Hiring hacks for transparency

Hiring and Retentionin the hyper-connected era

Tour Guide
Dan Arkind
15-years recruiting,
mostly for startups

I build software
This presentation is not about software

Recruiting tactics are well understood
This is kung fu

Quick Poll
Who is hiring?
Who is spending $$ marketing:
Jobs
Employment Brand
Hiring Managers
Who is worried about attrition?

ACCESS

It’s cheap and easy to find and contact
EVERYBODY

MISSION
PEOPLE
PROMISE

It’s not what you say,

it’s what other people say…

it’s about the experience.

The market is never
ever, ever, ever, ever, ever, ever
in a recessive mode for top talent.

it’s better if they find you

… and even better if they talk about you

Be a Magnet

Turn employees
into advocates

Turn interviewees
into advocates

The People:
Prompt
Prepared
Fun
Engaging
Smart
The Office:
Cool
Light Filled
Modern
Comfortable
Big monitors!

Great stories
generate pipeline

SCARED?

Step 1:
Understand where you are

LISTEN
Applicants
Candidates
Onboarding
Reviews
Departments
Customers
LEADERSHIP
MARKETING

Perception is reality.

Step 2:
Decide who you want to be

DOCUMENT
Mission
Leadership Strengths
What you’re not
Employee promises

Step 3:
Clean up.

GO TO THE GYM before you
open the kimono.

Transparency may not be right for you.

What works:
Publicly recognize achievement
Invest in people
Listen and react to employees
Innovative, loved products
Superior customer service
Make the world a better place

TACTICS

Executive Sponsorship
Headcount & Budget
Long timeline

Recruit Champions
Power to the people
Selection Criteria
Success Criteria
Track Engagement
Always be listening
Be discoverable

Recruit Champions
Already use social media
Build theirbrands
Help just a little bit more
1 on 1s then Brown Bags

Power to the people
Policy
Engagement
Allow people to be heard vs. promoting speech.
Start with small experiments.
Give away more and more control.
Careers site is great, their site is much better.

Bad is okay.

Commitment to Content
Dedicated recruiting social media specialist
Helps create and curate articles
Circulated to entire company
1 click sharing
Goal = 1 a week
Reduces need for recruiting to sell.

Selection Criteria
Culture =
uncompromising selection

“We routinely turn away amazingly talented engineers because they aren’t entrepreneurial.”

Make it clear who belongs
Pictures / Video / Articles
Interview process
Who they’ll get to work with
Who they’ll get to learn from
Personal passions, humanize

Focus on what
makes you great
Good isn’t good enough to spark interest.

SUCCESS CRITERIA

ATTRACT, ENGAGE & RETAIN
#1 metrics for internal promotion
Primary driver for bonus compensation

Top management must practice what they preach.

TRACK ENGAGMENT
Performance Reviews
Surveys
Make employees feel heard
Celebrate and track success
1 on 1s: Motivations, Drivers, Needs

Focus on the right people
FLIGHT RISK
IMAPCT OF DEPARTURE
“I made it my job to understand the motivations of all of our key people – and to make sure our managers understood them as well. This has to be high touch.”
Dan Portillo, VP of Organizational Development
Mozilla Corporation

How to not lose people
Ability to make an impact
Open dialog
Deliver on promises
Recognize the positive

Always be listening
Work with marketing
Work with PR
Be a journalist
Recruit correspondents

BE DISCOVERABLE

Own
topics
--
Drive dialog

… and be accessible

…or just pay

Blogs
Q&A Sites
Communities

SUMMARY
Budget and ownership are necessary.
Pick people and departments
Start small
Focus on engagement
Build listening and feedback into who you are

Hiring and Retentionin the hyper-connected era

Hiring hacks for transparency

by danarkind on Dec 09, 2010

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