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Hiring for scale: 13 hacks in 30 minutes | Talent Connect 2016

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Hiring for scale: 13 hacks in 30 minutes | Talent Connect 2016

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Leela Srinivasan, Lever
Amanda Bell, Lever

For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.

Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!

Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Leela Srinivasan, Lever
Amanda Bell, Lever

For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.

Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!

Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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Hiring for scale: 13 hacks in 30 minutes | Talent Connect 2016

  1. 1. ​ Leela Srinivasan ​ Chief Marketing Officer, Lever Hiring for Scale: 13 Hacks in 30 Minutes ​ Amanda Bell ​ Director of Recruiting, Lever
  2. 2. 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
  3. 3. NEWSFLASH! We are still in a candidate-driven market
  4. 4. 86% Recruiters who feel it’s a candidate-driven market 62% Employers who feel it’s a candidate-driven market Source: MRINetwork, May 2016
  5. 5. Before we plunge in… done as an experiment or test before introducing something more widely.
  6. 6. Blow up your job descriptions HACK # 1
  7. 7. Most job descriptions are a combo of depressing and ridiculous Source: Twitter @_vicksolo via Buzzfeed
  8. 8. Forget job descriptions, create impact descriptions What will your new hire: q Own? q Teach? q Learn? q Improve? What will they actually do?
  9. 9. Interview like you mean it HACK # 2
  10. 10. 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
  11. 11. Use technology to create a more consistent process
  12. 12. Get your candidates comfortable HACK # 3
  13. 13. Interviewing should not feel like this…
  14. 14. 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
  15. 15. Source beyond the obvious places HACK # 4
  16. 16. Hiring has changed quite a bit
  17. 17. 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)
  18. 18. Don’t give up on top prospects so easily HACK # 5
  19. 19. 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
  20. 20. Make LinkedIn your employer brand machine HACK # 6
  21. 21. 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
  22. 22. Employee connections on LinkedIn beat Company Page followers by a mile vs. at least 18x the 1st degree footprint
  23. 23. We gave our team guardrails – but we also let them (and wanted them to) be themselves
  24. 24. 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.
  25. 25. Turn your newest hires into evangelists HACK # 7
  26. 26. It is literally never too early to get your people fired up
  27. 27. get Do more than just ask for referrals: GET SPECIFIC HACK # 8
  28. 28. 1 in 16Referred candidates is hired Source: Lever’s Little Grey Book of Recruiting Benchmarks, 2016
  29. 29. 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
  30. 30. Internally, talk about hiring. ALL. THE. TIME. HACK # 9
  31. 31. Showcase hiring like you showcase sales wins Source jam in progress Slack erupts with each new hire
  32. 32. Get feedback from people who didn’t make it HACK # 10
  33. 33. 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)
  34. 34. Reference-check your heart out HACK # 11
  35. 35. 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
  36. 36. Seed diversity & inclusion early. Never let up. HACK # 12
  37. 37. D&I is really hard. Smaller companies can take more radical approaches. The “guys” jar The “no resume” campaign The diversity dashboard
  38. 38. Whatever size your company, find, celebrate and empower your D&I ambassadors
  39. 39. Reposting employee blog content on LinkedIn and Medium had measurable impact
  40. 40. Invest in the tools to do it right HACK # 13
  41. 41. Other functions are way better at equipping themselves to manage leads business.linkedin.com lever.co
  42. 42. 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
  43. 43. Thank you!

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