Scaling to 100+ employees

80%OF COMPANIES SUCK AT

HIRING

Define the Role

SourcingPerformance Management & Retention

Offer Management Interviewing

Scaling your team is about more than recruiting

Define what you need…so you know when you find it

Sourcing Do’s & Don’ts

+ DO look beyond a 25-mile radius

+ DO diversify your pipeline by looking at different schools, backgrounds, organizations, etc.

+ DO encourage referrals – this is the #1 way to find quality candidates

× DON’T ignore smart people because they’re in their 40s, are missing a keyword on their resume or haven’t worked at a startup

× DON’T rely just on brand name companies and schools when sourcing

× DON’T look only at individuals with CS degrees

Sourcing Do’s & Don’ts

Interviewing

A structured approach to solving your #1 problem

Topgrading

Source: Ere.net

The top 10% of talentis off the market in ten days.

1 Offer 2-7 Offers 8+ Offers

23.30 days

18.50 days

15.80 days

Days

> 21 Days < 21 Days

57%

74%

% o

f offe

rs a

ccep

ted

DAYS TO DECISION CLOSE RATE

Top talent leaves the market faster

o The companies that make decisions faster win more often

o If your time-to-hire averages more than 16 days, you are likely too slow for half the best talent

o Never reschedule on a candidate or let your schedule dictate the speed of the process

o When a candidate ends a process before your organization has made a decision, that means your hiring process has wasted resources

o Streamlining your interview process has to come from the top

o As your company grows, not everyone on the team can meet every candidate; hire good people and trust them to hire more good people

o Get used to talking money upfront otherwise you risk going through an entire interview process just to find out that you’re not aligned on compensation

The best hiring processes are the fastest

o The phrase “Culture Fit” can open the door for misinterpretation and biases

o Focus instead on finding people who are a “Culture Add”

o You want people who are going to bring something new to the table; your company shouldn’t look the same at 300 people as it did at 30

o Culture is about a set of shared values, so the first step towards creating interview questions is to write down your company values

o Good: Tell me about a time when you learned a new skill. Tell me about the last time you took a risk and what you learned from it.

o Bad: What do you like to do on the weekend?

Culture interviews

TIME TO HIRE

HIRING SPEED

RECRUITING COSTS

GREENHOUSE ACTIVITY

NEW CANDIDATES

SOURCING QUALITY

CANDIDATES BY RECRUITER

CANDIDATES BY REFERRER

CANDIDATES BY CAMPAIGN

INTERVIEWING PIPELINE

REJECTIONS

INTERVIEWS CONDUCTED

INTERVIEWER CALIBRATION

Applicant tracking systems

o Approach your recruiting metrics the same way you would other company-wide KPIs

o It’s never to early to deploy an ATS; if you wait you’ll be sitting on top of a lot of data that’s difficult to import

o An ATS Helps track total cost of hiring (including interviewer time), time to hire, quality of candidates by source and more

o Find a process that is easily scalable as you grow

Performance management& retention

Hiring is only half the battle

o One of the keys to management and retention is having the right HR resources

o You can recruit 100 amazing people in a year, but if you don’t have systems in place for retention, career growth, etc. you’re going to eventually lose many of them

o If you have 40-50 people it’s likely time for Director of HR who can serve as a partner to the hiring team

o Don’t fall into the trap of using a PEO for too long

Things HR can doo Compensation Philosophy (i.e. 90th percentile)o Promotion policies (frequency, criteria)o Cultural Committeeo Training for Jr. Managers & Employeeso Headcount & Hiring Planso Salary Banding for Open Roleso Benefits & Perks, Vacation Policieso Communicate Policies, Compliance

For which of the following reasons did you leave your last job?

Questions? mehul@hired.com