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HR Meetup Tokyo vol.1 "The War for Talent"
⾃⼰紹介と私の採⽤Tips
エンジニア採⽤担当
⼤川 知
⼤川 知
https://www.facebook.com/satoru.okawa.1
本職:ITエンジニア
1社⽬:SNSサービス開発ベンチャー
2社⽬:Uzabase / NewsPicks
NewsPicks SPEEDA
取締役CTO 杉浦取締役編集⻑ 佐々⽊
積極的にリファラル採⽤を(⾃主的に)⾏い
半数以上のNewsPicksメンバーを獲得
弾が尽きてきたので、他メンバーからも紹介数を増やしたい
インセンティブ設計をしてみました
▷ リクルーティング ランチ / ディナー
✴ 良い⼈を⼝説くためのランチ / ディナー
✴ 〜3万円を、会社が補助
✴ 採⽤メンバーの誰かに「⾏くよ」と伝えればOK
▷ リファラル採⽤ 成果還元
✴ 無事採⽤までいったら、成果をお返しする
✴ 何⼗万円も渡すと法的にNGなので・・・
✴ 個⼈に「旅⾏券」
✴ 所属チームに使途⾃由な「研修費」
インセンティブ設計の結果(6⽉〜)
採⽤状況やインセンティブについて繰り返しアナウンスしても
肌感覚はあまり変わらず。。。
腕の⽴つ知り合いが多くない?
うまくいかなかったときの⼼配をしてしまう?
会社の拡⼤とともに、「採⽤がうまくいかないとやばい!」意識が希薄に?
Uzabase/NewsPicksでは
昔から採⽤試験として、技術課題を課している
WHY?
エンジニアは書類/⾯接ではよくわからないから
技術課題のメリット・デメリット
メリット デメリット
どんなコードを書くか直接⾒る
ことができる
ある程度志望度が⾼いことがわ
かる
通らないとエージェントに倦厭
されることがある
時間が取れない候補者を逃す
志望度の低い候補者を逃す
あの会社は⼊るのが難しいとい
う噂が⽴つ(本当に)
〇 ふと思い⽴ってみると
書類 / ⾯談の結果から技術課題の出来具合を予測すると、
予想と結果が著しく乖離したケースがなかった
〇 現在の⽅針
「技術⼒を念のため確認したい」ときにだけ、技術課題をお願いすることにした
エージェントの紹介数、やや向上?

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