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Hiring Hacks: What to Look For When Considering New Technology to Recruit & Retain Top Talent
- 1. What to look for when considering new technology to recruit & retain top talent.
- 2. Webinar Tips You can connect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar All lines will be muted to avoid background noise You can ask questions at any time by typing them into the Questions Panel GREENHOUSE | BambooHR
- 3. Today’s Speakers Rusty Lindquist VP Thought Leadership BambooHR Olivia Melman Program Manager, Recruiting Operations DigitalOcean GREENHOUSE | BambooHR
- 4. Innovation: The keystone of differentiation
- 5. Competitive Abundance GLOBALIZATION has shrunk the world TECHNOLOGY has leveled the playing field LOW ENTRY BARRIER has increased startups
- 7. Value Entropy TIME PERCEIVED VALUE of INNOVATION Remarkable Expected L H
- 8. Value Entropy TIME PERCEIVED VALUE of INNOVATION Remarkable Expected L H Expected
- 10. Focus on Who You Are PEOPLE Relentlessly attracting, inspiring, and empowering great people. CULTURE Creating a great place to work, so great work can take place.
- 12. Ram Charan Best-selling Author, Business Advisor
- 14. Evolution of HR Business Value H L Strategic Micro Small Mid Large Operational HR viewed as a cost center Transactional HR High-Impact HR HR as a strategic investment ©
- 15. It’s time to blow up HR and build something new Rethinking HR Why we love to hate HR What will it take to fix HR It’s time to split HR HR faces a crisis of credibility in the boardroom HR is our “favorite corporate punching bag” A crisis of credibility
- 16. Leverage Technology Business Value H L Strategic Micro Small Mid Large Operational HR viewed as a cost center Transactional HR High-Impact HR HR as a strategic investment ©
- 18. What to Look For When Buying Technology
- 19. What to Look For When Buying Technology: Will it Scale? Features | Pricing | Permissions | Users | Etc.
- 20. What to Look For When Buying Technology: Will it get used? -Bersin, by Deloitte “Simplicity beats functionality”
- 21. What to Look For When Buying Technology: What about training & support?
- 22. What to Look For When Buying Technology: How well will it integrate?
- 23. What to Look For When Buying Technology: How good is the candidate Experience?
- 24. What to Look For When Buying Technology: What is the vendor’s philosophy?
- 25. PerceptionofValue Features Suck Threshold Not doing enough Doing too much Expected Result Actual Result What to Look For When Buying Technology: Don’t cross the “suck threshold”
- 26. Value/Quality Activities / Features Suck Threshold What Matters Most Not doing enough Doing too much What To Say No To Sweet Spot What to Look For When Buying Technology: Focus on what matters most
- 27. Signal to noise ratio
- 28. We tend to use busyness as a proxy for progress
- 29. What to Look For When Buying Technology: Focus on what matters most Focus on solutions to actual problems (not just perceived ones)
- 30. Basic Operations (HRIS, Records, Talent Acquisition, Compliance Tracking, Etc.) High-Value Outcomes HR HIERARCHY OF VALUE (Culture, Performance, Engagement, Satisfaction, Employment Brand, Advising Talent Management, Succession Planning, Learning & Development…) General Operations (Payroll) Business Value
- 31. • Define needs across the business – don’t work alone • Consider ROI: Will this save time? Money? For whom? Have you asked them to weigh in? • Focus on needs first, then outcomes, then strategy, then technology. • Make a time-map of what takes most of your time • Let vendors show you what they have, not tell you what you want • Don’t just look at features, look at the company • Do they understand my customer the way that I do? • Are they a real company, or a person in a garage? • What does the company believe in? • Where are they going? Are you aligned with that vision? How to build buying criteria Needs Assessment Vendor Alignment Evaluation Negotiation
- 32. EMPLOYEEEXECUTIVE CANDIDATE HR BUSINESS UNIT VALUE IDENTIFICATION VALUE CREATION VALUE DELIVERY CUSTOMER CUSTOMER CUSTOMER VALUE CHAIN
- 33. What to Look For When Buying Technology: A few key things: Should be Centralized Should be Accessible Should be Reportable
- 34. How to be sure software won’t slow you down!
- 37. How to make sure software doesn’t slow you down: People, Process, Systems
- 38. How to make sure software doesn’t slow you down: Know your processes ? ? ? ? ? ?
