OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Get Plugged In!
Trend Setting Recruiting Tools
By Jennifer Boulanger and Joseph War...
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Who are we?
Did you say Tulsa, OK?
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Pain in the ATS
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
• Frequent system crashes, and/or missing data
• Reporting is static and complicate...
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OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
• Easy Job Posting
• Prospects / CRM
• Sourcing Widget
• Social Recruiting
• Events...
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OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
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Interviewing
• Interview Plan
• Interviewer Scheduling
• Interview Prep
• Resume
• ...
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Reporting
• Sourcing quality
• Workflow metrics
• Actionable insights
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No Budget?
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• Free/Paid Job Board Syndications
• Mobile optimized jobs
• Social Recruiting
• So...
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Tap into the SmartRecruiters economy.
Access 100+ job boards, recruiters, assessmen...
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Up and coming ATS solutions
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Referral
Tools
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INTRODUCTION
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE 30
+ Heating Technician
Referrals thru desktop + mobile
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Referral matches within your network
Software Engineer
Boston, MA
Customizable refe...
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Social matching technology
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$10 contribution
Recommendation workflows
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Targeting :
McKinsey
Accenture
Havard Business School
PWC
Goldman Sachs
Omit List :...
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Gift card raffle
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Charity donation
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Hirable
Your next hire is less than 6 degrees away.
Incentivize your network to fin...
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Why limit your referrals to the 1st degree?
The 2nd, 3rd, 4th, 5th degrees are just...
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
We believe rewards should be shared
Here is how a $10,000 hiring bonus could be div...
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE 40
Refer or apply
“Refer or apply, but don’t let it go by!”
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Case study
41
• Role: Data Visualization/UI
Engineer with Trading
• Open for 4 mont...
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After the 6th day
• 5 Degrees Outreach
• 10x referrals in 6 days
• 52 new highly
qu...
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“Old School” Sourcing
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The tools
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Two of our favorite tools to find candidates
are….
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How the BIG 3 stack up
»
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How a LinkedIn search actually works
• Personalizes every search and leverages stru...
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
How do we use an ordinary tool, such as
LinkedIn, in a novel way
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Implicit search
• The technique by which you find people that do not explicitly
say...
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Challenge
Find a Product Manager with Agile Experience
Job title: Product Manager
K...
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First we perform a simple
search only using the word
“agile”
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We’re only looking for
companies, not the
candidates
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The second step is to use
the key words minus the
word “agile” while
keeping the bo...
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We found 3,259
candidates that
most recruiters
would not find
Great Developers Are Everywhere, and Gild Can Prove It.
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Customers
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Finding contact information
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Two tools we find handy
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Measuring the message
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Interesting insights
• Personalization trumps everything
• First Name + Last Name i...
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Take the money and run
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Hi Joseph,
I am genuinely excited to have come across your online portfolio. I imag...
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Build great teams.
Predictive recruiting
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Entelo
+
Profile updates
Length of time in current job
Career progression
Uptick in...
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Social Predictive Analytics Results
7xgreater chance that a
candidate will make a
c...
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CustomersEntelo
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Tools we discussed today
SmartRecruiters
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Questions?
OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
Contact us
Jennifer Boulanger
•jennifer@opower.com
•@jennifercrysta1
•@opowerjobs
•...
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Get Plugged In!....Trend Setting Recruiting Tools - recruitDC Spring 2014 - Jennifer Boulanger & Joseph Warren – Opower

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  • Met via LinkedIn Inmail; not much in common, except that when he responded to my inmail, he gave me his phone number. It had a 918 area code.
    Jennifer Boulanger: Director, Talent Acquisition
    Grew up in Tulsa, OK & Dallas, TX
    BA in Asian Studies, Mary Baldwin College
    Started career in agency recruiting and sales
    Worked for Sapient, CGI, CIBER
    Joseph Warren: Manager, Sourcing/Engineering Recruiting
    Grew up in Philly, PA
    MIS Degree, University of Tulsa
    Ex Pro Football Player, SC Panthers
    Worked for Google, Zynga



