redefine those requirements and kind of work through the process again. Which happens, sometimes you are not really sure, it's not a position, you're hiring all the time, that's okay.
So, as far as this is decisioning, you need to make sure that you're really reviewing those three areas. So before an interview is scheduled with a candidate, the recruiter should be automatically scheduling a debrief session with the candidate, that is really important. So after a meeting, I always ask the candidates to text me right away, let me know when they're done. If they can give me a quick update on, you know thumbs up, thumbs down and we typically within 24 hours have some kind of calls pre scheduled to do a debrief.kelly robinson jensenkelly jensen
kelly jensen
I would also recommend that the hiring team do some debrief as well. If they can incorporate the recruiter, that is amazing but it should be either right after the interview where it is fresh in their mind. Or at least within 24 hours, and they should get the feedback to the recruiter right away. Feedback to a candidate is really key in candidate experience and even better if you're willing to incorporate the recruiter in that feedback session. That shows really an intent of true partnership, which is really important, because the recruiter can hear the feedback. If they need to go back and review other people, or do some more sourcing, they can do that with that feedback, it is really helpful. So make sure that there are debrief sessions, make sure they are done within 24 hours of an interview and make sure that you are measuring and evaluating on those three areas.
kelly robinson jensen

One more thing I will touch on that people talk about all the time is their gut, that is something to consider overall. So even if you feel like someone needs all of these, but your gut says, there's something off, maybe the person's not being true to themselves. What they're saying really doesn't match what I've seen other people from that company do or other people in the company talk about. Or the role that's on their resume, there's something not aligning, trust the gut, okay? That can usually be done on that first interview in person or at least the first piece of the interview. So if there are two steps that can usually be done there and the recruiters are should be really good at that too. However, unfortunately, again, recruiters trying times try to just shove people in instead of make really good matches, which doesn't, in the end, help anyone including themselves or their reputation. So you can trust your gut, it is actually really important, okay? Thanks for listening, take care.
kelly jensen
Stage 7- Make an offerkelly jensen
Hey guys, it's Kelly Robinson with Panna Knows, we are talking about the nine stages of the talent acquisition lifecycle, as defined by yours truly. The first is defining the requirements, second is building a sourcing strategy, third is resume review and preparation. The fourth is a pre-qualification call, the fifth is interviewing the sixth is decisioning and the seventh is the offer and that is what we are talking about today.
So before you can get to an offer, you have to make sure that you feel comfortable that you have fully qualified the person for the opening in the three areas that we've been discussing the skills, the attributes and the overall fit. You want to make sure you have made a good decision and you have checked your gut. If you watch my last video, you will see it is okay to check with your gut and follow your gut. It often points you in the right direction and interviewing is just a tool to get the person into the spot. We have to see if they can actually do the job right, we have not tested them in that way yet, even if we have given them some exercises that they really haven't been tested until they get in. So we do our best to make sure that they are fully qualified and that's why we go through all of these different stages. Hopefully, hiring managers and clients are really partnering well with their recruiters, whether they're internal or external.kelly jensen
That is really how you are going to get the best qualified folks in the door. So as far as the offer by the time we get to making an offer, a recruiter, should have qualified the person as far as compensation, start date, notice timing, all of that, that should be done. So when the client says hey, recruiter, we want to make an offer the recruiter can say great, let me go and pre close one last time, which should have been done 1000 times before. Let me pre close and make sure that they are ready for this offer before we do the work of putting together paperwork, etc. So a verbal offer is made by the recruiter.
Now here, this is actually really key because I have a lot of clients that say we think we could do the offer better and we really want to make the offer because we're excited. We want to share our excitement our passion, I totally get it. However, recruiters if they are good recruiters, they are way more qualified to make an offer but not only that, they have been pre closing and building relationship with this candidate and talked about compensation many times. What could happen and I've seen it happen many times is the client says thanks, recruiter, but you're just a recruiter. We are now going to make the offer and we want to share our passion and we think it's going to come across from us. I agree with the passion piece and I think there is a place for the client in hiring manager and the offer, but I do not think it is the original offer. I think that recruiters should make the verbal offer because here is why. Once you call a candidate, and they hear your excitement and your CEO or some kind of Chief level or director level, or even the hiring manager, it could be a manager, a supervisor. Anything that shows some kind of prestige and the position, also shows wow, we want you really badly and the clients, the candidate sometimes thinks this is a great time for me to renegotiate. Because even though I have talked to the recruiter, I now have the client’s ear directly and they want me, so I am going to negotiate now. kelly jensen
So, sometimes they do not do that and you can't fault them for you do not ask you do not know, right? So you cannot fault them but I think the right thing to do, I know the right thing to do is let the recruiter to the verbal offer. You can then do the follow up after everything is closed compensation and say like, we're so excited, here's what your onboarding is going to look like. Here what is going to happen with paperwork, here is you know, an update on benefits or anything else you are offering. It is a good time to do that, it is like all congratulations, welcome aboard, absolutely, because it is important for them to hear. But I do feel strongly that the recruiter should do the verbal offer and that is why you just you do not want things to all sudden change, right, because that can happen. Anyway, that is stage seven, making an offer to a candidate after you have decision and met with a couple people 1-3 to be more specific, and we will talk about stage eight, next time.
kelly robinson jensen

