Hiring hacks for transparency

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Talk for 2010 GigaOM Net:work - The Future of Work conference on "Hiring and retention in the hyperconnected era"

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  • Who here thinks recruiting is about getting access to the right people?
  • Recruiting is now about stories and promises.What are you going to get to accomplish?Who do you get to do it with?Is this an organization that looks out for it’s people and does what it says it’s going to do?
  • More bad news. People increasingly don’t give a bleep what you are saying.
  • And exposing this experience and making it good is a COMPETITIVE ADVANTAGE.Every good engineer in silicon valley knows Google’s recruiting process is broken. And they know they haven’t fixed it.
  • The best people, today, can work anywhere, and switching is easier than ever.
  • Not what you are hiring for… but who you are, why what you are doing is worthwhile.
  • Not jobs, but what you do, how you do it and where you are going!It’s about being part of something, accomplishing something, being part of a team, with a strategy.
  • It’s likely not what’s in the brochure.
  • The bad is already out there… if you start promoting, it’s going to get worse.
  • You can’t be all things to all people.
  • What you are trying to accomplish, how you are different, and why to do it here.
  • This might not be prettyThis may involve demotion and promotion around new critieraThis may invloveoffsites, and regorganization.
  • … and that’s okay.
  • … and that’s okay.
  • … and that’s okay.
  • This stuff ain’t free.Choose one leader, don’t try to change everything at once.
  • This stuff ain’t free.Choose one leader, don’t try to change everything at once.
  • Forgiveness, not permissionOne at a time, not everyone at onceUnderstand that stuff is going to go wrong.
  • Don’t flip outUse common sense
  • Understand how critical each hire is.Understand their potential flight riskUnderstand their engagement level
  • Hiring hacks for transparency