  • Anyone out there feel iike your ATS was built in the 80s? (Laugh) 47% of all companies struggle to find talent and recruiting is the #2 issue facing companies today. Why has it taken recruiting technology so long to catch up? This is the first time in the history of Talent Acquisition, that disruption in Recruiting technology is happening! The War for Talent is so great that VC’s and investors are helping spawn new technologies to win the war for talent. Today, we are going to share what we have found to be the most innovative when it comes to your ATS, referral tools and sourcing tools.
  • When I joined Opower, I inherited our ATS. It at the time and had some great features. However, we consistently had the issues you see listed here. We were tired of hearing complaints from hiring managers and that the UI was not intuitive and there were too many clicks. They couldn’t find evaluations and reporting was so difficult! Therefore, I’ve been on the hunt for a New ATS for the past couple of years and I found one!

  • Cutting edge companies are using Greenhouse as you can see here. I feel like I’ve demo’ed everything and when I demoed greenhouse and I saw that they had cutting edge customers that have the talent we want, it became clear to me that this was the right choice for Opower. Our head of Product even demoed the tool and said – I get it. It makes sense! We love the intuitive UI.

    The three main reasons I chose Greenhouse that I will cover today:

    1.) Sourcing Ability with built in CRM
    2.) Interview Kit
    3.) Reporting
  • Sourcing is so easy, it’s like Sorcery! We also call our Sourcers, Sourcers.
  • Job Posting; Post to multiple job boards all at once when you open a requisition for both paid sites and free sites
  • You can see here how your job postings are performing! You can see ROI on on your job board.
  • Sourcing: Greenhouse Prospecting Widget. Sits on your browser and you can use to source or to import a profile into your ATS or Prospects (CRM) with 1-2 clicks. You can tag to a department, location, job or as a prospect.
  • Here is the candidate dashboard. You can filter by prospects and/or active candidates. You can also see what stage they are in and the prospects come up for every role you tag them for.
  • Recruiters and employees can share jobs with their networks via Social Media. By default, Greenhouse inserts a job link in the posting. Greenhouse will also remind you to update your advertisements after a specific period of time and/or when they are going to expire.
  • Here is the detailed ROI on your social media campaigns and referrals. You can see Facebook, LinkedIn and Twitter as Sources. As you can see here, LinkedIn has been successful, but Twitter has not. It gives you the option to disconnect Twitter.
  • Events are one of the best ways to source! Opower goes to a lot of events and it’s currently 6% of our total hires. We typically have a hard time getting employees to go, so this reminds recruiters of what events are coming up and you can put them on your calendar. You can also track how many candidates came from the event. You can share these events with employees as well.
  • Here you can see all of your sources and how many you’ve tracked per week and of all time. You can see that of all sources, you got the most from Company Marketing, 2nd from Prospecting and 3rd from Job Boards. You can also track cost of job boards as well, which would go into your cost per hire. You can see what are your best sources and tweak your recruiting efforts based on this data.
  • Let’s talk about interviewing with Greenhouse. This was one of my favorite parts of their ATS.

    1.) Build your interview plan and workflow for each requisition.
    2.) There is a scheduling tool built in and it integrates with calendars. (For us, Google calendars). They also sync with Reschedge, a third party interviewer scheduling tool.
    3.) interview Prep. It contains interview instructions so the interviewer knows how to assess the candidate and what domain area they will be focused on.
    4.) Resume with contact information and previous evaluations.
    5.) Scorecard, so you can submit your feedback and the scoring criteria is built in, so there is no question on what the interviewer is supposed to assess.

    This ensures a consistent interview process and a clear interview agenda. It also improves hiring performance, not just tracking applicants. Your entire company is empowered to make better hiring decisions. Opower has already been using Scorecard for interivewing, so this was a no brainer, when it came to Greenhouse. They just “got it”.



