Summit14 - Jobvite Annual User Conference - Breakout Session Presentation. 4.30-5.1

1. Managing the Recruiting Process
Jason Dupree
Okta, Sr. Recruiter

2. What is the Recruiting Process?
1 The Job
2 Recruiting
3 Candidates
4 Interviewing
5 Closing

3. The Job
1 Budget and approval
 Is the position approved?
 Does it have a targeted comp?
 Is it tough to fill?
2 Invest time in understanding primary responsibilities
 What is the career path?
 How is the position critical to the company’s success?
3 Draft and proofread the job description
 Look to see how it shows up on the web
4 Master the job and your own presentation!

4. Recruiting
1 The Story
2 The Attack
3 Execution

5. Recruiting – The Story
1 What’s going on in the world?
 Why is the company important?
 What problems are you solving?
 Where are you going?
2 What’s unique?
 Technology innovation
 Challenges
3 How will they fit in?
 Make it personal!

6. Recruiting – The Attack
1 Publicize
 Get the job out there
2 Leverage networks
 Referrals
 Associations
3 Sourcing
 Creative recruiting
4 Agencies

7. Recruiting – Referrals
1 Don’t wait for them – actively go get them!
 Use your people
 Hold referral meetings
 Go through their networks with them
2 Build a recruiting culture
 Ask for them on day 1
3 Teach others how to recruit
 At lunch
 At the gym
 On an airplane
 Everywhere!!!!
4 Above all, cherish every referral!

8. Recruiting – Groups and Associations
1 Identify cross-connections
 1st Degree
 Former coworkers
 Schoolmates
 Professional Groups
 Conferences
 2nd Degree
 Who knows who that knows who

9. Recruiting – Sourcing
1 Strategize
 Identify your direction
 Who are your target companies?
 Meet with your hiring manager
 Hit LinkedIn
 Keep your message super short but personal
 Use randomness
 Keep it light
 Connect with them!
 Dig, Dig, Dig
 What can you do that’s creative – that no one else has tried?

10. Active Candidates - Execution
1 ABC – Always Be Closing
 G2 without them knowing it
 Extrapolate and deduce
2 Be polished
 You’re selling an opportunity, not a vacuum cleaner
 Be nimble on your feet
3 Build a relationship, but do it fast
 15 min, you should know if they’re a fit or not
 Screen them first, then sell
4 Control the conversation, professionally

11. Passive Candidates - Execution
1 For passive candidates
 Acknowledge it
 Change the order
 Speak to the company and the opportunity first
 Once they’re interested, then G2
 Take the story a level deeper
2 For agencies
 Treat agency candidates the same as any other
 Control the process
 You are the point of contact, not managers
 Same goes for candidates

12. Interviewing – Candidate Experience
1 Time is key
 The longer the process – the more room for variables
 Be expeditious with scheduling and follow-up
2 Keep things on-time
 Make sure interviewers are there
 Give them a 2 min warning
 Facilitate
3 Think on your feet
 If there is a gap, speak to it
4 Manage your managers and interviewers
 Make sure they’re prepared and ready
5 KEEP THINGS TIGHT!

13. 1 Recognize that they are interviewing you as much as you are interviewing
them
 Glassdoor
 Blogs
 Press releases
 Other random sources of information
2 Be there at the beginning and at the end
Interviewing – Candidate Experience

14. 1 Recruiting is sales
 Have no fear
 Be the advocate and the matchmaker
2 Know the details
 Current comp, desired comp, availability, all up front
 Who else are they talking to?
 How far in the process are they?
 Where do we stack up?
 What’s important, cash or equity?
3 Don’t spin wheels
 Square pegs don’t fit in round holes
Closing the Deal

15. 1 Do your homework
 Checking references
 Getting backchannel references
2 Curveballs
 Anticipate issues, challenges
 Enlist additional closing help
3 Know when and how to go to bat
 Have it backed up with data
4 ALWAYS PRE-CLOSE!
 100% acceptance rate – it’s all about the relationship
Closing the Deal

16. 1 Backing out of interviews
 Can you pull them back in?
 Behooves you to be honest
 The end goal is a referral
 Make the best decision you can with the most information possible
2 Counter-offers
 Be pre-emptive
 It’s really an 80/20 rule
 Don’t badmouth other offers or companies
 Enlist the hiring manager
Closing the Deal – It’s not done until
they’re there

17. 1 “You’re never known for the people you don’t hire.”
 Only the ones you do
2 Recognize red flags
 Don’t hesitate to bring it up anywhere in the process
 Learn the warning signs of high-maintenance
3 Know when to walk away
 Be professional and concise
Closing the Deal – Speaking of
Curveballs

18. Closing the Deal – It’s not done until
they’re there
1 Stay in touch
 Make sure everything is moving forward
 Help where needed
 Have the hiring manager and their new teammates reach out
2 Keep the excitement going!
3 And ask them for referrals!

19. Questions?

20. Jason Dupree
Okta, Sr. Recruiter
jdupree@okta.com
THANK YOU!