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Get Plugged In!Trend Setting Recruiting Tools By Jennifer Boulanger and Joseph Warren from Opower

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE1Who are we?

Did you say Tulsa, OK?OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEMet via LinkedIn Inmail; not much in common, except that when he responded to my inmail, he gave me his phone number. It had a 918 area code.Jennifer Boulanger: Director, Talent AcquisitionGrew up in Tulsa, OK & Dallas, TXBA in Asian Studies, Mary Baldwin CollegeStarted career in agency recruiting and salesWorked for Sapient, CGI, CIBERJoseph Warren: Manager, Sourcing/Engineering Recruiting Grew up in Philly, PAMIS Degree, University of TulsaEx Pro Football Player, SC PanthersWorked for Google, Zynga

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Pain in the ATSOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEAnyone out there feel iike your ATS was built in the 80s? (Laugh) 47% of all companies struggle to find talent and recruiting is the #2 issue facing companies today. Why has it taken recruiting technology so long to catch up? This is the first time in the history of Talent Acquisition, that disruption in Recruiting technology is happening! The War for Talent is so great that VCs and investors are helping spawn new technologies to win the war for talent. Today, we are going to share what we have found to be the most innovative when it comes to your ATS, referral tools and sourcing tools.

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Frequent system crashes, and/or missing dataReporting is static and complicated to useNon-intuitive UI for recruiters and hiring managersNo alerting system to keep candidates from slipping through the cracksCareer sites with this ATS all look the sameCRM is separate productCant post reqs in multiple citiesLack of live customer supportUnresponsive to new feature requests

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWhen I joined Opower, I inherited our ATS. It at the time and had some great features. However, we consistently had the issues you see listed here. We were tired of hearing complaints from hiring managers and that the UI was not intuitive and there were too many clicks. They couldnt find evaluations and reporting was so difficult! Therefore, Ive been on the hunt for a New ATS for the past couple of years and I found one!

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OPOWER CONFIDENTIAL: DO NOT DISTRIBUTECutting edge companies are using Greenhouse as you can see here. I feel like Ive demoed everything and when I demoed greenhouse and I saw that they had cutting edge customers that have the talent we want, it became clear to me that this was the right choice for Opower. Our head of Product even demoed the tool and said I get it. It makes sense! We love the intuitive UI.

The three main reasons I chose Greenhouse that I will cover today:

1.) Sourcing Ability with built in CRM2.) Interview Kit3.) Reporting

5Easy Job PostingProspects / CRMSourcing WidgetSocial RecruitingEventsMeasure

Sourcing(or sorcery?)

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTESourcing is so easy, its like Sorcery! We also call our Sourcers, Sourcers. 6

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEJob Posting; Post to multiple job boards all at once when you open a requisition for both paid sites and free sites7

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEYou can see here how your job postings are performing! You can see ROI on on your job board. 8

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTESourcing: Greenhouse Prospecting Widget. Sits on your browser and you can use to source or to import a profile into your ATS or Prospects (CRM) with 1-2 clicks. You can tag to a department, location, job or as a prospect. 9

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere is the candidate dashboard. You can filter by prospects and/or active candidates. You can also see what stage they are in and the prospects come up for every role you tag them for. 10

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTERecruiters and employees can share jobs with their networks via Social Media. By default, Greenhouse inserts a job link in the posting. Greenhouse will also remind you to update your advertisements after a specific period of time and/or when they are going to expire. 11

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere is the detailed ROI on your social media campaigns and referrals. You can see Facebook, LinkedIn and Twitter as Sources. As you can see here, LinkedIn has been successful, but Twitter has not. It gives you the option to disconnect Twitter. 12

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEEvents are one of the best ways to source! Opower goes to a lot of events and its currently 6% of our total hires. We typically have a hard time getting employees to go, so this reminds recruiters of what events are coming up and you can put them on your calendar. You can also track how many candidates came from the event. You can share these events with employees as well. 13

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere you can see all of your sources and how many youve tracked per week and of all time. You can see that of all sources, you got the most from Company Marketing, 2nd from Prospecting and 3rd from Job Boards. You can also track cost of job boards as well, which would go into your cost per hire. You can see what are your best sources and tweak your recruiting efforts based on this data. 14InterviewingInterview PlanInterviewer SchedulingInterview PrepResumeScorecard

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTELets talk about interviewing with Greenhouse. This was one of my favorite parts of their ATS.