  • When you are building your requisitions, you can customize your interview plan for each role and customize the workflow. This is really critical for planning success!.
  • Here is the candidate profile and this shows the stages / workflows for the assigned requisition you have created. I do not have a screenshot of scheduling, but you can see when the interviews happened and what is next stage in process. You can also see the alert on the right hand side on that they have been in a reference check stage for 10 days. Notice also the tag of “Superstar”. This is what we would call a White Gloves candidate and that this person should have already had an offer. No way they should have sat in reference stage for 10 days.
  • Here is a phone screen or phone interview scorecard, which is what we would have the recruiter or a hiring manager phone interview. You can see here what skills they need to rank them on and key take-aways from the interview. Did they pass? See the 4 score ranking? This is also how Opower ranks our candidates.
  • Here is the interview prep / kit. Shows the script, what to look for and red flags. Also shows the candidate and resume and scorecard on the right hand side.
  • Here is the in person interview or hiring manager scorecard. You can see key take aways, private notes and skills for ranking the candidates ability. There is also a private notes section so other interviewers cannot see salary or other private data and the overall recommendation.

  • Greenhouse insightful standard reports. Several have already been covered, but we will show a few more. They are also building a custom reporting feature as well.
  • Finally – Greenhouse tracks the number of candidates in each stage in the workflow. What is also amazing, is that it tracks the quality of Source? The quality is calculated by the amount of candidates that make it through each workflow step. This Sourcing Quality Report so you can track your strongest source of candidate and hire, so you know where to spend your time and money.
  • Currently, we have all custom built reports into excel, but it’s difficult to show breakdowns of stages and metrics such as pass rate. I even love the days in stage and hours spent on interviewing. This is great data for companies, so they can see how much man hours it takes to get a hire. Even better for consulting companies. I know at my last companies, consultants would track how many hours they spent interviewing so it would not affect billable utilization.

    and Greenhouse has actionable insights and measures trends. You can see what happening at each step of the process and then measure the quality of your pipeline.=
  • I had advised this company a few years ago and have kept in touch with them. If you are a non profit or a start up with not a lot of budget, this is a great option for you. It is not as robust as Greenhouse, but it is still a great tool. They have a much different model of pricing and are a great option for start ups or non-profits who have limited recruiting resources and budgets.
  • Here are the features you get for free. The premium / paid version starts at $100 per month per Company and allows for more robust reporting, connecting to jobs to your website and workflow customization.
  • The big difference is that the job boards pay them so you don’t have to! It’s free for small teams/companies.
  • Lever is interesting b/c it’s candidate centric versus req based. It also offers all the bells and whistles that the other tools have. The only reason it didn’t work for us, is because our hiring is basedon requisitions and strict budgets. However, this is a good tool for start ups who are trying to hire as many and as fast as they can. The UI is clean and it works a lot with tags.

    Workday is releasing their new ATS product this summer. From demo’s I’ve seen – it looks great and has awesome mobile functionality. We did not move forward with it b/c we are still evaluating HRIS systems and not sure we are purchasing the HRIS.
  • Let’s talk about referral tools. Opower is big on referrals! We’re consistently hire 45% referrals year after year. We’ve currently done this through our ATS, referral contests, sourcing parties and strategic sourcing. We are currently reviewing new referral tools and here are two that we found most interesting: RolePoint and Hirable.
  • Let’s talk about Rolepoint first. Things I found interesting about RolePoint:

