We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.

1. The Future of Recruiting is Open Source
#HROS / HROS.co #RecruitDC

3. HROS - Presentation Name 3

4. L A R S S C H M I D T
@Lars
Beyond The
Resume

10. What happens when HR and recruiting
practitioners around the globe open their
playbooks and share their secrets?
HR is HardRecruiting Is Hard

13. Learning

16. A community where members are as happy to
share resources as receive them.

19. Introduction to Open Source

21. Open Source
Comes to HR

22. OUR MISSION
To transform the field of HR to
become more impactful by
democratizing access to
progressive practices.

23. OUR VALUES
Openness: Sharing is Caring
Action: Have an Impact
Humility: Community > Individual
Inspiration: Collaborative Learning

24. Page
OUR COMMUNITY
5,000+ Practitioners in 70+ Countries

25. FUTURE OF WORK

27. Our sponsors allow us to ensure all resources are entirely free for the community.

28. What problems we’re solving

29. COMMON STRUGGLES

31. Case Studies
1.WHO you are
2.WHAT you did
3.WHY you did it
4.HOW you did it
5.RESULTS &ROI
6.MISTAKES made
7.TAKEAWAYS
8.TECHNOLOGY

33. Case Study: OPOWER
Problem
Wanted to become a more quantitative, analytics-driven
recruiting team.
Solution
“Trystorming” analytics through Bersin’s maturity model,
the quadrant model in several key areas of the business
identified for spot needs
Results
• 100% of goal in 2015 with a total of 237 hires
• Increased capacity by ~20 roles per quarter
• Increased capacity (time to fill decreased by an average of 4
days and each recruiter filled ~2 more roles than expected).
How We Use Data To Optimize Our Talent Acquisition Team

34. Case Study: SoundCloud
Problem
SoundCloud wanted to better leverage
their data to drive people decisions.
Solution
They began a two year journey to
develop robust self-service dashboard.
Results
• Reduced ad-hoc report requests by 90%
• Established baseline metrics for recruiting
• Based on dashboard data, focused on female
engineering recruiting and increased 70%

35. Case Study: Hootsuite
Problem
Hootsuite explosive global growth led
to inconsistent employer brand.
Solution
Develop a global playbook for EB so
all recruiters were in sync.
Results
• 50% increase in application (per quarter)
• 53% increase in #HootsuiteLife
engagement
• 43% of applicants influenced by EB
Building a Complete Employer Brand Playbook

36. Case Study: GoDaddy
Problem
GoDaddy’s reputation was hampering
their ability to hire female talent.
Solution
Their CEO made a commitment to
reinvent them as a gender champion.
Results
• Women make up @ 50% Exec team
• 11% increase in female eng new grads
• Application climbed 13k/quarter, incl
3,000 engineering applications
• Became pay equity champions

38. Celebrate Failure

39. Celebrate Failure

40. FREE TEMPLATES & TOOLS

41. Events

42. Collective Intellect

44. Working Out Loud

45. Rework.withgoogle.com

46. Managingbias.fb.com

47. FACEBOOK COMMUNITIES

48. NOW IT IS YOUR TURN….

49. 1. Go around the group and share your biggest
work challenge (5 minutes)
2. As a group, pick one challenge that you will
collectively discuss and share ideas on how you
might tackle that challenge (5 minutes)
3. Share out your learnings (5 minutes)
LEARNING LAB

50. gettalk.at/hros
Want free templates now?

51. Thank You
HROS.co/Join
@hropensource
#HROS