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Made an
offer! Yay!!
Candidate
said No..
DEBUGGING
RECRUITING
Dan Portillo
Background
Dan Portillo
Talent Partner
Basic Process
Sourcing
Referrals, Direct Source, Applications, Recruiting Agencies
Evaluation
Technical ability, work history, culture fit, references
(formal/back channel)
Conversion
Pre-closing, comp discussion, offer delivery
1.
2.
3.
If you’re not converting offers,
nothing else matters.
(healthy = +70%)
Conversion Mistakes
Person was not ready to receive the offer (preclosing)
•  Unclear role expectations (current and future)
•  Decision making time
Compensation
Unaddressed organizational issues
•  Reporting structure
•  Leadership gaps
Scared off in the interview process
Offer Checklist
Decision Criteria
•  Do you know how they’re making their decision and what
they value (e.g. autonomy, tech, people, comp)?
•  Who is involved in the decision (e.g. spouse, kids)?
Role
•  Do they understand what they’re going to be doing and why
it’s important to the company?
•  How will they grow?
Offer Checklist
Company
•  Do they understand why the company matters and why it will
be successful?
•  Do they believe in the company mission? (Involve your
investor)
Ask for the business
•  If we make the offer are you ready to accept?
*still wont be a 100%, run post-mortem on rejected offers
A great candidate experience will
prevent leaky bucket problems.
*consistent candidate experience will still make you
better than most companies.
Evaluation Mistakes
Time in process
•  Clock starts from the first conversation
Lumpy communication
•  Communicate constantly; Allow no more than 1-2 days
between touch points
•  Candidate should not have to follow up
Sloppiness
•  Missing interviews or being left waiting in a conference room
Evaluation Mistakes
Inconsistent expectations between interviewers and
candidates
Bad interviewers
•  Interviewers who are inexperienced, argumentative, or biased
will affect the evaluation process
Evaluation
Diagram experience
–  If not consistent,
then make it so.
–  Identify and fix
holes.
Understand your funnel
–  When are most people
eliminated?
–  Where are they
choosing to opt out?
–  Know your time in
process.
Sell early and often
–  Begin the closing
process at the first
meeting.
Hiring Process
Generate
interest,
basic
validation
Technical
evaluation,
answer
questions
Work
history,
relevant
experience,
technical
eval, culture
fit, test
Recruiter
Screen
Technical
Phone
Screen
1st Onsite
Determine
interest,
barriers to
joining
Recruiter
Check-in 2nd Onsite
Final
evaluation,
pre-close
Check
references
Offer
Delivery
Targeting the right people and
telling a great story will improve
conversion downstream.
Sourcing Mistakes
Story sucks
•  Unable to articulate the company’s “why”
Poor targeting
Impersonal message
•  Generic outreach is *mostly* ineffective
Storytelling
Why does it exist, what’s the potential?
What’s unique about the company?
Why is it relevant to the candidate?
Why should they care?
Can everyone involved in recruiting tell the story?
Sourcing
Do we have the right targets set?
Systematically drive internal referrals
•  If N is small, find out why
Hiring managers must source
Hire recruiter, engage agencies
Increase external presence
•  Events, meetups, speaking engagements
Congratulations!
You’re all better at
recruiting now!

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Debugging Recruiting

  • 5. Basic Process Sourcing Referrals, Direct Source, Applications, Recruiting Agencies Evaluation Technical ability, work history, culture fit, references (formal/back channel) Conversion Pre-closing, comp discussion, offer delivery 1. 2. 3.
  • 6. If you’re not converting offers, nothing else matters. (healthy = +70%)
  • 7. Conversion Mistakes Person was not ready to receive the offer (preclosing) •  Unclear role expectations (current and future) •  Decision making time Compensation Unaddressed organizational issues •  Reporting structure •  Leadership gaps Scared off in the interview process
  • 8. Offer Checklist Decision Criteria •  Do you know how they’re making their decision and what they value (e.g. autonomy, tech, people, comp)? •  Who is involved in the decision (e.g. spouse, kids)? Role •  Do they understand what they’re going to be doing and why it’s important to the company? •  How will they grow?
  • 9. Offer Checklist Company •  Do they understand why the company matters and why it will be successful? •  Do they believe in the company mission? (Involve your investor) Ask for the business •  If we make the offer are you ready to accept? *still wont be a 100%, run post-mortem on rejected offers
  • 10. A great candidate experience will prevent leaky bucket problems. *consistent candidate experience will still make you better than most companies.
  • 11. Evaluation Mistakes Time in process •  Clock starts from the first conversation Lumpy communication •  Communicate constantly; Allow no more than 1-2 days between touch points •  Candidate should not have to follow up Sloppiness •  Missing interviews or being left waiting in a conference room
  • 12. Evaluation Mistakes Inconsistent expectations between interviewers and candidates Bad interviewers •  Interviewers who are inexperienced, argumentative, or biased will affect the evaluation process
  • 13. Evaluation Diagram experience –  If not consistent, then make it so. –  Identify and fix holes. Understand your funnel –  When are most people eliminated? –  Where are they choosing to opt out? –  Know your time in process. Sell early and often –  Begin the closing process at the first meeting.
  • 14. Hiring Process Generate interest, basic validation Technical evaluation, answer questions Work history, relevant experience, technical eval, culture fit, test Recruiter Screen Technical Phone Screen 1st Onsite Determine interest, barriers to joining Recruiter Check-in 2nd Onsite Final evaluation, pre-close Check references Offer Delivery
  • 15. Targeting the right people and telling a great story will improve conversion downstream.
  • 16. Sourcing Mistakes Story sucks •  Unable to articulate the company’s “why” Poor targeting Impersonal message •  Generic outreach is *mostly* ineffective
  • 17. Storytelling Why does it exist, what’s the potential? What’s unique about the company? Why is it relevant to the candidate? Why should they care? Can everyone involved in recruiting tell the story?
  • 18. Sourcing Do we have the right targets set? Systematically drive internal referrals •  If N is small, find out why Hiring managers must source Hire recruiter, engage agencies Increase external presence •  Events, meetups, speaking engagements