    1.) It has a customized portal for both desktop and mobile.
    2.) Extracts positions from your ATS
    3.) Suggests referrals based on social matching technology In your network.
    4) Handles payment of rewards to employees.
  • “You can also see when a referred candidate lands on this page, they have 3 options, they can either apply directly, join your talent network (so they can be kept informed about future jobs) or they can easily refer someone also (this is how you get much further reach through referral chaining). So with every visitor to this site, you’re maximizing the value regardless of which stage of the recruitment process they’re at.
    Reaching employees at the most opportune time for referrals with relevant roles, pre-matched against their network, with delivery optimized for conversion by a learning algorithm which maps engagement trends.
  • RolePoint extracts roles from your ATS and intelligently matches requisitions against the most relevant employees across your organization to make referrals. The resulting relevant and accurate referral requests, automatically distributed at the most appropriate time, increase engagement and build a candidate pipeline that reflects organizational needs.
  • Our social careers portal streamlines and optimizes the referral process, promoting both direct 1-to-1 referrals matches, in addition to social broadcast functionality. Referrals can be distributed through both social and non-social connectivity.
    Eliminate discovery time and accurately suggest connections within both inner and outer networks.
  • RolePoint generates indicative recommendations of the top 10% of each employees network to build pipeline, and elicit the highest quality candidates, prior to them being requested as referrals. Whilst also building pipeline in advance of hiring needs, this facilitates heightened conversion of future referral requests and provides a quality filter.
  • Source talent from specific organizations and alumni networks by customizing the suggestions algorithm to promote/demote organizations based on preference.
  • Another type of award or gift. The gifts can be whatever you choose. Rolepoint handles the vendor, payments and taxes of gifts so your finance dept and recruiting team don’t have too.
  • You can also offer a donation in lieu of a gift.
  • Opower has pretty good retention and our employees are somewhat tapped out on their networks. I found this new tool, called Hirable that has an interesting philosophy. Why limit your referral bonuses to your employees?
  • It’s not about massively spamming for referrals. We reward for high relevance and quality.
    Hirable is set up to incentivize users to target the people they believe are the best fit.
    Everyone starts with ability to refer 5 others.
    That can increase if their recipients apply or refer.
    That can decrease if they refer an obviously unqualified referral.
    The algorithm that powers Hirable is based on Stanford academic research on query incentive networks, and has been proven in field studies at MIT Media Lab to triple referrals.

  • Anyone who doesn’t apply or accept an offer now has an incentive to refer someone who is just as good as themselves

    Hirable rewards and encourages the numerous evangelists outside the company to help often

    There will no longer be a need to exhaust the first degree repeatedly
  • Case Study:
    6-day referral sprint for:
    “Data Visualization and User Interface Engineer”
    Vatic Labs is a San Francisco based hedge fund
    Reward: $10,000 to be shared
  • Hirable was able to achieve five degrees of branching outreach
    That produced 10x growth in referrals in 6 days (while enforcing quality limits)
    90% of those referred for Vatic Lab’s open position were qualified leads.
    They had core competence in one or more of the three fields related to the role.
    Top notch passive candidates were reached within a few degrees, including: 
    The Associate IT Director at SAC Capital
    Senior software engineers at Apple, Google, Facebook
    Technologists from Goldman Sachs, Barclays, Alliance Bernstein
    Hirable was successful in automating the talent sourcing and candidate qualifying process, while exceeding expectations on sourcing results.
  • Let’s kick this off with sourcing! Remember how hard sourcing used to be? Hopefully this will resonate with some of you.
  • In today’s market, there is a sea of resources that a company can use to find talent. Some of these resources you now see may be recognizable some you not be, but all are great for what they do. These are only some of the sites that Opower use, has used, or evaluated when finding talent. Which resource will be the best one for your specific situation?
  • 2 sites that Opower feels give us the most bang for our buck.
  • In 2006 LinkedIn had 20+ million users. In 8 years it has grown to over 300 million+ members.

    Of the big 3 social networking sites.
    92% of recruiters reported having made at least 1 hire via LinkedIn
    24% through Facebook
    14% when it comes to Twitter

    LinkedIn is a social networking website for people in professional occupations. Founded in December of 2002 and launched on May 5, 2003, it is mainly used for professional networking.
  • The heads of Search Relevance and Query Understanding at LinkedIn say that a LinkedIn search tries to… The problem with this that it works and it works well.
    Recruiter become complacent and stop trying new things





  • It’s our belief that many companies and recruiters are using LinkedIn in very similar ways

    Because of this recruiters everywhere are finding many of the same candidates over and over again

    Imagine if you could tap into LinkedIn’s full potential as a sourcing tool to find candidates that other people aren’t finding. It would be like getting a whole new tool FOR FREE. How happy would your managers be?

    At Opower we’re using techniques such as conceptual searches, advance conceptual searches, exhaustive searches and many others to find candidates that other companies may not be finding.

    Let me give you an example
  • The catch is that they can’t say that they have agile experience anywhere on their profile. How would be we go about finding a person like that?
  • Forcing LinkedIn bring back more companies
  • We say the magic words and…
  • One of many many techniques that will allow you to do more with LinekdIn
  • WHAT IS GILD?

