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How Companies Identify Talent with Ryan Moore & Kage Spatz

HR Strategy Series, Real Human Resources

Peak Sales Recruiting Human Resources Hiring Strategies

If “Plan A” doesn’t work out don’t worry the alphabet had 25 more letters — stay cool.

As a part of my HR Strategy Series, I’m talking to top experts in the field to teach prospects what hiring managers are actually looking for, while also supporting business leaders in their hiring and retention strategies. Today I had the pleasure of talking with Ryan Moore.

Ryan Moore is the Director of Client Management at Peak Sales Recruiting. Ryan has over 15 years of experience selling, recruiting top achieving professionals and high-performance salespeople. Before Peak, Ryan spent more than 7 years working with various sized businesses helping them build and implement marketing programs, websites, and event sponsorship proposals.

Thank you so much for doing this with us! First, please tell us what brought you to this specific career path?

I came into recruiting through consulting and coaching other business leaders/owners. My background is marketing and I ran a creative agency that focused on digital marketing. It was through that company that I started consulting leaders/owners on how to run the marketing side of the business. The marketing conversation is always quickly followed by “how does this affect sales” and “how do I scale my sales team”. When it was time to move on from that role, I approached the Co-Owners for Peak Sales Recruiting. The client service levels that Peak was delivering was a natural extension of the consulting had been previously for doing. Jump forward 7 years and I am now the Practice Lead, Executive Search at Peak.

Can you share the most interesting or funny story that happened to you since you started this career and what lesson you learned from that?

That is a hard one to answer. I have the pleasure of working with a diverse group of companies and candidates. Every day is different, and I get to learn from everyone. I love a good success story; the start at the bottom and climb to the top type. I was working with a candidate whose success story went from waitress to Million dollar retirement by working hard and progressing to the top of a very large retailer. It felt like it was one straight out of a movie. The best part was that she was the most genuine and caring individual but could make great things happen in a company.

Wonderful. Now let’s jump into the main focus of our series. Hiring can be very time consuming and difficult. Can you share 5 techniques that you use to identify the talent that would be best suited for the job you want to fill?

1. Ditch the job description- Sit with the hiring manager and figure out what the top 5 criteria are for the optimal candidate to have achieved in their background. Example: Experienced in implementing Salesforce, driving adoption, creating reporting and pipeline management.

2. Avoid Years’ experience as qualifying criteria without a quality metric. Years in a role or market don’t indicate success just time logged on the job. Focus on the success the candidate has had in their career and does that translate to what you need. Example: 5 years of Sales management experience vs 5 years proven tracker record of sales management success with a team of 8–10 generating $50M in revenue.

3. Look for patterns: Top performers in organizations are always highly regarded and given awards. Most top performers wear these honors like badges and will include them on their LinkedIn profile or resume. A candidate that shows an ability to duplicate success in different organizations and be rewarded for it is a great sign of top talent. Similarly, a candidate who has had career progression within the last few organizations likely indicates a valued team member that is succeeding. Example: Look for Presidents Club, Rookie of the Year, Manager of the Year, Top Manager, etc.

4. Job stays: This one is becoming more difficult with the nature of the employment market. I always look for less than 3 career changes (moving organizations) in a 5 year period. Anything over that becomes extremely difficult to show success in an organization outside of the onboarding period.

5. When screening candidates on the phone I use a 5 min call technique. Screening candidates can be extremely taxing on your schedule and it is important to maximize the time on the right candidates for the role. Within the first 5–7 minutes of a screen with a potential candidate I will ask a “knock out” question. Essentially this is an absolute must-have criterion for the role. If the candidate cannot provide the examples of success around this criteria, I will let the candidate know they are not optimal for this role but will keep them in mind for future roles. This must be done delicately as the candidate may be good for the organization just not for this particular role and you don’t want to turn them off. Add them to a networking pipeline and keep in touch. Using this technique allows you to stay focused on the role at hand and maximize the time you can spend with optimal candidates for the opening.

With so much noise and competition out there, what are your top 3 ways to attract and engage the best talent in an industry when they haven’t already reached out to you?

1. Be genuine and take an interest: If you approaching passive candidates to be genuine and take an interest in foster a relationship with them. Understand where they see their career going and what their interest are before talking about a role. In today’s market organizations are fostering these relationships 2–5 years out before approaching candidates on an opportunity.

2. Lead with Values: Yes, compensation is always a discussion, but the right talent will join your organization because of values alignment between what they hold and what the organization holds. Share the corporate values with a potential candidate and provide stories around how they are used to shape the culture of the organization and team they could be joining

3. Show them career growth potential: Paint a picture for the candidate of what success in the role looks like and where they could take their career in the organization past this role (i.e. leadership training, moving into management, relocation to another office, etc.) Use real-life examples of people in the organization that have taken these paths

Can you please give us your favorite “Life Lesson Quote” and how that was relevant to you in your life?

If “Plan A” doesn’t work out don’t worry the alphabet had 25 more letters — stay cool.

I am a bit of a perfectionist and will tinker with plans before launching. What I have realized is that it is better to move and fail fast, learn from that failure and create a new plan vs trying to create the perfect plan out of the gate.

We are blessed to have some of the biggest names in Business, VC, Sports, and Entertainment read this column. Is there a person in the world whom you would love to have a private lunch with, and why?

Richard Branson. He never stops innovating and breaking the mold of what Virgin the brand is. He has created followership as a leader and doesn’t appear to free taking risks. I would love to have a private lunch with him to pick his brain on business and life.

Thank you so much for these fantastic insights!

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