- 41. Questions? Rusty Lindquist VP Thought Leadership BambooHR Olivia Melman Program Manager, Recruiting Operations DigitalOcean GREENHOUSE | BambooHR @RustyLindquist | …in/rustylindquist olivia@digitalocean.com | …in/oliviapoulmelman
Editor's Notes
- Hi Everyone! Thank you so much for joining us in today’s Hiring Hacks webinar. My name is Casey Marshall, I’m on the Greenhouse team and will be your moderator for today. We’re all aware that there is a ton of technology out there, but can you confidently say that you know what to look for when considering new platforms that are supposed to help recruit and retain top talent? If the answer is no, then not to worry. That’s why you’re here today! Our friends at BambooHR and DigitialOcean will be sharing strategies around specific things you should look for when considering technology that will help support your recruiting and HR needs.
- But before I pass it off to our speakers, I want to share some quick housekeeping items: This webinar will be recorded and the recording will be shared with you tomorrow. So look out for that in your inbox. Also, all attendees will be in listen only mode. Attendees have two ways to connect, one through your telephone and another through your computer speakers. Lastly, we love questions. When questions do come up we encourage you to submit them in the Q&A box and we will get to them at the end.
- And with that, let me hand the virtual mic to our wonderful speakers today – Rusty and Olivia.
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- Olivia Scalable - grows with you -- also important to consider the pricing model and how that relates to your intended growth -- we crossed 300 employees early this year, and are projecting to cross 400 employees -- how will that impact the cost of our recruiting solutions? Longevity of the product.
- Olivia Implications of SaaS companies investing in tech DO core value = strive for simple and elegant solutions For us, we need to consider that value when thinking about internal user adoption Our engineering managers are not going to want to leverage a tool that doesn't have a clean, simple UI -- must be intuitive (Greenhouse & Bamboo both meet these builds) How do we value our hires? What solution will enable us to capitalize on those values? I.e. Referrals, GH referrals tools
- Olivia Good customer support and training Are training resources scalable? On demand learning versus live ILT learning -- accommodating various time zones Who will have access to support? All users? Just admins? Education for employees versus users e on those values? I.e. Referrals, GH referrals tools
- Olivia Ability to integrate with various softwares Given our size and the rate at which we are growing, we don’t have bandwidth internally to manually move data from one system to another -- or sometimes, to even analyze the data itself and build meaningful reporting metrics With GH and Bamboo’s open API, we can work with additional external partners to craft custom dashboards (i.e. Starling, Sappling)
- Olivia Candidate experience -- what will the candidate’s interaction with this tool be? Does it enable a positive candidate experience? How customizable will that experience be? Will it be mobile friendly?
- Rusty In a way, this is very similar to the question of “will it scale?”. The question here is are they going where you’re going? You’re not just paying for software, you’re funding their direction, and you want to be sure their evolutionary path aligns with your own.
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- CENTRIFY
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- Olivia We all recognize what this is like. This is kinda the defacto standard for HR… It can be chaos. We don’t need to add chaos to chaos.
- Olivia What we need is to automate, to remove the chaos, so that we can focus our time and attention on the more meaningful work, but good automation doesn’t come easy.
- Olivia Something a former manager taught me was to assess options for automation through a particular lense and order: People, Process, Systems First, do we have the right people in place to implement, onboard, launch, gain buy in for, and actually utilize this solution? Then, what are we solving for? What does the process look like? Lastly, comes -- which system is going to work best to achieve these goals?
- Olivia Know your processes: how long does it take now? If you don’t have a speedometer, you can’t tell how fast you’re going.
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- Thank you Rusty and Olivia! I see questions coming in, let’s take the last few minutes to answer. I also want to note, that we may not get to all of them so Rusty and Olivia have kindly provided their social media profiles, so if you’re question isn’t answered I encourage you to reach out to them. --- We are at the top of the hour, I want to thank you all for listening and another big thank you to Rusty and Olivia at BambooHR and DigitalOcean for taking the time to chat with us today. As a reminder this webinar is being recorded and a link to the recording will be sent to you at the end of the week. So look out for that in your inbox. I hope everyone has a great rest of the day and hope to see you at the next Hiring Hacks webinar!