How Small Businesses Can Stand Out and Hire the Best People Don Charlton Founder and CEO, The Resumator
Agenda• “The Don” and The Resumator• Deputies vs. Sheriffs• Passive vs. Proactive Hiring• We’re Hiring vs. We’re Awesome!• Fake vs. Fanatical Referrals• Social Networking vs. Socializing• Wrap Up
The DonDon CharltonFounder & CEOdon@theresumator.com• Interface designer• Software engineer• “Deputized” hiring manager• Held his high school’s record for most blocked shots until that stupid 6’8” sophomore broke it 3 years later
The ResumatorOur Web-based software helpsemployers hire with confidenceby providing tools, processes anddata that help them make better-informed hiring decisions.A Few Cool Customers
Deputies vs. SheriffsMost people have little or no experience hiring people. They’re actually“deputized” by their company to manage hiring. Is this you? Hiring Deputies Hiring Sheriffs New CEOs Recruiters New Managers Hiring Managers Employees Managers CEOs
The “Deputized” Hiring ManagerSmall businesses usually deputize the people who manage hiring.This creates all kinds of problems for the company: • Their hiring process is best described as “winging it” • Frustration with what feels like a second full time job • Motivation is speed of hire first, quality second • Limited ability to build an applicant pipeline • General disdain for the role
Passive vs. Proactive HiringHiring novices think posting a job to the website is hiring. Hiring expertsknow you need to proactively promote your jobs to find top talent.Passive effort Being proactive• Posting job to website Smart companies know• Buying job board ads hiring is basically self-• Tweeting a job once promotion–and the “self”• Browsing LinkedIn is the company. You need to make noise!
The Passive/Proactive LawPassive job seekers will only see jobs that are proactively promoted.Passive Hiring = Proactive Job SeekersWhen you don’t work hard on hiring, only the people proactively looking forwork find you. These people are usually not the best possible hire.Proactive Hiring = Passive Job SeekersWhen you work hard at promoting your company, even people not lookingfor work learn about you. These are the people you want to hire!
The Perils of Avoiding the PassiveIf you’re not effectively targeting passive job seekers, you’re not targetingas much as 70% of possible candidates! 5% to 10% Active Job Seekers 20% to 30% Semi-Active Job Seekers 60% to 70% OUCH! Passive Job Seekers http://www.chalre.com/hiring_managers/active_vs_passive_candidates.htm
Proactive HiringGreat companies realize that building a great applicant pipeline starts withbuilding a great company worth talking about. Build an Be Awesome! Encourage Socialize Online Quality Referrals and Offline Applicant Pipeline
We’re Hiring vs. We’re Awesome!People don’t work for jobs – they work for companies. Start promoting howawesome your company is, and your jobs will promote themselves. Learn how to “peacock” 1. Perform a gut check 2. Tell a great story 3. Entertain and educate 4. Overshare
Fake vs. Fanatical ReferralsNever ask for referrals from employees. Create a work environment thatnaturally creates them, and then reward the effort! Good “carrots” • Free lunch with referral • Leave early for the day • “Thank you” (no matter what) Bad “carrots” • Money • Nothing
Social Networking vs. SocializingThe best way to recruit people is to meet them face to face. CampusHackathon Job Fair Visit Guest Mixer Speaking Open Panel Volunteer House
Thank You! Don Charlton firstname.lastname@example.org/hootsuite_u facebook.com/HootSuiteUniversity slideshare.com/hootsuite blog.hootsuite.com