Luan Lam, from AppDynamics, and LinkedIn’s Lauren Babek will walk you through the toolbox and tell you how you can start using it immediately to speed up productivity and improve your hiring process.
Continue learning with other SMB hiring webcasts: http://lnkd.in/e3FfJHB
Read more on the Talent Blog: http://linkd.in/1E6z96H
2. #hiretowin
INTRODUCTIONS
Moderator Guest Speaker
Luan Lam
VP of Talent Acquisition
AppDynamics
Lauren Babek
Talent Acquisition Manager
LinkedIn
3. #hiretowin
The goal of this webcast is to help you apply
THE ULTIMATE HIRING TOOL BOX
to your 2015 Recruiting Plan
Recruiting
Strategy
Job
Requisition
Activate
Tools
Interviews
&
Evaluations
Onboarding
Prep
‰ 50% of SMBs have increased organization effectiveness
‰ Visit: http://lnkd.in/SMBStrategySeries
1 ‰ Write job descriptions
‰ Align on needs & expectations
‰ Apply best practices
2 ‰ Post jobs
‰ Activate sourcing
‰ Generate ROI (Case Study)
3 ‰ Ask the right questions
‰ Look for the right things
4
5
4. #hiretowin
Stage 1:
START WITH A
RECRUITING STRATEGY
1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
5. #hiretowin
START WITH A STRATEGY
WATCH RECORDING: http://bit.Ly/smbstrategyseries
Recorded
Stage
Building
Growing
Managing
Skills
R&D
S&M
G&A
Seniority
Individual Contr. (IC)
Manager
Director
VP
C-Level
Flat Functional Product
Customer-
Centric
Geographical
20 or less employees Based on job functions
(i.e. by department)
Managers report to the
president by product
type.
Organization based on
delivering superior
customer experience.
Functional
areas/personnel
located in different
regions.
7. TIP#1: DATA COLLECTION & INTAKE MEETINGS
#hiretowin
General Overview
• Organizational structure
• Role in first 90 days
• Career path
• Compensation
• Job description overview
• Gain insights on business
Process Discussion
• Review steps from A to Z
• List key milestones
• Selection criteria
• Interviewers
• Time commitment
• Setting expectations
Collaboration
Alignment
• Level of priority
• Interviewing team and roles
• Response time expectations
• Weekly / regular updates
• Accountability
Recap
• Confirm understanding
• Recap in email
Follow-up Meeting
• Overview of strategy
• Activity update and results
• Feedback
• Realignment
8. Tip #2: RUN A SEARCH OF THE IDEAL CANDIDATE
#hiretowin
Amy Miller
iE Tech, Infomatrix
Acme Tech
① Start with the end in
mind
② Run a search of your ideal candidate
‰ What keywords are in their summaries?
‰ What skills and endorsements do they list?
‰ List of companies they worked at?
‰ What did they study in school?
10. Tip #3: NAILING THE PERFECT JOB TITLE
#hiretowin
Save creativity for the job description, not the title
SEO tools helps:
• Recruiters and hiring managers are
modern marketers
• Use tools like
https://adwords.google.com/KeywordPlan
ner
15. TIP #7: PICK THE TECHNOLOGY & TOOLS
BASED ON SHORT+LONG TERM NEEDS
Candidates who have engaged
with your jobs and brand are
2x as likely
to respond to your recruiters
Companies who adopt this
strategy hire
more candidates
through LinkedIn
than companies with Jobs and
Recruiter alone
#hiretowin16
Strategic Sourcing
and Pipelining
Metrics and
Analytics
Personalized
Job Targeting
Talent Brand
Development
75%
16. CASE STUDY: GETTING REAL RESULTS
Recruitment ad impressions
Work With Us & rec. ad clicks
Job views and apply clicks
Career page views
Recruiter InMails accepted
New Followers*
Hires impacted by LinkedIn
Total hires
#hiretowin
Job impressions
Work With Us
impressions
VP - Global Talent Acquisition
8,693,246+
Awareness
Impressions
79,767
Consideration
Actions
9 130
Traceable
Impacted Hires
238
Total Hires
RESULTS
Saved over $1 Million
in agency fees
55% of new hires
were impacted by a
LinkedIn product
Increased size of
company by over
half—62% growth
Engaged almost
20,000 members who
were not previously
interested
More than
doubled the
number of
Followers—2.3X
18. TIP #8: TAKE A STEP BACK AND RECRUIT FOR
THE BIGGER PICTURE, NOT JUST THE JOB
#hiretowin
Leadership
• Describe a decision you made while in a leadership position that was unpopular and how you
handled implementing it. What were the results?
