31 Recruiting Hacks for Sourcing and Diversity Recruiting
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Read through these 31 sourcing and diversity recruiting hacks, and make 2018 your most productive year yet!
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31 Recruiting Hacks for Sourcing and Diversity Recruiting
- 1. Part 2 Sourcing and diversity recruiting
- 2. Thanks for joining us! ● Please use the chat box for questions ● Tweet at us using #recruitinghacks @lever @zeenatbhamani ● $100 Amazon Gift Card for the most thought-provoking tweet Part 2 — Sourcing and diversity recruiting
- 3. Our speakers Zeenat Bhamani / @zeenatbhamani Recruiting Researcher, Netflix Maya Humes / @mayanjeri Content Marketing Manager, Lever Part 2 — Sourcing and diversity recruiting
- 4. Candidate sourcing hacks Part 2 — Sourcing and diversity recruiting
- 5. #1 Use calendar “chunking” for sourcing, phone screens, etc. Block chunks of time on your calendar for sourcing, phone screens, candidate feedback, hiring manager meetings, etc. Part 2 — Sourcing and diversity recruiting
- 6. #2 Make OneTab your best friend Use a browser extension called OneTab. It will zap all of your open tabs into a single one so you can re-open each tab as you’re ready to review it. Part 2 — Sourcing and diversity recruiting
- 7. #3 Give tree ring sourcing a try When you’re sourcing candidates, start narrow and work your way out. Use a Boolean AND operator for both required and desired skills, and use a small zip code search radius, then slowly expand your search from there (if necessary). Part 2 — Sourcing and diversity recruiting
- 8. #4 Find any candidate’s email address Did you just come across your dream candidate, but you aren’t sure how to contact them? Work emails tend to follow a pattern, like “firstname@company.com”, or FirstInitialLastName@company.com". To find the pattern, create this string using the company’s URL: “contact OR email * * company name.com” Part 2 — Sourcing and diversity recruiting
- 9. #5 Host team-wide sourcing jams Make sourcing fun and find new candidates faster by hosting a company-wide sourcing session - complete with music, pizza, and even beer. Part 2 — Sourcing and diversity recruiting
- 10. #6 Tap into the “People also viewed” section of qualified people on LinkedIn Think of the most talented people on your current or former team, and dive into their “People also viewed” section. Part 2 — Sourcing and diversity recruiting
- 11. #7 Pull all candidate profiles from online hubs into your ATS Forget the hassle of keeping track of candidates on GitHub, AngelList, and LinkedIn. Bring their information into one centralized location - your ATS. Part 2 — Sourcing and diversity recruiting
- 12. #8 Set up a Google alert for your top prospect’s name If there’s a candidate you’re courting, use Google Alerts to get notified when there’s an article published about them online. That way, you can send a related follow-up. Part 2 — Sourcing and diversity recruiting
- 13. #9 Throw quarterly referral-a-thons Wasting time asking your team to submit referrals at every company meeting? Plan a referral-a-thon once a quarter. Also, use a tool like Drafted to make gathering referrals easy. Part 2 — Sourcing and diversity recruiting
- 14. #10 Send automated follow-ups to check in with candidates Second and third follow-ups can double your candidate response rate, but it’s not easy to remember to send them. Save yourself time by automating your follow-ups in Lever Nurture. Part 2 — Sourcing and diversity recruiting
- 15. #11 Capitalize on engagement notifications One Lever Nurture feature allows you to see when candidates open and click your emails. Even if they don’t respond, this is key info that can drive you to reach out again. Part 2 — Sourcing and diversity recruiting
- 16. #12 Use Lever Nurture Recommendations to resurface archived candidates Why spend hours searching for new talent when you already have incredible talent sitting in your ATS? Lever Nurture Recommendations suggests qualified candidates you’ve already pulled into your recruiting software. Part 2 — Sourcing and diversity recruiting
- 17. #13 Send for your hiring manager to increase candidate response rates Having trouble getting candidates to respond? Try sending for their future manager or an executive. Part 2 — Sourcing and diversity recruiting
- 18. #14 Identify, clone and improve your best performing reach-out templates Lever Nurture Reports helps you see which reachouts get the most opens, clicks and responses. Find what’s working and socialize that with the rest of the team. Part 2 — Sourcing and diversity recruiting
- 19. #15 Reward employees who submit referrals with restaurant gift cards Referrals are one of the most rewarding recruiting tactics around. Lever’s research shows that one in 16 referrals are hired, compared to one in 152 candidates who apply through your website or job boards. But it helps to incentivize your employees to submit them. Part 2 — Sourcing and diversity recruiting
- 20. #16 Share a new “Sourcing Tip of the Week/ Month” in team meetings Start a tradition wherein team members share new tips regularly - that way, you’re always keeping your tactics fresh, varied, and effective. Part 2 — Sourcing and diversity recruiting
- 21. #17 Integrate “open role spotlights” into your company’s weekly all-hands Make key roles you’re trying to fill top-of-mind for the whole team. When you give the recruiting updates during your next company-wide meeting (you do do that, right?), focus on the highest-priority positions. Part 2 — Sourcing and diversity recruiting
