How can companies do a better job finding the right people, make more confident decisions, and delivering a great candidate experience? Structuring your process is the key to high performance recruiting. In this HCI webinar, you will learn how to set up a world class recruiting engine.

1. HCI Structured Recruiting Webinar
August 2014

2. AGENDA
Introduction of presenters – 5 mins
What is structured recruiting – 10 mins
The value of structured recruiting – 10 mins
How-to guide to implementation – 20 mins
Q&A

3. INTRODUCTION OF PRESENTERS

4. Daniel Chait
Daniel Chait (not black-and-white in real life) About Daniel
CEO of Greenhouse.io –
recruiting optimization
software for growing
companies.
Daniel graduated from
University of Michigan
with a degree in
Computer Engineering.

5. Matt Clark
Matt Clark, hard at work recruiting About Matt
Matt is currently the head of
Talent Acquisition at Genius, a
New York based music annotating
web company that has
revolutionized the way people
interact with music. He has held
numerous senior recruiting
positions, including Senior
Technology Recruiter at Warby
Parker.
Matt is an all around recruiting
master.

6. WHAT IS STRUCTURED
RECRUITING?

7. What is structured recruiting
How things usually work
A different way to recruit
Structured sourcing
Structured interviewing
Structured decision making

8. How things usually work
Lots of folklore & habit
“I like to…”
“One tip I learned…”
“My favorite question is …”
Make up questions as you go
Try a few ads then give up
Grumble about your agency

9. A different way to recruit
Plan and set goals
Coordinate and run a pipeline
Use data to make decisions
Optimize and continuous improvement

10. Structured sourcing
Use a large set of channels
Attribute candidate flow
Measure the impact of each channel
(quality + quantity)
Adjust message, approach, campaign to
improve results over time

11. Structured interviewing
Design interviews in advance
Each interview has a clear focus
Same interviews for every candidate
Collect written feedback & ratings

12. Structured decision making
“If we have data, let’s look at data. If all we
have are opinions, let’s go with mine.”
- Jim Barksdale

13. THE VALUE OF
STRUCTURED RECRUITING

14. The value of structured recruiting
Sourcing
Interviewing
Decision making
Candidate experience

15. Sourcing
Make sure to cover all your bases
Compare channels against each other
Optimize spend, time and resources

16. Interviewing
Hire people who fit your needs & culture
Less repetition & wasted time
Interviewers more engaged and happier

17. Decision making
Faster decisions
More confident decisions
Ability to change & improve over time

18. Candidate experience
Respects their time
Challenges them, appropriately & fairly
Shows them that you take talent seriously

19. HOW-TO GUIDE TO
IMPLEMENTATION

20. How-to guide to implementation
Culture & leadership
Making a sourcing plan
Making an interview plan
Tying it all together

21. Culture & leadership
Executive attention
CEO / founders personally involved in hiring
Employee engagement
Connect recruiting to overall goals/objectives
Empowerment
Training & guidance
Customer service mentality
Treat candidates with courtesy & respect

22. Making a sourcing plan
List out your sourcing channels
Set activity and results goals
Be creative – try new things
Be proactive – increase the volume

23. Making an interview plan
Three elements:
• Candidate scorecard – WHO are you
trying to hire?
• Interview write-ups – HOW are you going
to assess candidates?
• Feedback forms – WHAT information will
you collect about candidates?

24. Tying it all together
Dashboard
Tracking system
Interview kits
Reports

25. WRAP-UP

26. Q&A?
Daniel Chait
dhchait@greenhouse.io
@dhchait
Matt Clark
matt@genius.com
@clarkmkendall