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"

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

Transcript

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