- 22. #18 Pore through your coworker's connections Connect with an existing team member on LinkedIn, source their connections, send that employee the names of the people you found in their network, then ask for a simple "Would you refer this person? yes/no?". Part 2 — Sourcing and diversity recruiting
- 23. #19 Find where candidates hang out (online) No need to make it to every candidate meetup when you have the internet. Are you looking for Social Media people? Try Instagram. Engineers? Try Github. Or maybe Reddit. Or Twitter. Designers? Try Dribbble. Part 2 — Sourcing and diversity recruiting
- 24. #20 Build rapport with candidates who aren’t right If you build a great rapport with a candidate who ends up not being right for the job, they’ll likely won’t mind sending you the names of other great people who may be closer to what you’re looking for. Part 2 — Sourcing and diversity recruiting
- 25. #21 Use the "Find more people like..." feature LinkedIn Recruiter's search bar allows you to type in an exact name and pull profiles similar to that individual. I like to use this with the existing team, dream hires, or even people we've passed on whose backgrounds were great otherwise. Part 2 — Sourcing and diversity recruiting
- 26. Diversity recruiting hacks Part 2 — Sourcing and diversity recruiting
- 27. #22 State your commitment to building a diverse and inclusive culture on your careers page Even if you just add one simple sentence, you can send a strong message to your applicants. Add it at the end to your job descriptions too to drive the point home! Part 2 — Sourcing and diversity recruiting
- 28. #23 Conduct blind resume screenings This will help you minimize unconscious biases. Studies have shown that people with ethnic names need to send out more resumes before they get a callback, for example. Part 2 — Sourcing and diversity recruiting
- 29. #24 Ban “culture fit” as a reason for rejecting a candidate When interviewers want to reject candidates for “culture fit”, or a “gut feeling”, it’s an indication that unconscious bias is at play. Part 2 — Sourcing and diversity recruiting
- 30. #25 Explicitly request a diverse range of referrals Challenge your employees to think beyond the obvious – past their three best friends that may or may not be all from the same demographic. Part 2 — Sourcing and diversity recruiting
- 31. #26 Ensure that underrepresented employees are included in your interviews But don’t go overload them either - steer clear of asking your underrepresented employees for help nonstop. Part 2 — Sourcing and diversity recruiting
- 32. #27 Check the temperature of your office The temperature in most buildings defaults to what’s most comfortable for men. Part 2 — Sourcing and diversity recruiting
- 33. #28 Stray away from oddball questions like “How many golf balls would fit inside a 747 airplane?” Brain teasers and off-the-cuff questions have been found to be not that helpful in predicting great hires vs. those who need to be rejected. Instead, focus on behavioral interviewing. Part 2 — Sourcing and diversity recruiting
- 34. #29 Intersect your conversion rates with the demographic data collected through Equal Employment Opportunity (EEO) questions You might find that underrepresented candidates are passing phone screens, but falling off after on-site panels at a high rate. This tells you there may be some sort of bias in a particular stage. Part 2 — Sourcing and diversity recruiting
- 35. #30 Change the reading materials you have in your lobby If you’re going to provide magazines, try to make sure them relevant to your industry as opposed to clearly gendered options. Part 2 — Sourcing and diversity recruiting
- 36. #31 Print inclusive bathroom signs Lever’s bathroom doors have a sticker that says “For those who identify as,” above the mens and womens signs. Try doing the same! Part 2 — Sourcing and diversity recruiting
- 37. Download our entire 103 Recruiting Hacks Ebook here: https://www.lever.co/resources/101-recruiting-hacks-to-accelerate-hiring
- 38. Register for our 4-part webinar series: https://www.lever.co/recruiting-resources/webinars/103-recruiting-hacks-to- make-2018-your-most-productive-year-yet
- 39. Questions? Zeenat Bhamani / @zeenatbhamani Recruiting Researcher, Netflix Maya Humes / @mayanjeri Content Marketing Manager, Lever Part 2 — Sourcing and diversity recruiting
Notas del editor
- If you don’t block the time, it might get booked with other lower priority items (and sourcing should be a daily priority!). Personally, I focus on sourcing first thing in the morning and do my calls and meetings later in the day, but find a system that works best for you. And while you’re at it, include a lunch break for much-needed recharging time. We all need that too!
- If you’re a “tab junkie” like I am, who opens up multiple candidate profile links while you source, this life hack is for you.
- It’s better to nurture the right candidate from the start than it is to bulk message 500 “maybe” candidates, just hoping that something sticks. If you’re not finding the right candidates, slowly expand your search geographically or move some of the “requireds” to “desireds”.
- Be sure to kick off the “jam” by equipping everyone with sourcing best practices and templates, then display them on a large screen so that your team can use them real-time.
- Look on the right side of most LinkedIn profiles, and you’ll see other profiles that are often searched along with that one.