1.) Build your interview plan and workflow for each requisition.2.) There is a scheduling tool built in and it integrates with calendars. (For us, Google calendars). They also sync with Reschedge, a third party interviewer scheduling tool. 3.) interview Prep. It contains interview instructions so the interviewer knows how to assess the candidate and what domain area they will be focused on. 4.) Resume with contact information and previous evaluations.5.) Scorecard, so you can submit your feedback and the scoring criteria is built in, so there is no question on what the interviewer is supposed to assess.

This ensures a consistent interview process and a clear interview agenda. It also improves hiring performance, not just tracking applicants. Your entire company is empowered to make better hiring decisions. Opower has already been using Scorecard for interivewing, so this was a no brainer, when it came to Greenhouse. They just got it.

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OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWhen you are building your requisitions, you can customize your interview plan for each role and customize the workflow. This is really critical for planning success!. 16

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere is the candidate profile and this shows the stages / workflows for the assigned requisition you have created. I do not have a screenshot of scheduling, but you can see when the interviews happened and what is next stage in process. You can also see the alert on the right hand side on that they have been in a reference check stage for 10 days. Notice also the tag of Superstar. This is what we would call a White Gloves candidate and that this person should have already had an offer. No way they should have sat in reference stage for 10 days. 17

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere is a phone screen or phone interview scorecard, which is what we would have the recruiter or a hiring manager phone interview. You can see here what skills they need to rank them on and key take-aways from the interview. Did they pass? See the 4 score ranking? This is also how Opower ranks our candidates. 18

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere is the interview prep / kit. Shows the script, what to look for and red flags. Also shows the candidate and resume and scorecard on the right hand side. 19

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere is the in person interview or hiring manager scorecard. You can see key take aways, private notes and skills for ranking the candidates ability. There is also a private notes section so other interviewers cannot see salary or other private data and the overall recommendation. 20ReportingSourcing qualityWorkflow metricsActionable insights

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEGreenhouse insightful standard reports. Several have already been covered, but we will show a few more. They are also building a custom reporting feature as well. 21

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEFinally Greenhouse tracks the number of candidates in each stage in the workflow. What is also amazing, is that it tracks the quality of Source? The quality is calculated by the amount of candidates that make it through each workflow step. This Sourcing Quality Report so you can track your strongest source of candidate and hire, so you know where to spend your time and money. 22

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTECurrently, we have all custom built reports into excel, but its difficult to show breakdowns of stages and metrics such as pass rate. I even love the days in stage and hours spent on interviewing. This is great data for companies, so they can see how much man hours it takes to get a hire. Even better for consulting companies. I know at my last companies, consultants would track how many hours they spent interviewing so it would not affect billable utilization.

and Greenhouse has actionable insights and measures trends. You can see what happening at each step of the process and then measure the quality of your pipeline.=

23No Budget?OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEI had advised this company a few years ago and have kept in touch with them. If you are a non profit or a start up with not a lot of budget, this is a great option for you. It is not as robust as Greenhouse, but it is still a great tool. They have a much different model of pricing and are a great option for start ups or non-profits who have limited recruiting resources and budgets. Free/Paid Job Board SyndicationsMobile optimized jobsSocial RecruitingSourcingCandidate applyDatabaseSome APIs SmartRecruiters

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHere are the features you get for free. The premium / paid version starts at $100 per month per Company and allows for more robust reporting, connecting to jobs to your website and workflow customization. 25Tap into the SmartRecruiters economy.Access 100+ job boards, recruiters, assessments, databases in one place.

