hiring hacks: under armour’s formula for data-centric & personalized recruiting

GREENHOUSE + ENTELO

Under Armour’s Formula for Data-Centric & Personalized

Recruiting

GREENHOUSE + SQUARESPACE

#HIRINGHACKS

Today’s Moderators

Becky HigginsGreenhouse

Kathleen de LaraEntelo

GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO


What is Greenhouse?

• Greenhouse is an end-to-end solution that optimizes your entire recruiting process

• Talent is critical for building outstanding companies

• World-class recruiting requires focused effort across your entire organization

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Hiring Hacks • Each webinar in the series focuses on strategies and tools that help measurably improve the recruiting process

• In this Hiring Hacks, Greenhouse partnered with Entelo & Under Armour to discuss: • Tips to align your recruiting strategies with your

product roadmap• How to make sense of the data you’ve gathered• How to differentiate your employee value

proposition with personalized messaging • Which metrics recruiters should be tracking

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What is Entelo?• Entelo is a recruiting platform providing

access to over 275 million candidate profiles

• Identify diverse candidates and who’s more likely to change jobs

• Send, coordinate, and track candidate emails

• Export candidates straight to your ATS

Hundreds of high-performing companies use Entelo to build great teams


Hiring Hacks Featured Speaker

Leslie Dutton Senior Manager, Talent Acquisition @ Under Armour

www.linkedin.com/in/ledutton

Leslie joined MyFitnessPal as its first recruiting hire and built the recruiting program from the ground up. Since then, MyFitnessPal more than tripled and was acquired by Under Armour. Leslie now leads the technical recruiting team for Under Armour, which has locations across the US in Austin, Baltimore, Denver and San Francisco. Previous to her role at MyFitnessPal / Under Armour, Leslie spent five years at Amazon where she did technical recruiting for the Kindle organization.


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We’ll Cover

Leslie’s tips for a data-centric & personalized recruiting approach

Tip 1: Hiring to a product roadmapTip 2: Data-centric recruitmentTip 3: PersonalizationTip 4: Recruiter metrics


Tip #1


Hiring to a Product Roadmap

• Organization’s goals• Talent gaps• Develop hiring timeline


Tip #2

MyFitnessPal Example:In this example, you made 1 Backend Engineering hire and there were 300 candidates and prospects total.

1. Pull Data

2. Sort by Source=COUNTA(K2:K12) [Gives you the sum of that source]

3. In another sheet you can summarize the sums

I break down hiring into 3 funnels:

4. Inbound

5. Outbound

6. Referrals

Data-centric recruiting



Candidates

Hires

Inbound Outbound Referrals

RS

PS1

PS2

Onsite

Reference check

Offer


• # referrals received• # applicants• # sourced by recruiters


Once you know the breakdown you can then calculate:

Applicant: Job Site 61Applicant: Stack Overflow 29Prospected Entelo 136Prospected GitHub 59Referral 8Networking Lead 7

90

195

15

300

Inbound

Outbound

Referral

30%

65%

5%

100%

Total number of candidates and prospects it took to hire this 1 role

300

% of what you could expect for referrals, applicants, and the gap needed to fill by sourcing

• Inbound 30%

• Outbound 65%

• Referrals 5%

Gives you your worst case scenario expectations – if no referrals come in and applicant pipeline dries up, approximately how many prospects would your recruiting team need to generate in order to ‘guarantee’ a hire?

300

In this example, what does all of this tell you?


Pull date recruitment began on the role and the date of acceptance and hire date

1. Tells you approximately what you could expect for amount of time it would take for your recruiters to receive an accept

2. Tells you approximately what you could expect for amount of time it would take for the new candidate to start

Additional data point (this is not 100%, but gives an approximation)

3. Pull prospects list per recruiter

4. Date range: 1 week

5. See # outbound messages the recruiter was able to send out

** NOTE, if you pull prospects list, it won’t necessarily show all work – doesn’t show you the # of follow up emails that went out and if someone was converted to a candidate, it won’t show.**

Next Step: Time to Fill


• You know the # of total candidates it takes to make that 1 hire

• You know the % breakdown of referrals vs Inbound vs Outbound

• You know the time it took to fill

• You know about how many outbound messages your recruiter typically sends in a week

Now what?

What You Know


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Calculating Workflow & Hiring TimelineRecruiter Output

• 300 candidates to fill a role• 5% referrals, 30% inbound, 65% outbound • Minimum = 195 outbound messages • Maximum = 300 outbound messages

Time to Fill

• Start Date Accept Date = 2 months • Start Date Hire Date = 3 months

** Budget 1 month extra to account for onboarding **


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• It will allow you to project your hiring plan for the year and how many reqs any particular recruiter should hold at any given time

• Using Data can help you get the resources you need – good to be factual and honest instead of promising what you can’t deliver

• There are no guarantees ever, things can go slower or faster

How do I best utilize this information?


Tip #3

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Personalization

Why send personalized messages?

1. Respect your candidate2. Respect your organization3. Respect your credibility4. Increase respect for our profession5. Efficiency

Goal: Continuously make the response rate go up and up.


Tip #4

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Depends on how data driven you want to be…

1. At minimum• Track launch date, acceptance date, hire date, source

2. Want to be a pro? • Track all candidates you reach out to. Source, email used, subject line used, response, response yes in

addition to the above

• Show you what emails work best, what subject lines work best, what is your response rate and what is your positive response rate.

What metrics should recruiters track?

Why send personalized messages?GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO

Questions

hiring hacks: under armour’s formula for data-centric & personalized recruiting

Recruiting & HR