- ...to show them that you’re paying attention. We bet they’ll be impressed.
- Referral a thon: an hour-long referral party at which employees race to submit as many referrals as they can. Schedule it in the morning when employees first get in and have energy, and provide breakfast and fun tunes while you’re at it.
- Oh, and guess what? When candidates do respond, we automatically progress them to the next pipeline stage, so you can stay organized and quickly see who’s ready to engage.
- Perhaps you didn’t hire them because the timing was wrong - they could still be the right fit for your open role.
- They’ll be much more likely get back to a sender who they recognize or know they’d be working alongside.
- If you notice one sourcer or recruiter has a particularly popular reach-out, call them out! Ask them to share which technique they think is driving their success at your next team meeting.
- If you don’t have a referral bonus ins place, publicly acknowledge and reward the employee who’s submitted the most quality referrals with a gift card to the restaurant of their choice.
- Learning tips from your peers is way easier than scouring the web for them.
- Be sure to highlight the qualities, skills, and experience you’re looking for so that team members recommend the most fitting candidates.
- It's an easy way to get referrals you may not have gotten otherwise.
- Tumblr, Pinterest...Different communities of people have different online forums they flock to. Not everyone's on LinkedIn.
- Great people know great people - so always ask for referrals if you feel comfortable - this tactic can result in lots of success stories.
- It’s important to make your dedication to facilitating inclusion clear right away - this can be so easy, but very meaningful. State your commitment front and center, so on your careers page and at the end of your job descriptions. Make it so that candidates can’t miss it. This will show candidates that it’s one of your core values, and assure them that it’s something you’re thinking about in your hiring process. Then, actually practice what you preach. Implement hiring strategies that reduce bias and foster inclusion - these include changes like standardizing your interview process, for example.
- As in: actually hide the names of your candidates. Every human does have unconscious biases, and the work of several researchers does show that people with ethnic names need to send out more resumes before they get a callback. ALSO, resumes with female names are rated lower than ones with male names when all other things on a resume are equal.
- Here at Lever, we’ve done exactly that. It’s important that you challenge your interviewers to articulate a more specific explanation than their “instinct” – it’s a great way to uncover hidden biases and have open conversations about them. We actually look for “cultural alignment” rather than “culture fit”. What do we mean by “cultural alignment”? That their motivations and values match Lever’s. This search for cultural alignment makes it so that interviewers are thinking less about whether the candidate fits the existing culture or looks like current employees, and more about Lever’s values + theirs.
- This means ask your employees to think more broadly than just their circle who’s likely had similar experiences to their own. Emphasize that diversity requires deliberate effort, and it’s something all employees can help with – by making introductions to great people they know, even if they don’t fit the “traditional” profile, and even if they’re not one of their best friends. Ask them to work a little bit harder to tap into their networks - it only makes the team stronger in the long run.
- If your interview panel is homogeneous, your candidate WILL see it as a reflection of your entire team, no matter how much you advertise otherwise. Also, including employees who’ve had different experiences will only make your hiring decisions stronger. But seriously, don’t go overboard. As much as candidates want to meet with their diverse potential coworkers, if your one female engineer is in every single interview panel, it’s not fair to her performance and sanity either. She’s got a day job, remember!
- Okay, I can speak from personal experience on this one, as someone who gets cold very easily. It’s extremely difficult to perform your best when youre uncomfortably cold. The temperature in most buildings does often match the comfort level of men, so it’s possible that your female candidates can’t even be comfortable in their interview. Planning outfits for interviews is stressful enough - don’t force them to scour their closet for that perfect mix of warm but formal attire.
- They may be fun for YOU to ask, but studies have actually not found them to be that helpful. Your interviews should be structured - as in with planned questions, asked across multiple candidates - and those questions should be behavioral. Focus on the “why” and “how” to learn about the candidate – what their strengths/weaknesses are, as well as how they learn and problem-solve. What was the biggest challenge they faced in their past role, for example?
- Okay, so conversion rate is the answer to a question like: “What percentage of resumes submitted are moved to phone screen?”. And demographic data is simply the optional set of EEO questions that can be enabled in Lever. The key is to try examining these data points together when you see that underrepresented candidates are failing after those on-site interviews, because maybe there is bias in that particular stage. Put on your detective hat: maybe it’s an untrained interviewer turning those candidates off, or it’s the types of questions that are unfair to a specific group. Either way, time to figure it out and take some action.
- The reading materials in your lobby send a strong message. Your candidate may be waiting for you to kick off their interviews, and they’ll have plenty of time to absorb that message. So if you’re going to provide material, try to make them about your company or industry. We love the idea from Michelle Hart in our last hacks webinar to place a culture book in your lobby instead! Put together a fun read that features employee photos, fun facts, employee spotlights and more.
- Here at Lever, we truly think that the simplest actions can often have the largest impact. You don’t have to be a rocket scientist or have a huge budget to begin making your team more inclusive. In the case of bathroom signs, our doors have a sticker that says “for those who identify as”. Try it out!