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEThe big difference is that the job boards pay them so you dont have to! Its free for small teams/companies. Up and coming ATS solutions

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTELever is interesting b/c its candidate centric versus req based. It also offers all the bells and whistles that the other tools have. The only reason it didnt work for us, is because our hiring is basedon requisitions and strict budgets. However, this is a good tool for start ups who are trying to hire as many and as fast as they can. The UI is clean and it works a lot with tags.

Workday is releasing their new ATS product this summer. From demos Ive seen it looks great and has awesome mobile functionality. We did not move forward with it b/c we are still evaluating HRIS systems and not sure we are purchasing the HRIS. 27

Referral Tools OPOWER CONFIDENTIAL: DO NOT DISTRIBUTELets talk about referral tools. Opower is big on referrals! Were consistently hire 45% referrals year after year. Weve currently done this through our ATS, referral contests, sourcing parties and strategic sourcing. We are currently reviewing new referral tools and here are two that we found most interesting: RolePoint and Hirable. 28

INTRODUCTION

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTELets talk about Rolepoint first. Things I found interesting about RolePoint:

1.) It has a customized portal for both desktop and mobile.2.) Extracts positions from your ATS 3.) Suggests referrals based on social matching technology In your network. 4) Handles payment of rewards to employees.29

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Heating Technician

Referrals thru desktop + mobileOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEYou can also see when a referred candidate lands on this page, they have 3 options, they can either apply directly, join your talent network (so they can be kept informed about future jobs) or they can easily refer someone also (this is how you get much further reach through referral chaining). So with every visitor to this site, youre maximizing the value regardless of which stage of the recruitment process theyre at.Reaching employees at the most opportune time for referrals with relevant roles, pre-matched against their network, with delivery optimized for conversion by a learning algorithm which maps engagement trends.

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Referral matches within your networkSoftware EngineerBoston, MA

Customizable referral automation

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTERolePoint extracts roles from your ATS and intelligently matches requisitions against the most relevant employees across your organization to make referrals. The resulting relevant and accurate referral requests, automatically distributed at the most appropriate time, increase engagement and build a candidate pipeline that reflects organizational needs.

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Social matching technologyOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEOur social careers portal streamlines and optimizes the referral process, promoting both direct 1-to-1 referrals matches, in addition to social broadcast functionality. Referrals can be distributed through both social and non-social connectivity.Eliminate discovery time and accurately suggest connections within both inner and outer networks.

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$10 contribution

Recommendation workflowsOPOWER CONFIDENTIAL: DO NOT DISTRIBUTERolePoint generates indicative recommendations of the top 10% of each employees network to build pipeline, and elicit the highest quality candidates, prior to them being requested as referrals. Whilst also building pipeline in advance of hiring needs, this facilitates heightened conversion of future referral requests and provides a quality filter.

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:Targeting :McKinseyAccentureHavard Business SchoolPWCGoldman SachsOmit List :JPMorganDeloitte

RemoveRemoveRemoveRemoveRemoveRemoveRemove

Competitive algorithm adaptation

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTESource talent from specific organizations and alumni networks by customizing the suggestions algorithm to promote/demote organizations based on preference.

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Gift card raffleOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEAnother type of award or gift. The gifts can be whatever you choose. Rolepoint handles the vendor, payments and taxes of gifts so your finance dept and recruiting team dont have too. 35

Charity donationOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEYou can also offer a donation in lieu of a gift. 36

HirableYour next hire is less than 6 degrees away.Incentivize your network to find them.

Powered by patent pending algorithms.

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEOpower has pretty good retention and our employees are somewhat tapped out on their networks. I found this new tool, called Hirable that has an interesting philosophy. Why limit your referral bonuses to your employees? 37Why limit your referrals to the 1st degree?

The 2nd, 3rd, 4th, 5th degrees are just as important,because thats where your next hire may be. 38

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEIts not about massively spamming for referrals. We reward for high relevance and quality.Hirable is set up to incentivize users to target the people they believe are the best fit.Everyone starts with ability to refer 5 others.That can increase if their recipients apply or refer.That can decrease if they refer an obviously unqualified referral.The algorithm that powers Hirable is based on Stanford academic research on query incentive networks, and has been proven in field studies at MIT Media Lab to triple referrals.

