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Hiring for Scale: 13 Hacks in 30 Minutes [webcast]

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For companies in growth mode, hiring becomes the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of companies, we’ve learned how to hire well, along with some classic mistakes to avoid.
In this webcast, you'll learn:
- Why it's time to blow up your job descriptions
- Where to source candidates (beyond the obvious places)
- How to make hiring a strategic priority internally
These, along with 10 other hacks, will help you learn how to hire the right talent to fuel your company's growth.

To hear more great tips, join us on the Talent Connect livestream October 5th-7th, 2016: http://bit.ly/2cflYPK

Published in: Recruiting & HR
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Hiring for Scale: 13 Hacks in 30 Minutes [webcast]

  1. 1. Hiring for Scale 13 hacks in 30 minutes Leela Srinivasan, CMO #HireToWin
  2. 2. NEWSFLASH: we are still in a candidate-driven market @leelasrin @lever Source: MRINetwork, May 2016
  3. 3. BEFORE WE PLUNGE IN... #HireToWin
  4. 4. Blow up your job descriptions. HACK #1: @leelasrin @lever
  5. 5. Most job descriptions are a combo of depressing and ridiculous. Source: Twitter @_vicksolo via Buzzfeed @leelasrin @lever
  6. 6. What will your new hire: - Own? - Teach? - Learn? - Improve? What will they actually do? @leelasrin @lever Forget Job Descriptions, Create Impact Descriptions
  7. 7. Interview like you mean it. HACK #2: @leelasrin @lever
  8. 8. Instead of this... … try this Depressing, unrealistic job description Inspiring role profile with sufficient context Specific, complementary areas to delve into Little to no guidance to every interviewer Evaluating whether their skills and experience raise the bar @leelasrin @lever Deciding if you’d enjoy having a beer with a candidate
  9. 9. Use technology to create a more consistent process @leelasrin @lever
  10. 10. Get your candidates comfortable. HACK #3: @leelasrin @lever
  11. 11. Interviewing should not feel like this. @leelasrin @lever
  12. 12. Simulate the work environment “Put your candidates in the position that is most similar to their actual working environment: at home and with a computer, not in front of a white board doing coding challenges.” - Chris Shaw, Director of Talent at Meteor @leelasrin @lever
  13. 13. Source beyond the obvious places. HACK #4: @leelasrin @lever
  14. 14. Hiring has changed quite a bit. @leelasrin @lever
  15. 15. 10 fresh talent sources 1. AngelList 2. GitHub, StackOverflow 3. