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Newsflash: hiring continues to be hard...
YoY Change in Talent Acquisition Spending Time to Fill (in Days)
Source: Bersin by Deloitte, 2015 Talent Acquisition Factbook@leelasrin @lever
Why I’m here talking about hiring
Lever exists because our co-founders recognized that hiring deserves better tools
I joined Lever because I am obsessed with hiring
@leelasrin @lever
Most job descriptions are a combo of depressing and ridiculous.
Source: Twitter @_vicksolo via Buzzfeed @leelasrin @lever
What will your new hire:
- Own?
- Teach?
- Learn?
- Improve?
What will they actually do?
@leelasrin @lever
Instead of this... … try this
Depressing, ridiculous job description
Inspiring role profile with sufficient context
Specific, complementary areas to delve into
Little to no guidance to every interviewer
Evaluating whether their skills and experience raise the bar
@leelasrin @lever
Deciding if you’d enjoy having a beer with a candidate
Simulate the work environment
“Put your candidates in the position that is most similar to their actual working environment: at home and with a computer, not in front of a white board doing coding challenges.”
- Chris Shaw, Director of Talent at Meteor
@leelasrin @lever
10 talent sources we like
1. LinkedIn, Facebook, Twitter
2. AngelList - startup hires
3. GitHub, StackOverflow - developers
4. Dribbble - designers
5. Sourcing.io - engineers
6. Xing - select European talent
7. Conference speaker lists - all
8. App stores
9. Quora
10. Personal blogs
@leelasrin @lever
Build relationships, don’t push jobs - and adjust approach based on (non-)responses
Scenario 1: no response to email
Scenario 2: timing is off
● Try them again (politely)
● And again (politely)
● If you prod politely, you may guilt them into a response
● You may also get a referral
● They decline: Find out why - then follow up in the logical timeframe (e.g., post-bonus or vesting cliff)
● You fill the position: Tag the candidate so you can find them 3, 6, 9 months from now when the next role opens up
@leelasrin @lever
vs.
Employee connections on LinkedIn beat Company Page followers by a mile
at least 45x@leelasrin @lever
Every profile matters!
“At Lever we really walk the talk when it comes to talent. We put a ton of thought into how we hire and onboard people, as well as how we help them grow in their careers
@leelasrin @lever
“I used to think being a woman in tech meant simply accepting and overcoming aggressive workplaces… At Lever, I am thrilled to be an integral piece of a diverse, inclusive, engaged, and impassioned team.”
Get to precious referrals, fast and in person
“Double down on any referred candidates. Don’t take a ‘we’ll get to them if they’re qualified’ mentality. Call and coffee them.”
- Jer Langhans, co-founder, Paired Sourcing
@leelasrin @lever
Learn from everyone who goes through your hiring process
“We used to run NPS surveys among candidates that we didn’t hire - and then ask follow-up questions to find out how we could improve our candidate experience .”
- Kirsti Grant, CEO & Co-Founder, Populate; former VP Talent, Vend
@leelasrin @lever
Do not under any circumstance short-change reference checking
Don’t Do
● Rely solely on references provided by the candidate
● Let the reference drive the call
● Expect the reference to proactively raise negative points
● Find other references who are mutual connections
● Lead the call; probe for exact details on the candidate’s achievements
● Find ways to frame ‘weakness’ questions to get accurate answers
Recommended reading from Josh Hannah: bit.ly/reference-checking
With thanks to David Skok of Matrix Partners
D&I is really hard. But it’s even harder if you ignore it until you’re a big company.
The “guys” jar The “no resume” campaign
The diversity dashboard
@leelasrin @lever
Get your whole team hiring
“With Lever in the hands of all Mattermark employees, we've cut our time to hire for open roles in half.
Everyone from our team is sourcing candidates, referring friends, and contributing to hiring discussions.
Hiring is now a team effort; I can train new employees about how to use Lever in two minutes. It's incredibly intuitive.
- Talent lead, Mattermark
@leelasrin @lever
“There is no way we would have been able to scale hiring to the machine it’s become without using Lever.”
- Head of Mobile, Lyft
“Lever has made it possible for us to manage hundreds of active and passive candidates while building that hiring culture. We're now able to get to 'yes' quicker than ever before for the most strategic hires.”
- Co-founder, Kinnek
@leelasrin @lever
Or as one London customer puts it:
- Talent Manager, Lost My Name
“Some recruiters are born with
Lever, some achieve Lever, and
some have Lever thrust upon
them.”
For many more hacks, see our resource library
www.lever.co/recruiting-resources
Recorded webinars including:
● Hiring for stealth through series C with Meteor
● Hiring for hypergrowth: lessons from Lyft
● How to build a recruiting machine with David Skok
@leelasrin @lever
Want more recruiting tips? Join us tomorrow night
bit.ly/clever-hacks@leelasrin @lever
“Clever Hacks: Hiring Tips and Tricks”WeWork Aldgate Tower, 6:30-8:00pm, Thurs 16th Jun
Join over 1,000 customers on Lever!Stop by our booth or sign up for a demo at: www.lever.co
@leelasrin @lever
#1 Blow up your job descriptions.#2 Interview like you mean it.#3 Get your candidates comfortable.#4 Source beyond the obvious places.#5 Don’t give up on top prospects so easily.#6 Make LinkedIn your employer brand machine.#7 Turn your newest hires into evangelists.#8 “Call and coffee” your referrals.#9 Internally, talk about hiring. All. The. Time.#10 Get feedback from people who didn’t make it.#11 Reference-check your heart out.#12 Seed diversity & inclusion early. Never let up.#13 Invest in the tools to do it right.
Questions?
@leelasrin @lever