    1. 1. Hiring and Retentionin the hyper-connected era<br />
    2. 2. Tour Guide<br />Dan Arkind<br />15-years recruiting,<br />mostly for startups<br />
    3. 3. I build software<br />This presentation is not about software<br />
    4. 4. Recruiting tactics are well understood<br />This is kung fu<br />
    5. 5. Quick Poll<br /><ul><li>Who is hiring?
    6. 6. Who is spending $$ marketing:
    7. 7. Jobs
    8. 8. Employment Brand
    9. 9. Hiring Managers
    10. 10. Who is worried about attrition?</li></li></ul><li>ACCESS<br />
    11. 11. It’s cheap and easy to find and contact <br />EVERYBODY<br />
    12. 12. MISSION<br />PEOPLE<br />PROMISE<br />
    13. 13. It’s not what you say,<br />
    14. 14. it’s what other people say…<br />
    15. 15. it’s about the experience.<br />
    16. 16. The market is never <br />ever, ever, ever, ever, ever, ever<br />ever, ever, ever, ever, ever, ever<br />ever, ever, ever, ever, ever, ever<br />ever, ever, ever, ever, ever, ever<br />ever, ever, ever, ever, ever, ever<br />ever, ever, ever, ever, ever, ever<br />in a recessive mode for top talent.<br />
    17. 17. it’s better if they find you<br />
    18. 18. … and even better if they talk about you<br />
    19. 19. Be a Magnet<br />
    20. 20. SHARE<br />
    21. 21. Turn employees<br />into advocates<br />
    22. 22. Turn interviewees <br />into advocates<br />
    23. 23. The People:<br /><ul><li>Prompt
    24. 24. Prepared
    25. 25. Fun
    26. 26. Engaging
    27. 27. Smart</li></ul>The Office:<br /><ul><li>Cool
    28. 28. Light Filled
    29. 29. Modern
    30. 30. Comfortable
    31. 31. Big monitors!</li></li></ul><li>Great stories<br />generate pipeline<br />
    32. 32. SCARED?<br />
    33. 33. Step 1:<br />Understand where you are<br />
    34. 34. LISTEN<br /><ul><li>Applicants
    35. 35. Candidates
    36. 36. Onboarding
    37. 37. Reviews
    38. 38. Departments
    39. 39. Customers</li></ul>LEADERSHIP<br />MARKETING<br />
    40. 40. Perception is reality.<br />
    41. 41. Step 2:<br />Decide who you want to be<br />
    42. 42. DOCUMENT<br /><ul><li>Mission
    43. 43. Leadership Strengths
    44. 44. What you’re not
    45. 45. Employee promises</li></li></ul><li>Step 3:<br />Clean up.<br />
    46. 46. GO TO THE GYM before you <br />open the kimono.<br />
    47. 47. Transparency may not be right for you.<br />
    48. 48. What works:<br /><ul><li>Publicly recognize achievement
    49. 49. Invest in people
    50. 50. Listen and react to employees
    51. 51. Innovative, loved products
    52. 52. Superior customer service
    53. 53. Make the world a better place</li></li></ul><li>TACTICS<br />
    54. 54. Executive Sponsorship<br />Headcount & Budget<br />Long timeline<br />
    55. 55. <ul><li>Recruit Champions
    56. 56. Power to the people
    57. 57. Selection Criteria
    58. 58. Success Criteria
    59. 59. Track Engagement
    60. 60. Always be listening
    61. 61. Be discoverable</li></li></ul><li>Recruit Champions<br /><ul><li>Already use social media
    62. 62. Build theirbrands
    63. 63. Help just a little bit more
    64. 64. 1 on 1s then Brown Bags</li></li></ul><li>Power to the people<br />Policy<br />Engagement<br /><ul><li>Allow people to be heard vs. promoting speech.
    65. 65. Start with small experiments.
    66. 66. Give away more and more control.
    67. 67. Careers site is great, their site is much better.</li></li></ul><li>Bad is okay.<br />
    68. 68.
    69. 69. Commitment to Content<br /><ul><li>Dedicated recruiting social media specialist
    70. 70. Helps create and curate articles
    71. 71. Circulated to entire company
    72. 72. 1 click sharing
    73. 73. Goal = 1 a week
    74. 74. Reduces need for recruiting to sell.</li></li></ul><li>Selection Criteria<br />Culture = <br />uncompromising selection<br />
    75. 75. “We routinely turn away amazingly talented engineers because they aren’t entrepreneurial.”<br />
    76. 76. Make it clear who belongs<br /><ul><li>Pictures / Video / Articles
    77. 77. Interview process
    78. 78. Who they’ll get to work with
    79. 79. Who they’ll get to learn from
    80. 80. Personal passions, humanize</li></li></ul><li>Focus on what <br />makes you great<br />Good isn’t good enough to spark interest.<br />
    81. 81. SUCCESS CRITERIA<br />
    82. 82. ATTRACT, ENGAGE & RETAIN<br /><ul><li>#1 metrics for internal promotion
    83. 83. Primary driver for bonus compensation</li></li></ul><li>Top management must practice what they preach.<br />
    84. 84. TRACK ENGAGMENT<br />Performance Reviews<br />Surveys<br />Make employees feel heard<br />Celebrate and track success<br />1 on 1s: Motivations, Drivers, Needs<br />
    85. 85. Focus on the right people<br />FLIGHT RISK<br />IMAPCT OF DEPARTURE<br />“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.”<br />Dan Portillo, VP of Organizational Development<br />Mozilla Corporation<br />
    86. 86. How to not lose people<br /><ul><li>Ability to make an impact
    87. 87. Open dialog
    88. 88. Deliver on promises
    89. 89. Recognize the positive</li></li></ul><li>Always be listening<br /><ul><li>Work with marketing
    90. 90. Work with PR
    91. 91. Be a journalist
    92. 92. Recruit correspondents</li></li></ul><li>BE DISCOVERABLE<br />
    93. 93. Own<br />topics <br /> --<br />Drive dialog<br />
    94. 94. … and be accessible<br />
    95. 95. …or just pay<br />
    96. 96. Blogs<br />Q&A Sites<br />Communities<br />
    97. 97. SUMMARY<br /><ul><li>Budget and ownership are necessary.
    98. 98. Pick people and departments
    99. 99. Start small
    100. 100. Focus on engagement
    101. 101. Build listening and feedback into who you are</li></li></ul><li>Hiring and Retentionin the hyper-connected era<br />

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