high performance recruiting @ nchra july 2015 presentation
TRANSCRIPT
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Talent Drives Performance: What’s Driving Your Recruiting Process?
Presented to: Northern California Human Resources Association
July 30, 2015
Daniel Chait CEO, Greenhouse @dhchait | @greenhouse
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Introduction About me
Greenhouse
What you’ll learn today
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About me 1997-2000 Business Velocity: bank presentation software 2002-2011 Lab49: Financial technology consulting company 2012-present Greenhouse: SaaS recruiting platform
[email protected] http://about.me/dhchait
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Greenhouse is software to optimize your recruiting process.
Our offices
NYCSF
Fast facts
fastest growing B2B SaaS solution
VC-backed with in funding
Growing at annually
Will surpass customers in 2015
#5
$24MM
> 300%
1,000
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Great companies using Greenhouse
Tech
Education
Finance
Agencies
Healthcare
Enterprise
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What you’ll learn today
How to run an effective, competitive recruiting process Quick, actionable wins across key areas: • Planning • Sourcing • Interviewing • Closing
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Why this matters
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Poorly designed recruiting is painful! Getting vague feedback from a team member’s interview Hiring someone technically competent but wasn’t a cultural fit Thinking a candidate is great but others didn’t agree
Finding the right person and having them turn the offer down Misalignment internally on what you’re even hiring for
Paying expensive agencies for poor candidates Getting swamped with low quality applicants from job boards Favorite candidate drops out and have no backup
Going into interview w/ no context, making up questions as you go
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Well run recruiting is hugely valuable!
Quality of talent is the #1 driver of company performance.
Recruiting is the #1 most impactful HR function.
Better hiring results in less turnover, higher morale, better performance and lower costs.
For most of us, there are simple improvements that will create huge wins.
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Successful recruiting formula
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Process overview
Planning Sourcing Interviewing Offer/Close
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Planning: Goals
Ensure alignment among the team Clarify who what when were how Consistent and well-understood process
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Planning: Metrics
Hiring manager acceptance / approval Candidate experience
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Planning: Quick Wins
Make a good hiring plan (figure out sourcing, interviewing, team, sales pitch, etc.) Agree on service level expectations with hiring managers Calibrate with a few candidates
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Sourcing: Goals
Find the best people efficiently Continuous improvement as needs & environment change
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Sourcing: Metrics
Sourcing Quick Ratio Sourcing Quality analysis
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Sourcing Quick Ratio
[Propsects + Referrals] All Candidates Measures the % of candidates from the best (most effective, cheapest, highest quality) sources
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Sourcing quality
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Sourcing: Quick Wins
Turn up the volume Have a diversified strategy End-to-end attribution to measure & optimize
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Interviewing: Goal
Quality Speed Candidate experience
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Interviewing: Metrics
Hiring speed Pass rates Candidate experience
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Interviewing: Quick Wins
Interview kits (slide) Interview techniques (slide) Candidate surveys
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Interview kit
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Interview kit
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Interview kit
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Interview kit
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Interview techniques
Experience/ Qualifications
Skills
Values
Pre-qualify
Probe for knowledge
Behavioral interviews
Early-stage Late-stage
Verify
Practical testing
Reference checks
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Offer/close: Goal
Hire the right people at a good price Graceful declines
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Offer/close: Metrics
Offer acceptance rate Hires vs. goal Price vs. market
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Offer/close: Quick Wins
Figure out their motivation and state of mind when interviewing Have people they met during the interview process reach back out Tell people what they did well and what they’ll improve when they join the team
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G R E E N H O U S E . I O