Hiring and Retentionin the hyper-connected era

Tour Guide

Dan Arkind15-years recruiting,mostly for startups

I build software

This presentation is not about software

Recruiting tactics are well understood

This is kung fu

Quick PollWho is hiring?Who is spending $$ marketing:

JobsEmployment BrandHiring Managers

Who is worried about attrition?

ACCESS

It’s cheap and easy to find and contact

EVERYBODY

MISSIONPEOPLEPROMISE

It’s not what you say,

it’s what other people say…

it’s about the experience.

The market is never ever, ever, ever, ever, ever, ever

ever, ever, ever, ever, ever, everever, ever, ever, ever, ever, ever

ever, ever, ever, ever, ever, everever, ever, ever, ever, ever, ever

ever, ever, ever, ever, ever, ever

in a recessive mode for top talent.

it’s better if they find you

… and even better if they

talk about you

Be a Magnet

SHARE

Turn employeesinto advocates

Turn interviewees into advocates

The People:PromptPreparedFunEngagingSmart

The Office:CoolLight FilledModernComfortableBig monitors!

Great storiesgenerate pipeline

SCARED?

Understand where you are

Step 1:

LISTENApplicantsCandidatesOnboardingReviewsDepartmentsCustomers

LEADERSHIP

MARKETING

Perception is reality.

Decide who you want to be

Step 2:

DOCUMENTMissionLeadership StrengthsWhat you’re notEmployee promises

Clean up.

Step 3:

GO TO THE GYM before you

open the kimono.

Transparency may not be

right for you.

Publicly recognize achievementInvest in peopleListen and react to employees Innovative, loved productsSuperior customer serviceMake the world a better place

What works:

TACTICS

Executive Sponsorship

Headcount & Budget

Long timeline

Recruit ChampionsPower to the people

Selection CriteriaSuccess CriteriaTrack Engagement

Always be listeningBe discoverable

Recruit Champions

Already use social mediaBuild their brandsHelp just a little bit more1 on 1s then Brown Bags

Power to the people

Allow people to be heard vs. promoting speech. Start with small experiments. Give away more and more control. Careers site is great, their site is much better.

Policy Engagement

Bad is okay.

Commitment to Content

Dedicated recruiting social media specialist

Helps create and curate articles

Circulated to entire company

1 click sharing Goal = 1 a week Reduces need for

recruiting to sell.

Selection Criteria

Culture = uncompromising selection

“We routinely turn away amazingly talented engineers because they aren’t entrepreneurial.”

Pictures / Video / ArticlesInterview processWho they’ll get to work withWho they’ll get to learn fromPersonal passions, humanize

Make it clear who belongs

Good isn’t good enough to spark interest.

Focus on what makes you great

SUCCESS CRITERIA

ATTRACT, ENGAGE & RETAIN

#1 metrics for internal promotion

Primary driver for bonus compensation

Top management must practice what they preach.

Make employees feel heard

Performance Reviews

Surveys

TRACK ENGAGMENT

1 on 1s: Motivations, Drivers, Needs

Celebrate and track success

Motivations?Drivers?Needs?

FLIGHT RISK

IMAPCT OF DEPARTURE

Focus on the right people

“I made it my job to understand the motivations of all of our key people – and to make sure our managers understood them as well. This has to be high touch.”

Dan Portillo, VP of Organizational DevelopmentMozilla Corporation

How to not lose people

Ability to make an impact Open dialog Deliver on promises Recognize the positive

Always be listening

Work with marketing Work with PR Be a journalist Recruit correspondents

BE DISCOVERABLE

Owntopics --Drive dialog

… and be accessible

…or just pay

BlogsQ&A Sites

Communities

Budget and ownership are necessary.

Pick people and departmentsStart smallFocus on engagementBuild listening and feedback into

who you are

SUMMARY

Hiring and Retentionin the hyper-connected era