Hiring hacks for transparency
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Transcript of Hiring hacks for transparency
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