“Hiring the best   is your mostimportant task”
Who are YOU hiring?
Who are YOU hiring?• The only one we could find?• The first acceptable candidate?• Best we’ve seen• Best on the market• Be...
What Drives Quality of Hire1. Having options2. Not losing them3. Making the right choice
What Drives Quality of Hire1. Source2. Engage3. Hire
Source
Healthy Candidate Inflow1.   Choice drives quality of hire2.   Volume, numbers game3.   Critical timing of 2 weeks4.   Sou...
1Clean Job Ad
Clean Job AdInformative                                                                                EffectiveCompany, p...
2Jobs on Your Website
Jobs on Your WebsiteFront and Center                                                              LocationList jobs clearl...
3Let the Whole Web Know
Let the Whole Web KnowFree Sites                                                      Index Job AdDistribute jobs on free ...
4Ask Your Friends
Ask Your Friends• Share jobs on LinkedIn, Twitter  and Facebook• Ask all employees to share and  make intros (vs referrals...
5Advertise on Job Boards
Advertise on Job Boards• Use generalist sites for volume  (Monster, CB, LinkedIn, Indeed  Pro)• Use niche sites for qualit...
6Leverage Facebook
Leverage Facebook• Turn fans into hires with a social  Career Site on Facebook• Use Facebook Ads to drive hyper-  targeted...
7Source Directly
Source Directly• Search your existing Talent Pool  to find people already engaged• Mine external databases, not just  Link...
8Use Agencies
Use Agencies• Retained if you need results• Contingent if you’re just being  opportunistic• Give a clear brief• Go for nic...
Cast a Deep, Wide Net1.   Clean Job Ad2.   Jobs on Your Website3.   Let the Whole World Know4.   Ask Your Friends5.   Adve...
Engage
9Build Your Brand
Build Your BrandCulture                                                                               TeamUse candid photo...
10Easy to Apply
Easy to Apply• People should be able to express                                                                     % Conv...
11Don’t Leave Anyone Behind
Don’t Leave Anyone Behind• Candidates are customers,  partners, coworkers…above  all, they’re human beings• Provide timely...
12Two Weeks
Two Weeks• Top candidates have many options.  You have 2 weeks to close• If your process takes too long, you  lose the bes...
Engage and Cherish Everyone9. Build Your Brand10. Easy to Apply11. Don’t Leave Anyone Behind12. Two Weeks
Hire
13The Science of Assessment
The Science of Assessment• Assessment is not an art• Behavioral measures  attitude, work style, cultural fit, job  fit• Sk...
14Hire as a Team
Hire as a Team4 Minimum                                                                                         FeedbackFo...
15Check
Check• Ensure that the applicant meets the  minimum requirements for the job and  company culture• Meet state requirements...
Make the Right Choice13. The Science of Assessment14. Hire as a Team15. Check
From Good to GreatSourceBig Bang Multi-Channel Sourcing.50 Candidates in the first 2 weeks.EngageMake everyone feel great ...
From Good to Great: What Drives Quality of Hire
From Good to Great: What Drives Quality of Hire
Upcoming SlideShare
Loading in …5
×

From Good to Great: What Drives Quality of Hire

13,515 views

Published on

Hiring Made Easy by CEO Jerome Ternynck http://www.smartrecruiters.com/

0 Comments
7 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
13,515
On SlideShare
0
From Embeds
0
Number of Embeds
9,654
Actions
Shares
0
Downloads
131
Comments
0
Likes
7
Embeds 0
No embeds

No notes for slide
  • Do you speak good spanish?Can you use Powerpoint?Are you a good sales person?Can you speak in public?Will you fit in our unstructured collaborative culture?
  • From Good to Great: What Drives Quality of Hire

