Hiring To Win

Jerome TernynckCEO @SmartRecruiters

“Hiring the best

is your most important

task”

What Drives Quality of Hire

1. Having options

2. Not losing them

3. Making the right choice

Source

Healthy Candidate Inflow

1. Choice drives quality of hire

2. Volume, numbers game

3. Critical timing of 2 weeks

4. Source of best candidatesis unknown

EffectiveDrives conversion with clear Call to Action

ClearJargon free, easy to understand

InformativeCompany, position, qualifications, process

Short500 words or less

SocialSocial touch with Poster and Insider Connections

ViralEasy to share on popular networks

Clean Job Ad

The Job Ad is what converts your sourcing dollars into candidates. A good job ad yields 100% more results than a bad one.

LocationList jobs by location on a webpage or blog

Front and CenterList jobs clearly on careers page

BrandingConfigure jobs list to match corporate branding

DepartmentList jobs by department on a webpage or blog

Jobs on Your Website

50% of your applicants visit your career websitebefore or after applying

Index Job AdMake sure jobs are indexed by Google, Bing

Free SitesDistribute jobs on free sites

Job Search EnginesDistribute jobs on job search engines

SEO OptimizedOptimize job landing page URL, tags, description

Let the Whole Web Know

50% of job searches start on Google

Ask Your Friends

• Share jobs on LinkedIn, Twitter and Facebook

• Ask all employees to share and make intros (vs referrals)

• Don’t spam. Take the time to personalize messages

When done properly, social referrals can become your #1 source of hire

Advertise on Job Boards

• Use generalist sites for volume (Monster, CB, LinkedIn, Indeed Pro)

• Use niche sites for qualityand precise targeting

• 1 Generalist + 2 Niche boards for every job (cost 1% of salary)

Advertising will give you 10-50 candidates within a week with a great ROI

Leverage Facebook

• Turn fans into hires with a social Career Site on Facebook

• Use Facebook Ads to drive hyper-targeted candidates to your job

• Share jobs as posts on your personal page (occasionally)

Facebook is a gold mine for recruiters

Source Directly

• Search your existing Talent Pool to find people already engaged

• Mine external databases, not just LinkedIn, but TalentBin, Entelo, Gild, Facebook…

• Don’t Spam. Personal

message yield better results than standard emails

Assume a 10% conversion, i.e., contact 100 people to get 10 candidates. Intense but effective.

Use Agencies

• Retained if you need results

• Contingent if you’re just being opportunistic

• Give a clear brief

• Go for niche/specialized firms

“If you think hiring top professionals is expensive, try hiring amateurs”

Cast a Deep, Wide Net

1. Clean Job Ad2. Jobs on Your Website3. Let the Whole World Know4. Ask Your Friends5. Advertise on Job Boards6. Leverage Facebook7. Source Directly8. Use Agencies

Engage

TeamDefine roles, display work samples

VideoShow testimonials of employees

CultureUse candid photos of employees and workplace

Be AuthenticExpress the benefits of your workplace honestly

SocialUse social networks to spread your brand

BlogInbound marketing, personable,…

Build Your Brand

Famous companies receive 10x more candidates. Investing in your employer brand will increase your return on sourcing budget.

Easy to Apply

• People should be able to express interest in less than 1 minute

• Complex forms waste your money

• Screening questions screen out the best candidates

Aim for >60% conversion from “Apply Now” to “New Candidate Received”

1 min

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% Conversion on Apply

% that Complete Apply

Who are those lost candidates ?

Don’t Leave Anyone Behind

• Candidates are customers,partners, coworkers…aboveall, they’re human beings

• Provide timely feedback toeveryone, at every stage

• It’s easy, and not doing so is mean and counterproductive

50% of our rejected candidates end up as followers or fans of SmartRecruiters

Two Weeks

• Top candidates have many options. You have 2 weeks to close

• If your process takes too long, you lose the best candidates first

• Week 1 : Prescreen + 1st InterviewWeek 2 : 2nd Round + AssessmentWeek 3 : Offer and Check

Top performers stay on the market 4 weeks or less and consider 3 offers before making a decision

Engage and Cherish Everyone

9. Build Your Brand

10. Easy to Apply

11. Don’t Leave Anyone Behind

12. Two Weeks

Hire

The Science of Assessment

• Assessment is not an art

• Behavioral measures attitude, work style, cultural fit, job fit

• Skills testing measures aptitude for knowledge, skills and abilities

• Reference check provides 360 degree view of past performance

Back your evaluation with science and leverage it to drive more productive interviews

FeedbackTrigger discussion, structure feedback

4 MinimumFour interviewers over two rounds

Better for youYou get more perspectives, deeper evaluation and buy-in for the new hire

Better for the candidateCandidate understands the company better and makes an informed decision

Hire as a Team

Collaboration - not automation - is the key to a successful hiring process.

Check

• Ensure that the applicant meets the minimum requirements for the job and company culture

• Meet state requirements for employment offers

• Provide a safe work environment for all employees

• Verify that applicant is suitable for specific tasks on the job

7 out of 10 companies use background checks according to SHRM

Make the Right Choice

13. The Science of Assessment

14. Hire as a Team

15. Check

From Good to Great

SourceBig Bang Multi-Channel Sourcing.50 Candidates in the first 2 weeks. EngageMake everyone feel great and keep a strict timing. 2 weeks for interview.

HireUse Art & Science. Involve your team and don’t forget to check.

Questions?

Connect with meLinkedin.com/in/JeromeTernynck

Twitter : @jerometernynck