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Woo.io Hiring Hacks 101 - End Bad Recruiting

Valerie Ceder
Valerie Ceder
Valerie CederProduct Marketing Manager at Highr.io

Find out how to crush it with your recruiting and generate more hires! woo.io

Woo.io Hiring Hacks 101 - End Bad Recruiting

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Woo.io Hiring Hacks 101 -  End Bad Recruiting
Why the recruiting market is broken
<20% Active 60% Passive
Passive candidates aren’t accessible in the market
While 80% of candidates are interested in exploring new job opportunities, only
20% actually do so. 60% remain passive due to lack of efficiency and discretion
Be unique, find your edge
Understand what the
candidate wants
Create a streamlined hiring
process
Reduce feedback loops
and move fast
Hack #1 - How to Have an Edge
So you can effectively connect with top talent
Know your audience - If you’re trying to
attract a developer, include a more technical
description
Pitch your team - Name-dropping works
well. If your CEO is an ex-Googler, if a well-
known VC backs you, say so
Mention the future - All candidates,
junior or senior, want to know their
advancement options
Hack #2: How to Make Your Job Descriptions
Stand Out
Hack #3: How to Recruit With More Flexibility
All potential candidates are accessible
Building relationships with 100% of the job workforce. Both for active and
passive candidates
Make sure your job requirements capture the full picture of
your needs
Hack #4: Managing Your Expectations
A B
A B
Expectation
Reality
Ad

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Woo.io Hiring Hacks 101 - End Bad Recruiting

  • 2. Why the recruiting market is broken <20% Active 60% Passive Passive candidates aren’t accessible in the market While 80% of candidates are interested in exploring new job opportunities, only 20% actually do so. 60% remain passive due to lack of efficiency and discretion
  • 3. Be unique, find your edge Understand what the candidate wants Create a streamlined hiring process Reduce feedback loops and move fast Hack #1 - How to Have an Edge So you can effectively connect with top talent
  • 4. Know your audience - If you’re trying to attract a developer, include a more technical description Pitch your team - Name-dropping works well. If your CEO is an ex-Googler, if a well- known VC backs you, say so Mention the future - All candidates, junior or senior, want to know their advancement options Hack #2: How to Make Your Job Descriptions Stand Out
  • 5. Hack #3: How to Recruit With More Flexibility All potential candidates are accessible Building relationships with 100% of the job workforce. Both for active and passive candidates
  • 6. Make sure your job requirements capture the full picture of your needs Hack #4: Managing Your Expectations A B A B Expectation Reality
  • 7. Screen In Obtain a large pipeline of quality candidates Hire people from diverse backgrounds Improve your hiring metrics Screen Out No flexibility - too much flagging Hack #5: Screen In Vs Screen Out
  • 8. Woo connects Tech job seekers who are discreetly exploring new opportunities to companies with the right job for them. Hack #6: Using Woo.io
  • 9. 52% of talent matched by Woo turn into interviews Successful matching Woo uses machine learning matching algorithm that calibrates itself to your preferences Candidates to interviews 52%
  • 10. What candidates share with Woo and how they match with you More money Relocation Work-life balance New technologies Work at startup Get a promotion Work from home Specific industry
  • 11. 500 + Companies Are Hiring With Woo
  • 12. sales@woo.io Woo sources tech candidates for you. Gives you insights into why they may reject your offer. And there’s no upfront costs, only a 10% hiring fee. We’d love to tell you more!