    1. 1. “Hiring the best is your mostimportant task”
    2. 2. Who are YOU hiring?
    3. 3. Who are YOU hiring?• The only one we could find?• The first acceptable candidate?• Best we’ve seen• Best on the market• Best in the market?
    4. 4. What Drives Quality of Hire1. Having options2. Not losing them3. Making the right choice
    5. 5. What Drives Quality of Hire1. Source2. Engage3. Hire
    6. 6. Source
    7. 7. Healthy Candidate Inflow1. Choice drives quality of hire2. Volume, numbers game3. Critical timing of 2 weeks4. Source of best candidates is unknown
    8. 8. 1Clean Job Ad
    9. 9. Clean Job AdInformative EffectiveCompany, position, Drives conversion withqualifications, process clear Call to ActionShort Social500 words or less Social touch with Poster and Insider ConnectionsClear ViralJargon free, easy to Easy to share on popularunderstand networks The Job Ad is what converts your sourcing dollars into candidates. A good job ad yields 100% more results than a bad one.
    10. 10. 2Jobs on Your Website
    11. 11. Jobs on Your WebsiteFront and Center LocationList jobs clearly on List jobs by location on acareers page webpage or blogBranding DepartmentConfigure jobs list to List jobs by department onmatch corporate branding a webpage or blog 50% of your applicants visit your career website before or after applying
    12. 12. 3Let the Whole Web Know
    13. 13. Let the Whole Web KnowFree Sites Index Job AdDistribute jobs on free Make sure jobs aresites indexed by Google, BingJob Search Engines SEO OptimizedDistribute jobs on job Optimize job landing pagesearch engines URL, tags, description 50% of job searches start on Google
    14. 14. 4Ask Your Friends
    15. 15. Ask Your Friends• Share jobs on LinkedIn, Twitter and Facebook• Ask all employees to share and make intros (vs referrals)• Don’t spam. Take the time to personalize messages When done properly, social referrals can become your #1 source of hire
    16. 16. 5Advertise on Job Boards
    17. 17. Advertise on Job Boards• Use generalist sites for volume (Monster, CB, LinkedIn, Indeed Pro)• Use niche sites for quality and precise targeting• 1 Generalist + 2 Niche boards for every job (cost 1% of salary) Advertising will give you 10-50 candidates within a week with a great ROI
    18. 18. 6Leverage Facebook
    19. 19. Leverage Facebook• Turn fans into hires with a social Career Site on Facebook• Use Facebook Ads to drive hyper- targeted candidates to your job• Share jobs as posts on your personal page (occasionally) Facebook is a gold mine for recruiters
    20. 20. 7Source Directly
    21. 21. Source Directly• Search your existing Talent Pool to find people already engaged• Mine external databases, not just LinkedIn, but TalentBin, Entelo, Gild, Facebook…• Don’t Spam. Personal message yield better results than standard emails Assume a 10% conversion, i.e., contact 100 people to get 10 candidates. Intense but effective.
    22. 22. 8Use Agencies
    23. 23. Use Agencies• Retained if you need results• Contingent if you’re just being opportunistic• Give a clear brief• Go for niche/specialized firms “If you think hiring top professionals is expensive, try hiring amateurs”
    24. 24. Cast a Deep, Wide Net1. Clean Job Ad2. Jobs on Your Website3. Let the Whole World Know4. Ask Your Friends5. Advertise on Job Boards6. Leverage Facebook7. Source Directly8. Use Agencies
    25. 25. Engage
    26. 26. 9Build Your Brand
    27. 27. Build Your BrandCulture TeamUse candid photos of Define roles, display workemployees and workplace samplesBe Authentic SocialExpress the benefits of Use social networks toyour workplace honestly spread your brandVideo BlogShow testimonials of Inbound marketing,employees personable,… Famous companies receive 10x more candidates. Investing in your employer brand will increase your return on sourcing budget.
    28. 28. 10Easy to Apply
    29. 29. Easy to Apply• People should be able to express % Conversion on Apply interest in less than 1 minute 70 60• Complex forms waste your money 50 Who are those 40 lost candidates ? 30• Screening questions screen out the 20 10 best candidates 0 1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 min min min min min min min min min min min min min min min % that Complete Apply Aim for >60% conversion from “Apply Now” to “New Candidate Received”
    30. 30. 11Don’t Leave Anyone Behind
    31. 31. Don’t Leave Anyone Behind• Candidates are customers, partners, coworkers…above all, they’re human beings• Provide timely feedback to everyone, at every stage• It’s easy, and not doing so is mean and counterproductive 50% of our rejected candidates end up as followers or fans of SmartRecruiters
    32. 32. 12Two Weeks
    33. 33. Two Weeks• Top candidates have many options. You have 2 weeks to close• If your process takes too long, you lose the best candidates first• Week 1 : Prescreen + 1st Interview Week 2 : 2nd Round + Assessment Week 3 : Offer and Check Top performers stay on the market 4 weeks or less and consider 3 offers before making a decision
    34. 34. Engage and Cherish Everyone9. Build Your Brand10. Easy to Apply11. Don’t Leave Anyone Behind12. Two Weeks
    35. 35. Hire
    36. 36. 13The Science of Assessment
    37. 37. The Science of Assessment• Assessment is not an art• Behavioral measures attitude, work style, cultural fit, job fit• Skills testing measures aptitude for knowledge, skills and abilities• Reference check provides 360 degree view of past performance Back your evaluation with science and leverage it to drive more productive interviews
    38. 38. 14Hire as a Team
    39. 39. Hire as a Team4 Minimum FeedbackFour interviewers over two Triggerrounds discussion, structure feedbackBetter for you Better for the candidateYou get more Candidate understands theperspectives, deeper company better and makesevaluation and buy-in for an informed decisionthe new hire Collaboration - not automation - is the key to a successful hiring process.
    40. 40. 15Check
    41. 41. Check• Ensure that the applicant meets the minimum requirements for the job and company culture• Meet state requirements for employment offers• Provide a safe work environment for all employees• Verify that applicant is suitable for specific tasks on the job 7 out of 10 companies use background checks according to SHRM
    42. 42. Make the Right Choice13. The Science of Assessment14. Hire as a Team15. Check
    43. 43. From Good to GreatSourceBig Bang Multi-Channel Sourcing.50 Candidates in the first 2 weeks.EngageMake everyone feel great and keepa strict timing. 2 weeks for interview.HireUse Art & Science. Involve yourteam and don’t forget to check.

    ×