clever hacks for hiring – june 2016 london

Thank you for coming to Clever Hacks for Hiring!

Here’s what we shared

How to writePhil Blaydes, Talentful

‘Most communication in recruitment sucks’

Phillip Blaydes, 2016

‘We have a totally different approach to recruitment, where we focus on reaching out to the right people, first time, and not wasting your time with candidates who do not suit the role/company. ’

Mr. A. Recruiter, 2016

‘‘Your name has come up 2 times now, and I find that intriguing.’ ’

Mr. A. Recruiter, 2016

‘I have some “cream of the cream” of these guys’

Mr. A. Recruiter, 2016

‘‘We are making the world’s first mobile platform for voice applications’’

Mr. A. Recruiter, 2016

The bible‘Writing that works’ by Kenneth Roman and Joel Raphaelson

David Ogilvy

Why?

Why?

What kind of academic programme best prepares business school students to succeed in their careers?

“Teach them to write better.”

Why?How we write as hiring managers and recruiters is the first impression a candidate will often have

Why?

‘Your writing is you’

Do I want to work with a sloppy, slap-dash team?

Why?

‘Your reader does not have much time’

Are they likely to read beyond the first sentence?

Techniques

TechniquesThink before you write

Brevity

Address the individual

TechniquesThink before you write

What do you want them to do after reading?

What impression are you trying to give?

TechniquesBrevity

Edit. And then edit again.

Plain English, no jargon.

TechniquesAddress the individual

Speak to the person, not to the crowd.

Write as if you’re talking to them in person.

How?

How to structure an email

Flattery

Hook

Action

Credibility

1. I’ve done my research

2. Make them feel special

3. Show them this isn’t a mail merge

Flattery‘Our CTO read your recent paper on Bayesian Statistics bit.ly/8ujnkfe and was really impressed.’

‘He thought you’d be interested in our work applying similar techniques to the visual domain.

We think we can solve the problems that video platforms face in the developing world.’

Hook

1. Apply what you’re doing to them

2. Why that’s cool

3. The mission: make it emotive

Hook

‘We’ve been recently featured in Forbes bit.ly/09jfjnk and TechCrunch bit.ly/nj890 and our CEO has recently been named in the 30 under 30 bit.ly/noi904

We’re backed by BigTreeVC, early investors in Facebook.’

1. Who’s backing us

2. They say: links

3. Content

Credibility

‘We’re going to the ATN conference in Montreal in July, are you going to be there? Reply to let me know.’

1. There MUST be a call to action

2. Tell them exactly what to do

3. But make it easy and non-committal

Action

RecapOur CTO read your recent paper on Bayesian Statistics bit.ly/8ujnkfe and was really impressed.

He thought you’d be interested in our work applying similar techniques to the visual domain.

We think we can solve the problems that video platforms face in the developing world.

We’ve been recently featured in Forbes bit.ly/09jfjnk and TechCrunch bit.ly/nj890 whilst remaining in stealth. And our CEO has recently been named in the 30 under 30 bit.ly/noi904

We’re going to the ATN conference in Montreal in July, are you going to be there? Reply to let me know.

Questions?

Nailing Candidate Experience

Hi.I’m Jess.

Talent Manager & HR Projects Lead

-

Thoughts from the ivory tower of recruitment

• Candidates are people (yes, just like you and me)

• They’re assessing you, just like you’re assessing them

• Your system can help (you just need to ask it to)

• Feedback and frequent communication are the most

important parts of the recruitment process*

• Return applications

• External referrals

• Word of mouth + positive brand

• 59% want to hear from you whenever you have an update

• 94% want interview feedback even if they are rejected

• But only 41% have received interview feedback after a rejection

Some of us really suck at our jobs.Don’t be part of the problem

5 things to do to make getting a job with you not “a total ball-ache”

• Give candidates a way to contact you + make them comfortable

doing that

• Email/call/text/skype “Update there’s no update”

• Ask how to use your system to help you (and if no one is

answering, figure out a way yourself – and tell other people)

• Give people feedback, and make it useful

• Treat others the way you would want to be treated

1

Give candidates a way

to contact you + make them comfortable

doing that

2

Email/call/text/skype “Update there’s no

update”

3

Ask how to use your system

to help you

(and if no one is answering, figure out a way yourself –

and tell other people)

4

Give people feedback, and

make it useful- Reading lists

- Phone calls

- Stay in touch

5

Treat others the way you

would want to be treatedBecause you’re better than the

competition, and your mumma raised

you right

Questions?Comments?

(thanks, guys)

How to Punch Above Your Weight in Employer Branding

Leela Srinivasan, CMO

Sorry folks, we’re still in a candidate-driven market

@leelasrin @lever Source: MRINetwork, May 2016

#recruitingsecrets @lever @hired

Awareness

Consideration

Conversion

Loyalty

Advocacy

Your prospect knows who you are

Your prospect is actively thinking about choosing you

Your prospect becomes a customer!

Your customer stays a customer and feels good about it

Your customer is out telling the world how great you are

Are we talking marketing… or recruiting?

#recruitingsecrets @lever @hired

Awareness

Consideration

Conversion

Loyalty

Advocacy

Your candidate knows who you are

Your candidate is actively thinking about choosing you

Your candidate becomes an employee!

Your employee stays an employee and feels good about it

Your employee is out telling the world how great you are

Are we talking marketing… or recruiting?

Either way, it all starts with awareness & consideration

Do candidates know who you are?Do they think of your company as a place they’d

like to work ?

54% of applicants read company reviews online

1. Start with your employee connections

vs.

Employee connections on LinkedIn beat Company Page followers by a mile

at least 45x@leelasrin @lever

Every profile matters!

“At Lever we really walk the talk when it comes to talent. We put a ton of thought into how we hire and onboard people, as well as how we help them grow in their careers

@leelasrin @lever

“I used to think being a woman in tech meant simply accepting and overcoming aggressive workplaces… At Lever, I am thrilled to be an integral piece of a diverse, inclusive, engaged, and impassioned team.”

2. Get the word of mouth going before day one on the job

How to turn your newest hires into rabid brand evangelists

@leelasrin @lever

3. Get the team sharing and sourcing

Encourage sharing and referrals for a ‘double brand halo effect’

Lever sourcing jam in progress

4. Encourage everyone to blog

Our best bloggers don’t work in marketing

5. Use your company all-hands for covert EB ops

Your marketing job of the week: watch & share our new videos!

3 chances to share great news tomorrow

What Where

Blog post reflecting on some epic Lever hires that helped us get to 1,000 customers

By Sarah, on LinkedIn and the Inside Lever blog (lever.co/inside)

Blog post announcing Lever Nurture

By Randal, on the Lever blog (lever.co/blog)

Press release announcing Lever Nurture

Quoting Sarah and Chris Shaw, on the wire

Your Marketing Job of the Week: share our good news liberally!

Because ALL branding boosts your employer brand, y’all

The mashup continues...

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