How to Hire presentation given at Day of Fosterly #DOF2013 for entrepreneurs and start-ups

1. exaqueo™
a work forc e c on sulta n c y
©exaqueo™ 2013
How to Hire. For Real.
Susan LaMotte, founder
@SusanLaMotte | #DOF2013

3. today’s conversation
Defining a Culture
Recruiting For Growth
Creating an (Employer) Brand
Recruiting 101
The Start-up Screen: Real Assessment
©exaqueo™ 2013
@SusanLaMotte | #DOF2013

4. ©exaqueo™ 2013
the problem
@SusanLaMotte | #DOF2013

5. sample job ad
©exaqueo™ 2013
@SusanLaMotte | #DOF2013

6. sample job ad
©exaqueo™ 2013
@SusanLaMotte | #DOF2013
51 31

7. ©exaqueo™ 2013
defining a culture
@SusanLaMotte | #DOF2013

8. Why it Matters
©exaqueo™ 2013

9. ©exaqueo™ 2013
culture

10. ©exaqueo™ 2013
culture

11. ©exaqueo™ 2013
work rules
“let’s perform a successful heart
surgery today.”

12. ©exaqueo™ 2013
work rules
Time: is the rule bound by time—does
something have to be done within a specific
period?
Example: respond to customers in 24 hours.
Resources: is the rule bound by resources—are
there specific resources that should be utilized?
Example: use Yammer to share and solve a
problem with the team.
Activity: is there a specific activity that demonstrates the work rule is being
followed?
Example: all errors should be documented and reported (where/how).
Outcome: is there a specific outcome expected of the work rule?
Example: all problems should state a time to resolution when completed.

13. ©exaqueo™ 2013
culture + work rules in action

14. ©exaqueo™ 2013
recruiting for growth
@SusanLaMotte | #DOF2013

15. ©exaqueo™ 2013
understand
See. Consider. Research. Learn. Consider.
Apply.
Process.
Offer. Consider. Accept.
Onboard. Employ. Learn. Grow. Perform. Stay.
EMPLOYER BRAND

16. ©exaqueo™ 2013
the model
Organization
Current
Employees
Talent Business
Talent
Past
EmployeesFuture
Employees
Product/
Services
TacticalStrategic
Internal External
Competitors
Market Research
Culture &
Mission
Vision &
Strategy
Master Brand
ForecastsWorkforce

17. ©exaqueo™ 2013
recruiting 101
• Recruitment
• Sourcing: varied channels
• Reputation: brand impact
• Candidate experience: social sharing outlets
• Selection
• Adverse impact (disparate impact/treatment)
• 80/20 rule
• Criterion/content/construct validity
• Recordkeeping
• Resumes
• Notes
Act like you’re hiring the jury.

18. Forecast
Timing
Financial
Growth
Talent
Growth
Resources
©exaqueo™ 2013
plan
* Talent Plan
*
*
*
*

19. assess-stage 1: start-up screen
©exaqueo™ 2013
The I
Factor
The “Sounds
Cool” Factor
The Focus
Factor
The Curtain
Factor
INDIVIDUAL
TEAM

20. assess-stage 2: talent screen
©exaqueo™ 2013
The
Machine
The Referral
The Right
Hire
The Lifelong
Friend
SKILLS
BEHAVIORS

21. exaqueo™
a work forc e c on sulta n c y
©exaqueo™ 2013
How to Hire. For Real.
@SusanLaMotte | Susan@exaqueo.com
Susan LaMotte, founder
@SusanLaMotte | #DOF2013