38We believe rewards should be sharedHere is how a $10,000 hiring bonus could be divided:

$2,500DanielCarly BrettAnna $2,500 $2,500 $2,50039OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEAnyone who doesnt apply or accept an offer now has an incentive to refer someone who is just as good as themselves

Hirable rewards and encourages the numerous evangelists outside the company to help often

There will no longer be a need to exhaust the first degree repeatedly

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40Refer or applyRefer or apply, but dont let it go by!OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE40Case study41Role: Data Visualization/UI Engineer with TradingOpen for 4 months, despite multiple tools and channels used, which only yielded one (unqualified) applicant

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTECase Study:6-day referral sprint for:Data Visualization and User Interface EngineerVatic Labs is a San Francisco based hedge fundReward: $10,000 to be shared

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After the 6th day

5 Degrees Outreach10x referrals in 6 days52 new highly qualified referrals90% were qualified leads42OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEHirable was able to achieve five degrees of branching outreachThat produced 10x growth in referrals in 6 days (while enforcing quality limits) 90% of those referred for Vatic Labs open position were qualified leads. They had core competence in one or more of the three fields related to the role. Top notch passive candidates were reached within a few degrees, including:The Associate IT Director at SAC CapitalSenior software engineers at Apple, Google, FacebookTechnologists from Goldman Sachs, Barclays, Alliance BernsteinHirable was successful in automating the talent sourcing and candidate qualifying process, while exceeding expectations on sourcing results.

42Old School Sourcing

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTELets kick this off with sourcing! Remember how hard sourcing used to be? Hopefully this will resonate with some of you.43

The toolsOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEIn todays market, there is a sea of resources that a company can use to find talent. Some of these resources you now see may be recognizable some you not be, but all are great for what they do. These are only some of the sites that Opower use, has used, or evaluated when finding talent. Which resource will be the best one for your specific situation?

Two of our favorite tools to find candidates are.

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE2 sites that Opower feels give us the most bang for our buck. How the BIG 3 stack up

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEIn 2006 LinkedIn had 20+ million users. In 8 years it has grown to over 300 million+ members.

Of the big 3 social networking sites. 92% of recruiters reported having made at least 1 hire via LinkedIn 24% through Facebook 14% when it comes to Twitter

LinkedIn is a social networking website for people in professional occupations. Founded in December of 2002 and launched on May 5, 2003, it is mainly used for professional networking.

How a LinkedIn search actually worksPersonalizes every search and leverages structureUnderstands queries as soon as possibleIdentifies spam and blocks it Unifies and simplifies the search experience for everyone

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEThe heads of Search Relevance and Query Understanding at LinkedIn say that a LinkedIn search tries to The problem with this that it works and it works well. Recruiter become complacent and stop trying new things

How do we use an ordinary tool, such as LinkedIn, in a novel way

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEIts our belief that many companies and recruiters are using LinkedIn in very similar ways Because of this recruiters everywhere are finding many of the same candidates over and over again

Imagine if you could tap into LinkedIns full potential as a sourcing tool to find candidates that other people arent finding. It would be like getting a whole new tool FOR FREE. How happy would your managers be?

At Opower were using techniques such as conceptual searches, advance conceptual searches, exhaustive searches and many others to find candidates that other companies may not be finding.

Let me give you an example

Implicit searchThe technique by which you find people that do not explicitly say or state the keywords or criteria you are looking for anywhere in their profile.

Instead, they are implied or inferred through various indicators found on their profile. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEChallengeFind a Product Manager with Agile Experience

Job title: Product ManagerKey Words: Agile software OR development (software as a service OR saas OR soa OR service oriented architecture OR "distributed systems")

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEThe catch is that they cant say that they have agile experience anywhere on their profile. How would be we go about finding a person like that?

