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How to Hire for Real
1.
exaqueo™ a work forc
e c on sulta n c y ©exaqueo™ 2013 How to Hire. For Real. Susan LaMotte, founder @SusanLaMotte | #DOF2013
2.
3.
today’s conversation Defining a
Culture Recruiting For Growth Creating an (Employer) Brand Recruiting 101 The Start-up Screen: Real Assessment ©exaqueo™ 2013 @SusanLaMotte | #DOF2013
4.
©exaqueo™ 2013 the problem @SusanLaMotte
| #DOF2013
5.
sample job ad ©exaqueo™
2013 @SusanLaMotte | #DOF2013
6.
sample job ad ©exaqueo™
2013 @SusanLaMotte | #DOF2013 51 31
7.
©exaqueo™ 2013 defining a
culture @SusanLaMotte | #DOF2013
8.
Why it Matters ©exaqueo™
2013
9.
©exaqueo™ 2013 culture
10.
©exaqueo™ 2013 culture
11.
©exaqueo™ 2013 work rules “let’s
perform a successful heart surgery today.”
12.
©exaqueo™ 2013 work rules Time:
is the rule bound by time—does something have to be done within a specific period? Example: respond to customers in 24 hours. Resources: is the rule bound by resources—are there specific resources that should be utilized? Example: use Yammer to share and solve a problem with the team. Activity: is there a specific activity that demonstrates the work rule is being followed? Example: all errors should be documented and reported (where/how). Outcome: is there a specific outcome expected of the work rule? Example: all problems should state a time to resolution when completed.
13.
©exaqueo™ 2013 culture +
work rules in action
14.
©exaqueo™ 2013 recruiting for
growth @SusanLaMotte | #DOF2013
15.
©exaqueo™ 2013 understand See. Consider.
Research. Learn. Consider. Apply. Process. Offer. Consider. Accept. Onboard. Employ. Learn. Grow. Perform. Stay. EMPLOYER BRAND
16.
©exaqueo™ 2013 the model Organization Current Employees Talent
Business Talent Past EmployeesFuture Employees Product/ Services TacticalStrategic Internal External Competitors Market Research Culture & Mission Vision & Strategy Master Brand ForecastsWorkforce
17.
©exaqueo™ 2013 recruiting 101 •
Recruitment • Sourcing: varied channels • Reputation: brand impact • Candidate experience: social sharing outlets • Selection • Adverse impact (disparate impact/treatment) • 80/20 rule • Criterion/content/construct validity • Recordkeeping • Resumes • Notes Act like you’re hiring the jury.
18.
Forecast Timing Financial Growth Talent Growth Resources ©exaqueo™ 2013 plan * Talent
Plan * * * *
19.
assess-stage 1: start-up
screen ©exaqueo™ 2013 The I Factor The “Sounds Cool” Factor The Focus Factor The Curtain Factor INDIVIDUAL TEAM
20.
assess-stage 2: talent
screen ©exaqueo™ 2013 The Machine The Referral The Right Hire The Lifelong Friend SKILLS BEHAVIORS
21.
exaqueo™ a work forc
e c on sulta n c y ©exaqueo™ 2013 How to Hire. For Real. @SusanLaMotte | Susan@exaqueo.com Susan LaMotte, founder @SusanLaMotte | #DOF2013