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How can companies do a better job finding the right people, make more confident decisions, and delivering a great candidate experience? Structuring your process is the key to high performance recruiting. In this HCI webinar, you will learn how to set up a world class recruiting engine.
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HCI Structured Recruiting Webinar August 2014
Introduction of presenters – 5 mins
What is structured recruiting – 10 mins
The value of structured recruiting – 10 mins
How-to guide to implementation – 20 mins
Q&A
AGENDA
INTRODUCTION OF PRESENTERS
Daniel Chait
Daniel Chait (not black-and-white in real life) About Daniel
CEO of Greenhouse.io –recruiting optimization software for growing companies. Daniel graduated from University of Michigan with a degree in Computer Engineering.
Matt Clark
Matt Clark, hard at work recruiting About Matt
Matt is currently the head of Talent Acquisition at Genius, a New York based music annotating web company that has revolutionized the way people interact with music. He has held numerous senior recruiting positions, including Senior Technology Recruiter at Warby Parker. Matt is an all around recruiting master.
WHAT IS STRUCTURED RECRUITING?
How things usually work
A different way to recruit
Structured sourcing
Structured interviewing
Structured decision making
What is structured recruiting
Lots of folklore & habit
“I like to…”
“One tip I learned…”
“My favorite question is …”
Make up questions as you go
Try a few ads then give up
Grumble about your agency
How things usually work
Plan and set goals
Coordinate and run a pipeline
Use data to make decisions
Optimize and continuous improvement
A different way to recruit
Use a large set of channels
Attribute candidate flow
Measure the impact of each channel (quality + quantity)
Adjust message, approach, campaign to improve results over time
Structured sourcing
Design interviews in advance
Each interview has a clear focus
Same interviews for every candidate
Collect written feedback & ratings
Structured interviewing
“If we have data, let’s look at data. If all we have are opinions, let’s go with mine.”
- Jim Barksdale
Structured decision making
THE VALUE OF STRUCTURED RECRUITING
Sourcing
Interviewing
Decision making
Candidate experience
The value of structured recruiting
Make sure to cover all your bases
Compare channels against each other
Optimize spend, time and resources
Sourcing
Hire people who fit your needs & culture
Less repetition & wasted time
Interviewers more engaged and happier
Interviewing
Faster decisions
More confident decisions
Ability to change & improve over time
Decision making
Respects their time
Challenges them, appropriately & fairly
Shows them that you take talent seriously
Candidate experience
HOW-TO GUIDE TO IMPLEMENTATION
Culture & leadership
Making a sourcing plan
Making an interview plan
Tying it all together
How-to guide to implementation
Executive attention
CEO / founders personally involved in hiring
Employee engagement
Connect recruiting to overall goals/objectives
Empowerment
Training & guidance
Customer service mentality
Treat candidates with courtesy & respect
Culture & leadership
List out your sourcing channels
Set activity and results goals
Be creative – try new things
Be proactive – increase the volume
Making a sourcing plan
Three elements:
• Candidate scorecard – WHO are you trying to hire?
• Interview write-ups – HOW are you going to assess candidates?
• Feedback forms – WHAT information will you collect about candidates?
Making an interview plan
Dashboard
Tracking system
Interview kits
Reports
Tying it all together
WRAP-UP