First we perform a simple search only using the word agile

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWere only looking for companies, not the candidates

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEForcing LinkedIn bring back more companiesThe second step is to use the key words minus the word agile while keeping the box next to companies we found checked

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWe say the magic words and We found 3,259 candidates that most recruiters would not find

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEOne of many many techniques that will allow you to do more with LinekdIn

Great Developers Are Everywhere, and Gild Can Prove It.OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWHAT IS GILD?

Gild brings data science and predictive intelligence to the hiring process. Gild scours the web for developers and uses their proprietary algorithms to automatically evaluate candidates based on the candidates actual code found on the internet. 55

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEFrom Right to Left ExpertiseDemand Social Network Identity Years of ExperienceCompany

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEShould we leave the salary in there?

CustomersOPOWER CONFIDENTIAL: DO NOT DISTRIBUTE

Finding contact informationOPOWER CONFIDENTIAL: DO NOT DISTRIBUTETwo tools we find handy

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEThese give us the most bang for our buck!

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Measuring the message OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWe wanted to find a way to measure emailWe knew in order to find the right tool we had to ask the right questions To that end, I consulted my personal question asker to make sure I was asking the right questions

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWhich subject line work best? Are short email really better than long ones? Are funny email better than straight ones?How long should an email be? Are there any special words that will get people to email my uncle back?

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWe went with Toutapp becauseAnalytics ability It worked seamlessly with our email solution Was within the right price range.

Interesting insights Personalization trumps everythingFirst Name + Last Name in subject line had highest response ratesEmail length has no impact on response rateOPOWER CONFIDENTIAL: DO NOT DISTRIBUTE66Take the money and run

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEPersonalization is Key! We used this template for sales recruiting. The candidates name was Steve Miller and we got a response for sure!

Have print out of message to read to them. Play song. 67Hi Joseph,

I am genuinely excited to have come across your online portfolio. I imagine you receive a lot of messages from recruiters, but I think I have an opportunity that is absolutely relevant to your work and will inspire you. The UX Team here at Opower (opower.com/careers/ux) is looking for someone to join our SF office and help the world save energy. We leverage behavioral science and intuitive, user-centric design to nudge consumers to use less energy in their homes. Last year we saved enough energy to power a city of 200,000.

Your interest in psychology and desire to empower people to make better decisions would make you and Opower a great fit. Two examples: your work on 52 Sprouts and on Habitat, The Habit App. So, have I piqued your interest? I hope so!

If you'd like to learn more, check out our president's entertaining TED talk (goo.gl/Pu5QNJ), and let me know some time we could have a brief chat.

Cheers,Caroline

Design for social goodOPOWER CONFIDENTIAL: DO NOT DISTRIBUTE

Build great teams.Predictive recruitingOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEEntelo

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Profile updatesLength of time in current jobCareer progressionUptick in activity on social sitesCompany news & eventsPredictive Social Analytics=Right Candidate

Right TimeFilter Entire CollectionIndicates Career MoveWeb Social DataOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEWe do this by filtering a persons entire collection of web and social data through a predictive analytics layer that shows when a perfect candidate is ready to make a career move.

70Social Predictive Analytics Results7xgreater chance that a candidate will make a career move 90days until a candidate makes a career moveOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEBy filtering a persons entire collection of web and social data through a predictive analytics layer Entelo can give your company a list of 30% chance that a candidate will make a career move in the next 90 days.

71CustomersEntelo

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEEntelo Search: Proprietary skill ranking, support for Boolean queries, and unique filters are all included.Entelo Sonar: This tool allows you to filter out who is actively looking.Entelo Diversity: They also have a diversity tool that allows you to target diversity candidates

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Tools we discussed todaySmartRecruitersOPOWER CONFIDENTIAL: DO NOT DISTRIBUTEQuestions?OPOWER CONFIDENTIAL: DO NOT DISTRIBUTEContact usJennifer Boulangerjennifer@opower.com@jennifercrysta1 @opowerjobshttps://www.linkedin.com/in/jenniferboulangerJoseph WarrenJoseph.warren@opower.comhttps://www.linkedin.com/in/josephwarren

OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE75, track 20009.785The Steve Miller Band (Lyrics HQ)Take The Money And RunNone20584.492