Recruiting Tech Talent on a Global Scale - Cornerstone OnDemand

929 views
790 views

Published on

Slides from Glassdoor breakfast seminar in Palo Alto on 22nd May 2014. "Recruiting Tech Talent on a Global Scale" by Melissa Hooven, Senior Director of Talent Acquisition, Cornerstone OnDemand

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
929
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
21
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • - Need more background
  • Overall growth expansion.  That every org chart is growing- and TECH is one of our largest growing departments… but I have to maintain this demand along with all departments recruiting. 
    New Hires =297
    Backfills = 96

  • High Volume Recruitment
    LA is becoming the next Silicon Valley
    Our LA Office growing across all departments, not just Tech
    Competing Offers
    Is our Technology Sexy?
    Start-up alley
  • High Volume Recruitment
    LA is becoming the next Silicon Valley
    Our LA Office growing across all departments, not just Tech
    Competing Offers; most came down to salary
    Is our Technology Sexy?
    Start-up alley
  • Before I joined CSOD, the practice of hiring was in the spend. Technology recruitment was responsible for the majority of the outside agency fees. What if I could change the model? What if turning to an outside agency was no longer an option?

  • *How did you build a dream team? Was this the team that you built to recruit on a global scale?
  • Team
    Jav & Reshma = EMEA Talent acquisition
    Superstar in hong kong, services all APAC
    Tech Recruiter in India
  • *Need speaking notes? Is this about developing yourself as a recruiter?
    Cornerstone was on the brink of an user experience re-design, and I choose to re-design the recruitment process and outreach alongside. I took our Product Branding, and applied it to our Recruitment Branding.
  • Recruiting Tech Talent on a Global Scale - Cornerstone OnDemand

    1. 1. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title style Recruiting Tech Talent on a Global Scale Melissa Hooven Senior Director of Talent Acquisition
    2. 2. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleAbout Us
    3. 3. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleThe World War of Tech Talent 8 in Auckland, NZ 187 in US5 in Tel Aviv, Israel 56 in Mumbai, India
    4. 4. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleTech Is on the Rise! OTHER includes APAC Tech Hiring 59 53 86 52 47 0 10 20 30 40 50 60 70 80 90 100 Tech Sales Other Services EMEA NumberofHires Department New Hires = 297 Backfills = 96
    5. 5. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleGrowth for CSOD in the US How do we hire an extra 80+ Engineers in: • Software Engineering - .net platform • QA Analyst • Security Engineers; CISO • Database Engineers • Tech Ops • Core/Architecture of software engineers plan to look for a new job in the next quarter
    6. 6. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleTechnology Growth - US of software engineers are likely to accept less money to work at a company with a great culture of software engineers read online reviews about a company before accepting a job offer of female software engineers are likely to apply to a company a friend recommended
    7. 7. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleBiggest Challenges High volume recruitment LA is becoming the next Silicon Valley Competing offers LA office growing across all departments Is our technology sexy? Start-up alley
    8. 8. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleReasons Software Engineers Would Leave a Company #1 Salary & Comp #2 Career Growth Opportunities #3 Type of Work #4 Company Culture
    9. 9. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleStrategies Hired 2 internal recruiters Created a preferred vendors list based on results Reduced recruitment fees to $400k in USA Allowed only 1-2 placements externally per month Took the time to build larger pipelines Started recruitment 3 months in advance - “Pre-Hire”
    10. 10. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleGoing Global - India •Target: 15 hires •Software Engineers •QAs •BSAs (Business Systems Analysts) •Time to Fill  6 months
    11. 11. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleBiggest Challenges Competitor saturated marketplace High volume of candidates Disconnect between headquarters and India Cultural challenges Notice periods
    12. 12. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleStrategies Weigh your options on Contract Recruiters, External Recruiters or Internal Recruitment Cost analysis: get contract down in $ Start months in advance Consider a hiring blitz/open house recruitment event Leverage online job sites, referral programs, networking events
    13. 13. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleEstablishing a Foundation • Over $2M spend in external recruitment • 60% - technology placements • What if turning to an outside agency was no longer an option? • What model are you building to handle high growth across the globe?
    14. 14. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleBuilding the Dream Team
    15. 15. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title style To Scale Globally: • Sales recruitment = 2 • Services/other recruitment = 2 • Tech recruitment = 2 • Recruiting coordinator = 1 Scaling Globally Team Additions: • EMEA Talent Acquisition • Hong Kong, services all APAC • Tech Recruiter in India
    16. 16. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleBranding Work smarter not harder • On the brink of a user experience re-design • Re-designed the recruitment process and outreach alongside • Applied product branding to recruitment branding
    17. 17. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleInfluence Over Job Decisions of software engineers read online reviews about a company before accepting a job offer
    18. 18. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleGlassdoor Profile
    19. 19. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleThe Investment – Online Job Sites
    20. 20. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleOther Strategies 1. Referral Program 2. Networking Events 3. LA Tech Summit 4. Sponsor Hackathons 5. Host Meet-up Groups at your office 6. Internship Programs with 4th year students 7. Evaluate your Candidate Experience — do something different than everyone else. White-boarding should be one element of your interview process.
    21. 21. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleResults 2Xreviews in 30 days #4Best Medium- Sized Company to Work for 3Xincrease in traffic year-over-year Employee engagement campaign resulted in 136 reviews in 30 days 346% increase in job seeker traffic and awareness 4.6 out of 5 overall company rating
    22. 22. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 Click to edit Master title styleClick to edit Master title styleQuestions?

    ×