    Gild brings data science and predictive intelligence to the hiring process. Gild scours the web for developers and uses their proprietary algorithms to automatically evaluate candidates based on the candidate’s actual code found on the internet.
  • From Right to Left
    Expertise
    Demand
    Social Network Identity
    Years of Experience
    Company
  • Should we leave the salary in there?
  • These give us the most bang for our buck!
  • We wanted to find a way to measure email
    We knew in order to find the right tool we had to ask the right questions
    To that end, I consulted my personal question asker to make sure I was asking the right questions
  • Which subject line work best? Are short email really better than long ones? Are funny email better than straight ones?
    How long should an email be? Are there any special words that will get people to email my uncle back?
  • We went with Toutapp because
    Analytics ability
    It worked seamlessly with our email solution
    Was within the right price range.
  • Personalization is Key! We used this template for sales recruiting. The candidates name was Steve Miller and we got a response for sure!

    Have print out of message to read to them. Play song.
  • We do this by filtering a person’s entire collection of web and social data through a predictive analytics layer that shows when a perfect candidate is ready to make a career move.
  • By filtering a person’s entire collection of web and social data through a predictive analytics layer Entelo can give your company a list of 30% chance that a candidate will make a career move in the next 90 days.
  • Entelo Search: Proprietary skill ranking, support for Boolean queries, and unique filters are all included.
    Entelo Sonar: This tool allows you to filter out who is actively looking.
    Entelo Diversity: They also have a diversity tool that allows you to target diversity candidates

  • Get Plugged In!....Trend Setting Recruiting Tools - recruitDC Spring 2014 - Jennifer Boulanger & Joseph Warren – Opower