kelly jensen
Stage 8- Post offer
Hey everyone, it is Kelly Robinson with Panna Knows, we are talking about the nine stages of the talent acquisition lifecycle as defined by me. We are on stage eight of nine, so we have gone through stage one defining the requirements, stage two, building a sourcing strategy. Stage three, resume review and preparation stage for pre-qualification. Stage five, interviewing stage six decisioning. Stage seven offer and we are at stage eight, which is post offer, so we made our offer right, we are done at this point, see you Mr. Candidate on to the next. Now, all about candidate experience, there are a lot of things that still need to be done now, over the next two or three weeks before they start.
So first things first, you make sure that the client the hiring manager or the client, whomever someone calls the candidate to welcome them, they want to feel good about the decision that they have made. You also want to make sure that they understand what kind of paperwork that they need to do, there are always lots of steps that they have to make sure that they understand. In addition, we always want to coach them through giving notice, that is really hard to do and it can be really, really stressful it is not easy, right? There can be a lot of anxiety around it and I always tell them short and simple, thank them, tell them what you've learned to be able to move on to this next opportunity and how they helped you to kind of progress in your career. So I like to coach them, I like to ask them always afterwards to call me text me or email me and let me know how it went. It is often a relief when they when that happens. kelly jensen
The other thing is I always like to make sure I follow up every four to six days just to check in. Is there anything I could do? How are you feeling? What do you need and make sure, they are all set, right? They need to know about the first day their onboarding, which the client should be doing. So make sure your client or hiring manager, when they call them to welcome them, talks to them about that so that they are prepared. They know what time to come in who to ask for all of that, how they are going to get in the building, if they need access, all kinds of things. kelly jensen
So this is a great opportunity to hold your candidate and support them, make sure that they know they've made a really good decision, support them through that process all the way until they get into the door. We are going to start talking about stage nine very soon, which is really exciting, thank you so much for listening, I will talk to you soon.
kelly robinson jensen

Stage 9- Post hire
Hey guys, it’s Kelly Robinson with Panna Knows and we are here at the final inning. Inning number nine, the ninth stage of our nine stages of the talent acquisition lifecycle. So we went through defining the requirements, building a sourcing strategy. Resume review and preparation, pre-qualification interviewing decisioning, making you an offer post offer.
Now we are at post hire, just because a candidates butt is in the seat and they are now an employee, your job does not end. Your job as a recruiter is to continue and build on your relationships. You have built a great relationship with this candidate along the last six weeks or so, 7, 8 9 weeks depending on how long the process takes and by the time that they start and you want to keep in touch with them. Your first follow up with them should be in 10 to 15 days and you are just seeing how it is going hey Susie q how is it going? How are things, how is onboarding, tell me about your team about what you are doing, what are you excited about? kelly jensen
So you are looking for feedback, that could be either feedback that is constructive feedback to offer to the client, or really super positive feedback, right? So we're wanting to make sure that the candidate which who is now an employee is connected and engaged, and they're doing what they thought they were going to be doing and they're happy. It is really important to keep that connection with them and then put something on your calendar and check in with them every couple months, I'll say for the first year, and then after that, it could be every six months if every 12 months, put it on your calendar, you don't need to memorize it super easy. Send them a text message on LinkedIn, whatever. Make sure you look for their update on LinkedIn when they make that change and post a nice little positive note congratulating them. Stay in touch with them; ask them for referrals, good people know good people. kelly jensen
So it's important to remember just because a candidate has started and they are now an employee does not mean the recruiters job is done. It is your job to make sure that you keep in touch with them and continue the relationship. You do not just cut people off, It just does not happen. Right? Really good recruiters, hopefully you're all learning a lot, you are really good recruiters by now and that's what you want to do. You want to stay in touch with them.
So thank you for listening, we are done our video series, I hope that you have learned something. If you are looking for coaching or help or support on any of these areas or all of the areas please let me know. I can also help build processes for clients and as you know, I have a recruiting company as well so we can actually do your hiring for you. Anyway, it has been an awesome ride. Hope that you love my nine stages; I can be of any service, please reach out, thanks so much for listening, take care.
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