What startups can teach us about how to hire the best - Matt Buckland
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What startups can teach us about how to hire the best - Matt Buckland
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What startups can teach us about how to hire the best - Matt Buckland
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Editor's Notes
- What can we learn from these companies? Are their any themes we can seek to emulate or even “steal, artistically”?
- Who currently uses “social media” to share their jobs or content? Who’s afraid of twitter? Who isn’t allowed to use twitter? If you use jobvite or bullhorn reach to pump out jobs you’re all noise and no signal. Give people a reason to follow and they will. Large organisations try to own the space, it’s like being the very boring person at a party that everyone is trying to get away from. How do startups compete on twitter? It’s a meritocracy, like the forum in Ancient Greece there’s no hierarchy. What does real engagement look like?
- Finding people is easy. Everyone, now has a digital footprint in the world. Sourcing, though it’s a recruitment trend at the moment it’s not difficult. The rise of “The Sourcer” as a skill set distinct from a full-lifecycle recruiter finds more meat for the grinder at the cost of candidate experience.
- Another thing that startups do well is introspection. A lot of time at larger companies we take for granted that people will know who we are. We don’t even stop to ask ourselves the question “who are we?”. As recruiters we need to ensure that what we produce is in keeping with the employer brand we want to demonstrate. How many of us are guilty of reusing an old job description? Or posting a job description instead of an advert? That’s like buying a house by looking at the blueprints! A great job ad can make a lot of difference…
- A lot of people will tell you about their great “culture” without really understanding what that means. There’s never just one “culture” at an organisation. When communicating, and recruiters do this a lot take the time to think through all the elements of that communication. Communication is a science which when understood can be made to work better for you. Laswell’s Model. How many elements does your job description hit on Maslow’s Hierarchy of Need’s? Don’t just tell them about it, tell them why they should care. Why do they matter to your company?
- It’s only when you know and understand your own culture that you can select the elements that will resonate with your audience. Developers might not be drawn to a high fashion brand but may love the puzzle of unpicking the technical problems that the scale might bring. Selecting the right information for the right audience means authenticity and engagement.
- The next thing startups do…is measure EVERYTHING. Collecting data enables them to answer questions that they haven’t yet encountered. In large organisations we’re very used to collecting management information to report to superiors but that’s normally where we leave it. There’s no insight, even when we have insight there’s no experimentation. Startups employ “Growth Hackers” to analyse data for better marketing, we can “steal artistically” from this skill set to give us better information and make better decisions. Google “Growth Hacks” and state to read around the subject and you’ll soon have a list of things to try.
- Who knows their best source of hires currently? Who knows the conversion rates for their technical staff from first round to second round interview? Who knows how many female developers applied to their last role and where they got to in the process as a percentage of the rest of the applicants? Don’t think of it as metrics - think of building a great dataset. When you have the data you can have fun. Why not try AB testing job titles, why not AB test job descriptions. Find out what resonates with your unique audience and exploit it. How many of your managers would enjoy a data dashboard vs. a sad looking excel table? Examples here - Criteo we used Google Docs and built our own dashboard, it updated in real time. At Facebook we used a third party called Tableau. – Hiring managers and your employers will let you do any number of crazy things if you can prove return on investment!
- Twitter cards are targeted adverts on Twitter that have some extra functionality, in the case of this lead card a viewers email address can automatically be sent to the advertiser. If this is too labour intensive (hint - it is) you can programmatically respond with a link to the full job advert and a thank you email. Some ATS’s have this functionality, like Workable for example, but it can be done as easily as using the “Out of Office” on a new email you have set up for the campaign. When automating anything think of tools as though they were plumbing, using things like Zapier and IFTTT make manual processes automatic.
- Startups aren’t afraid to ask each other for help. At most companies we know who are competitors are and we’re led to believe we can either fear them or hate them. There’s a third option. Collaborate. Here today you’re sat next to other practitioners who have the same interest think about how you could work with them, how you can learn from each other (steal their great ideas) learn from their mistakes. Examples of this are TalentHackers and DBR - low friction communication tool, chat with each other.
- If you want more dogs, Star Trek, or stalking you can read my blog - The King’s Shilling or follow me on Twitter, better than that you can speak to me on twitter! Want to know where some of these ideas come from you can have a read of these books. Thank you!