hiring for scale: 13 hacks in 30 minutes | talent connect 2016

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 Leela Srinivasan  Chief Marketing Officer, Lever

Hiring for Scale: 13 Hacks in 30 Minutes

 Amanda Bell  Director of Recruiting, Lever

2012 Year founded

Source: MRINetwork, May 2016

Lever’s mission: To scale and share hiring through effortless collaboration

2 Years on the market

~100 Employees

$32M Raised

1100+ Customers

144% Headcount growth

NEWSFLASH! We are still in a candidate-driven market

86% Recruiters who feel it’s a candidate-driven market

62% Employers who feel it’s a candidate-driven market

Source: MRINetwork, May 2016

Before we plunge in…

done as an experiment or test before introducing something more widely.

Blow up your job descriptions

HACK #

1

Most job descriptions are a combo of depressing and ridiculous

Source: Twitter @_vicksolo via Buzzfeed

Forget job descriptions, create impact descriptions

What will your new hire:

q Own? q Teach? q Learn? q Improve?

What will they actually do?

Interview like you mean it

HACK #

2

Instead of this... … try this Depressing, unrealistic job description

Inspiring impact descriptions with sufficient context

Specific, complementary areas to delve into

Little to no guidance to every interviewer

Evaluating whether their skills and experience raise the bar

Deciding if you’d enjoy having a beer with a candidate

Use technology to create a more consistent process

Get your candidates comfortable

HACK #

3

Interviewing should not feel like this…

Put your candidates in the position that is most similar to their actual working environment: at home and with a computer, not in

front of a white board doing coding challenges.

 Chris Shaw, Director of Talent,

Simulate the work environment

Source beyond the obvious places

HACK #

4

Hiring has changed quite a bit

10 fresh talent sources

  AngelList

  GitHub, StackOverflow

  Dribbble

  Sourcing.io

  Conference speaker lists

  App stores

  Quora

  Amazon book reviews

  Personal blogs

  Meetup.com (and actual MeetUps)

Don’t give up on top prospects so easily

HACK #

5

Build relationships, don’t just push jobs – and adjust approach based on (non-)responses

Scenario 1: No response

Scenario 2: Timing is off

●  Try them again (politely)

●  And again (politely)

●  If you prod politely, you may guilt them into a response

●  You may also get a referral

●  They decline: Find out why - then follow up in the logical timeframe (e.g., post-bonus or vesting cliff)

●  You fill the position: Tag the candidate so you can find them 3, 6, 9 months from now when the next role opens up

Make LinkedIn your employer brand machine

HACK #

6

FACT

The whole world is checking out your LinkedIn profile. And the profiles of your employees.

10,000 employees x 250 unique, non-employee 1st degree connections =

2. 5 million engagement opportunities

Employee connections on LinkedIn beat Company Page followers by a mile

vs.

at least 18x the 1st degree footprint

We gave our team guardrails – but we also let them (and wanted them to) be themselves

80 percent of our team overhauled their profiles

 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.

 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.

Turn your newest hires into evangelists

HACK #

7

It is literally never too early to get your people fired up

get

Do more than just ask for referrals: GET SPECIFIC

HACK #

8

1 in 16 Referred candidates is hired

Source: Lever’s Little Grey Book of Recruiting Benchmarks, 2016

Take the time to educate employees

Smaller pool of more highly

qualified candidates.

Educate employees about what you’re looking for prior to asking

for referrals

Internally, talk about hiring. ALL. THE. TIME.

HACK #

9

Showcase hiring like you showcase sales wins

Source jam in progress Slack erupts with each new hire

Get feedback from people who didn’t make it

HACK #

10

Learn from everyone who goes through your hiring process

 We used to run NPS surveys among candidates that we didn’t hire - and then ask follow-up questions to find out how we could improve our candidate experience.

 Kirsti Grant, CEO & Co-Founder, Populate  (Former VP Talent @ Vend)

Reference-check your heart out

HACK #

11

Do not under any circumstance short-change reference checking

Don’t Do

●  Rely solely on references provided by the candidate

●  Find other references who are mutual connections

Recommended reading from Josh Hannah: bit.ly/reference-checking

With thanks to David Skok of Matrix Partners

●  Let the reference drive the call

●  Lead the call; probe for exact details on the candidate’s achievements

●  Expect the reference to proactively raise negative points

●  Find ways to frame ‘weakness’ questions to get accurate answers

Seed diversity & inclusion early. Never let up.

HACK #

12

D&I is really hard. Smaller companies can take more radical approaches.

The “guys” jar The “no resume” campaign The diversity dashboard

Whatever size your company, find, celebrate and empower your D&I ambassadors

Reposting employee blog content on LinkedIn and Medium had measurable impact

Invest in the tools to do it right

HACK #

13

Other functions are way better at equipping themselves to manage leads

business.linkedin.com lever.co

Summary #1 Blow up your job descriptions. #2 Interview like you mean it. #3 Get your candidates comfortable. #4 Source beyond the obvious places. #5 Don’t give up on top prospects so easily. #6 Make LinkedIn your employer brand machine. #7 Turn your newest hires into evangelists. #8 “Call and coffee” your referrals. #9 Internally, talk about hiring. All. The. Time. #10 Get feedback from people who didn’t make it. #11 Reference-check your heart out. #12 Seed diversity & inclusion early. Never let up. #13 Invest in the tools to do it right.

Questions?

 Leela Srinivasan  Chief Marketing Officer, Lever  linkedin.com/in/leelasrinivasan

 leela@lever.co

 Amanda Bell  Director of Recruiting, Lever  linkedin.com/in/amandabell

 amanda@lever.co

Thank you!

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