31 Recruiting Hacks for Sourcing and Diversity Recruiting

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Transcript of 31 Recruiting Hacks for Sourcing and Diversity Recruiting

  1. 1. Part 2 Sourcing and diversity recruiting
  2. 2. Thanks for joining us! Please use the chat box for questions Tweet at us using #recruitinghacks @lever @zeenatbhamani $100 Amazon Gift Card for the most thought-provoking tweet Part 2 Sourcing and diversity recruiting
  3. 3. Our speakers Zeenat Bhamani / @zeenatbhamani Recruiting Researcher, Netflix Maya Humes / @mayanjeri Content Marketing Manager, Lever Part 2 Sourcing and diversity recruiting
  4. 4. Candidate sourcing hacks Part 2 Sourcing and diversity recruiting
  5. 5. #1 Use calendar chunking for sourcing, phone screens, etc. Block chunks of time on your calendar for sourcing, phone screens, candidate feedback, hiring manager meetings, etc. Part 2 Sourcing and diversity recruiting
  6. 6. #2 Make OneTab your best friend Use a browser extension called OneTab. It will zap all of your open tabs into a single one so you can re-open each tab as youre ready to review it. Part 2 Sourcing and diversity recruiting
  7. 7. #3 Give tree ring sourcing a try When youre sourcing candidates, start narrow and work your way out. Use a Boolean AND operator for both required and desired skills, and use a small zip code search radius, then slowly expand your search from there (if necessary). Part 2 Sourcing and diversity recruiting
  8. 8. #4 Find any candidates email address Did you just come across your dream candidate, but you arent sure how to contact them? Work emails tend to follow a pattern, like firstname@company.com, or FirstInitialLastName@company.com". To find the pattern, create this string using the companys URL: contact OR email * * company name.com Part 2 Sourcing and diversity recruiting
  9. 9. #5 Host team-wide sourcing jams Make sourcing fun and find new candidates faster by hosting a company-wide sourcing session - complete with music, pizza, and even beer. Part 2 Sourcing and diversity recruiting
  10. 10. #6 Tap into the People also viewed section of qualified people on LinkedIn Think of the most talented people on your current or former team, and dive into their People also viewed section. Part 2 Sourcing and diversity recruiting
  11. 11. #7 Pull all candidate profiles from online hubs into your ATS Forget the hassle of keeping track of candidates on GitHub, AngelList, and LinkedIn. Bring their information into one centralized location - your ATS. Part 2 Sourcing and diversity recruiting
  12. 12. #8 Set up a Google alert for your top prospects name If theres a candidate youre courting, use Google Alerts to get notified when theres an article published about them online. That way, you can send a related follow-up. Part 2 Sourcing and diversity recruiting
  13. 13. #9 Throw quarterly referral-a-thons Wasting time asking your team to submit referrals at every company meeting? Plan a referral-a-thon once a quarter. Also, use a tool like Drafted to make gathering referrals easy. Part 2 Sourcing and diversity recruiting
  14. 14. #10 Send automated follow-ups to check in with candidates Second and third follow-ups can double your candidate response rate, but its not easy to remember to send them. Save yourself time by automating your follow-ups in Lever Nurture. Part 2 Sourcing and diversity recruiting
  15. 15. #11 Capitalize on engagement notifications One Lever Nurture feature allows you to see when candidates open and click your emails. Even if they dont respond, this is key info that can drive you to reach out again. Part 2 Sourcing and diversity recruiting
  16. 16. #12 Use Lever Nurture Recommendations to resurface archived candidates Why spend hours searching for new talent when you already have incredible talent sitting in your ATS? Lever Nurture Recommendations suggests qualified candidates youve already pulled into your recruiting software. Part 2 Sourcing and diversity recruiting
  17. 17. #13 Send for your hiring manager to increase candidate response rates Having trouble getting candidates to respond? Try sending for their future manager or an executive. Part 2 Sourcing and diversity recruiting
  18. 18. #14 Identify, clone and improve your best performing reach-out templates Lever Nurture Reports helps you see which reachouts get the most opens, clicks and responses. Find whats working and socialize that with the rest of the team. Part 2 Sourcing and diversity recruiting
  19. 19. #15 Reward employees who submit referrals with restaurant gift cards Referrals are one of the most rewarding recruiting tactics around. Levers research shows that one in 16 referrals are hired, compared to one in 152 candidates who apply through your website or job boards. But it helps to incentivize your employees to submit them. Part 2 Sourcing and diversity recruiting