• Tell me about a time you convinced a team to work on a project they weren’t enthusiastic about?
How did you do it? What were the results?
Leverage
• Give me a specific example of a time when you used good judgment and logic to solve a
problem. What steps did you take? What were the results?
• Tell me about a project/task you were accountable for where you had to enlist the help of others
to achieve the desired results? How did you get them involved? What happened as a result?
Results
• What do you consider your greatest accomplishment? How did you achieve this? What was the
outcome?
• Tell me about the most challenging situation you’ve faced, and what actions you took. What was
the outcome?
Culture
• If I were to chat with your peers, how would your peers describe you or what would they say
about you?
• Tell me about one of your favorite professional team experiences? How did the team demonstrate
its strength? What was the candidate’s contribution to the team effort?
19. #hiretowin
Stage 5:
TRANSITION OVER TO
ONBOARDING
1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
20. #hiretowin
ONBOARDING - BEFORE
CALL OUTS:
① Build an agenda
② Setting up email and share resources
21. #hiretowin
ONBOARDING – FIRST DAY
ON THE NEW EMPLOYEE’S FIRST DAY
Task Resources Done
?
Send welcome e-mail to staff announcing the new
employee’s arrival, function and location.
Introduce employee to co-workers.
Meet with personnel/payroll/benefits representative to
complete new hire paperwork and to receive
introduction to employee benefits.
Schedule attendance at orientation programs:
9 New Employee Orientation Program
9 Benefits Orientation
Note: Advance sign-up is required for the
Campus New Employee Orientation Program.
Order business cards.
Introduce employee to work area, including:
9 Use of phones
9 Departmental purchasing policies.
9 Computer orientation – common programs &
useful websites
Review & set up standard meetings.
Orient employee to worksite:
Coffee room
Bathrooms
Photocopy machines
Fax machines
Supplies
Restaurants
Transportation
Break rooms
Vending machines
Location of first aid and emergency supplies
Mail services
CALL OUTS:
① Buddy System introduction
② Day-1 New Hire Orientation
22. #hiretowin
ONBOARDING – WITHIN 2 WEEKS
WITHIN THE 2 WEEKS
Task Resources Done
?
Review departmental policies and procedures re:
Probationary period
Timesheets
Vacation and sick leave accrual and use
Hours of Work
Work Rules
Attendance Policy
9 Phone etiquette
Personal phone usage policy
Personal computer usage policy
Performance appraisal process
Merit/salary increase timeline
Introduce employee to job:
9 Review Job Description.
9 Discuss supervisor’s style and expectations.
9 Review performance goals and expectations.
9 Identify the “players” connected to the position;
make appointments with “key players.”
9 Identify the “customers” served by this position;
define customer service.
9 Discuss employee safety.
9 Review standard meetings the employee
needs to attend.
Identify what training and development activities will be
needed in the next six months. Sign up for the
appropriate classes.
Meet weekly to complete orientation to work-related
tasks and to ask/answer questions.
Set performance expectations and discuss how and
when the employee will be evaluated. Provide
feedback on a weekly basis.
Meet with key players.
CALL OUTS:
① 360 (informal) Review:
• Manager meets with new hire for one-on-one
coffee to touch base
24. #hiretowin
TAKE-AWAYS
Recruiting
Strategy
Job
Requisition
Activate
Tools
Interviews
&
Evaluations
Onboarding
Prep
‰ Align on the 3 Ss
‰ Make sure you have the team and resources in place to execute
1
‰ Start with researching and collecting info from managers and examples online
‰ Use creative wording (except with titles) and try SEM tools for help
‰ Different candidates are attracted to different job posting formats – try variations
‰ Test, measure, optimize
2
‰ Look for short-term tools but also plan for long-term needs
‰ If you don’t have a need now, be open to new tools so you
can pull that card when it’s time
‰ Get free advice or consultations so you’re informed
3
‰ Take a step back and look at the
bigger picture
‰ Pick up on signs and signals
4
‰ 90 days evaluation on both ends. Make it a great experience
‰ Set your employees up for success.
5
25. #hiretowin
Q&A
Join us for our next webcast
-------
“Accelerate Growth with SMB Hiring Solutions”
November 19, 2014
Register:
http://lnkd.in/e3FfJHB