    1. 1. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Get Plugged In! Trend Setting Recruiting Tools By Jennifer Boulanger and Joseph Warren from Opower
    2. 2. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Who are we? Did you say Tulsa, OK?
    3. 3. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Pain in the ATS
    4. 4. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE • Frequent system crashes, and/or missing data • Reporting is static and complicated to use • Non-intuitive UI for recruiters and hiring managers • No alerting system to keep candidates from slipping through the cracks • Career sites with this ATS all look the same • CRM is separate product • Can’t post reqs in multiple cities • Lack of live customer support • Unresponsive to new feature requests
    5. 5. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    6. 6. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE • Easy Job Posting • Prospects / CRM • Sourcing Widget • Social Recruiting • Events • Measure Sourcing (or sorcery?)
    7. 7. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    8. 8. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    9. 9. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    10. 10. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    11. 11. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    12. 12. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    13. 13. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    14. 14. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    15. 15. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Interviewing • Interview Plan • Interviewer Scheduling • Interview Prep • Resume • Scorecard
    16. 16. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    17. 17. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    18. 18. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    19. 19. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
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    21. 21. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Reporting • Sourcing quality • Workflow metrics • Actionable insights
    22. 22. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    23. 23. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    24. 24. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE No Budget?
    25. 25. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE • Free/Paid Job Board Syndications • Mobile optimized jobs • Social Recruiting • Sourcing • Candidate apply • Database • Some APIs SmartRecruiters
    26. 26. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Tap into the SmartRecruiters economy. Access 100+ job boards, recruiters, assessments, databases in one place.
    27. 27. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Up and coming ATS solutions
    28. 28. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Referral Tools
    29. 29. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE INTRODUCTION
    30. 30. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE 30 + Heating Technician Referrals thru desktop + mobile
    31. 31. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Referral matches within your network Software Engineer Boston, MA Customizable referral automation
    32. 32. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Social matching technology
    33. 33. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE $10 contribution Recommendation workflows
    34. 34. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Targeting : McKinsey Accenture Havard Business School PWC Goldman Sachs Omit List : JPMorgan Deloitte Remove Remove Remove Remove Remove Remove Remove Competitive algorithm adaptation
    35. 35. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Gift card raffle
    36. 36. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Charity donation
    37. 37. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Hirable Your next hire is less than 6 degrees away. Incentivize your network to find them. Powered by patent pending algorithms.
    38. 38. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Why limit your referrals to the 1st degree? The 2nd, 3rd, 4th, 5th degrees are just as important, because that’s where your next hire may be. 38
    39. 39. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE We believe rewards should be shared Here is how a $10,000 hiring bonus could be divided: $2,500 DanielCarlyBrettAnna $2,500 $2,500 $2,500 39
    40. 40. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE 40 Refer or apply “Refer or apply, but don’t let it go by!”
    41. 41. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Case study 41 • Role: Data Visualization/UI Engineer with Trading • Open for 4 months, despite multiple tools and channels used, which only yielded one (unqualified) applicant…
    42. 42. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE After the 6th day • 5 Degrees Outreach • 10x referrals in 6 days • 52 new highly qualified referrals • 90% were qualified leads 42
    43. 43. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE “Old School” Sourcing
    44. 44. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE The tools
    45. 45. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Two of our favorite tools to find candidates are….
    46. 46. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE How the BIG 3 stack up »
    47. 47. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE How a LinkedIn search actually works • Personalizes every search and leverages structure • Understands queries as soon as possible • Identifies spam and blocks it • Unifies and simplifies the search experience for everyone
    48. 48. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE How do we use an ordinary tool, such as LinkedIn, in a novel way
    49. 49. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Implicit search • The technique by which you find people that do not explicitly say or state the keywords or criteria you are looking for anywhere in their profile. • Instead, they are implied or inferred through various indicators found on their profile.
    50. 50. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Challenge Find a Product Manager with Agile Experience Job title: Product Manager Key Words: Agile software OR development (“software as a service” OR saas OR soa OR “service oriented architecture” OR "distributed systems")
    51. 51. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE First we perform a simple search only using the word “agile”
    52. 52. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE We’re only looking for companies, not the candidates
    53. 53. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE The second step is to use the key words minus the word “agile” while keeping the box next to companies we found checked
    54. 54. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE We found 3,259 candidates that most recruiters would not find
    55. 55. Great Developers Are Everywhere, and Gild Can Prove It.
    56. 56. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    57. 57. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    58. 58. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Customers
    59. 59. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Finding contact information
    60. 60. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Two tools we find handy
    61. 61. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    62. 62. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    63. 63. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Measuring the message
    64. 64. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    65. 65. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE
    66. 66. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Interesting insights • Personalization trumps everything • First Name + Last Name in subject line had highest response rates • Email length has no impact on response rate
    67. 67. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Take the money and run
    68. 68. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Hi Joseph, I am genuinely excited to have come across your online portfolio. I imagine you receive a lot of messages from recruiters, but I think I have an opportunity that is absolutely relevant to your work and will inspire you. The UX Team here at Opower (opower.com/careers/ux) is looking for someone to join our SF office and help the world save energy. We leverage behavioral science and intuitive, user-centric design to nudge consumers to use less energy in their homes. Last year we saved enough energy to power a city of 200,000. Your interest in psychology and desire to empower people to make better decisions would make you and Opower a great fit. Two examples: your work on 52 Sprouts and on Habitat, The Habit App. So, have I piqued your interest? I hope so! If you'd like to learn more, check out our president's entertaining TED talk (goo.gl/Pu5QNJ), and let me know some time we could have a brief chat. Cheers, Caroline Design for social good
    69. 69. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Build great teams. Predictive recruiting
    70. 70. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Entelo + Profile updates Length of time in current job Career progression Uptick in activity on social sites Company news & events Predictive Social Analytics = Right Candidate Right TimeFilter Entire Collection Indicates Career Move Web Social Data
    71. 71. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Social Predictive Analytics Results 7xgreater chance that a candidate will make a career move 90days until a candidate makes a career move
    72. 72. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE CustomersEntelo
    73. 73. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Tools we discussed today SmartRecruiters
    74. 74. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Questions?
    75. 75. OPOWER CONFIDENTIAL: DO NOT DISTRIBUTE Contact us Jennifer Boulanger •jennifer@opower.com •@jennifercrysta1 •@opowerjobs •https://www.linkedin.com/in/jenniferboulanger Joseph Warren •Joseph.warren@opower.com •https://www.linkedin.com/in/josephwarren

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