  20. 20. #16 Share a new Sourcing Tip of the Week/ Month in team meetings Start a tradition wherein team members share new tips regularly - that way, youre always keeping your tactics fresh, varied, and effective. Part 2 Sourcing and diversity recruiting
  21. 21. #17 Integrate open role spotlights into your companys weekly all-hands Make key roles youre trying to fill top-of-mind for the whole team. When you give the recruiting updates during your next company-wide meeting (you do do that, right?), focus on the highest-priority positions. Part 2 Sourcing and diversity recruiting
  22. 22. #18 Pore through your coworker's connections Connect with an existing team member on LinkedIn, source their connections, send that employee the names of the people you found in their network, then ask for a simple "Would you refer this person? yes/no?". Part 2 Sourcing and diversity recruiting
  23. 23. #19 Find where candidates hang out (online) No need to make it to every candidate meetup when you have the internet. Are you looking for Social Media people? Try Instagram. Engineers? Try Github. Or maybe Reddit. Or Twitter. Designers? Try Dribbble. Part 2 Sourcing and diversity recruiting
  24. 24. #20 Build rapport with candidates who arent right If you build a great rapport with a candidate who ends up not being right for the job, theyll likely wont mind sending you the names of other great people who may be closer to what youre looking for. Part 2 Sourcing and diversity recruiting
  25. 25. #21 Use the "Find more people like..." feature LinkedIn Recruiter's search bar allows you to type in an exact name and pull profiles similar to that individual. I like to use this with the existing team, dream hires, or even people we've passed on whose backgrounds were great otherwise. Part 2 Sourcing and diversity recruiting
  26. 26. Diversity recruiting hacks Part 2 Sourcing and diversity recruiting
  27. 27. #22 State your commitment to building a diverse and inclusive culture on your careers page Even if you just add one simple sentence, you can send a strong message to your applicants. Add it at the end to your job descriptions too to drive the point home! Part 2 Sourcing and diversity recruiting
  28. 28. #23 Conduct blind resume screenings This will help you minimize unconscious biases. Studies have shown that people with ethnic names need to send out more resumes before they get a callback, for example. Part 2 Sourcing and diversity recruiting
  29. 29. #24 Ban culture fit as a reason for rejecting a candidate When interviewers want to reject candidates for culture fit, or a gut feeling, its an indication that unconscious bias is at play. Part 2 Sourcing and diversity recruiting
  30. 30. #25 Explicitly request a diverse range of referrals Challenge your employees to think beyond the obvious past their three best friends that may or may not be all from the same demographic. Part 2 Sourcing and diversity recruiting
  31. 31. #26 Ensure that underrepresented employees are included in your interviews But dont go overload them either - steer clear of asking your underrepresented employees for help nonstop. Part 2 Sourcing and diversity recruiting
  32. 32. #27 Check the temperature of your office The temperature in most buildings defaults to whats most comfortable for men. Part 2 Sourcing and diversity recruiting
  33. 33. #28 Stray away from oddball questions like How many golf balls would fit inside a 747 airplane? Brain teasers and off-the-cuff questions have been found to be not that helpful in predicting great hires vs. those who need to be rejected. Instead, focus on behavioral interviewing. Part 2 Sourcing and diversity recruiting
  34. 34. #29 Intersect your conversion rates with the demographic data collected through Equal Employment Opportunity (EEO) questions You might find that underrepresented candidates are passing phone screens, but falling off after on-site panels at a high rate. This tells you there may be some sort of bias in a particular stage. Part 2 Sourcing and diversity recruiting
  35. 35. #30 Change the reading materials you have in your lobby If youre going to provide magazines, try to make sure them relevant to your industry as opposed to clearly gendered options. Part 2 Sourcing and diversity recruiting
  36. 36. #31 Print inclusive bathroom signs Levers bathroom doors have a sticker that says For those who identify as, above the mens and womens signs. Try doing the same! Part 2 Sourcing and diversity recruiting
  37. 37. Download our entire 103 Recruiting Hacks Ebook here: https://www.lever.co/resources/101-recruiting-hacks-to-accelerate-hiring
  38. 38. Register for our 4-part webinar series: https://www.lever.co/recruiting-resources/webinars/103-recruiting-hacks-to- make-2018-your-most-productive-year-yet
  39. 39. Questions? Zeenat Bhamani / @zeenatbhamani Recruiting Researcher, Netflix Maya Humes / @mayanjeri Content Marketing Manager, Lever Part 2 Sourcing and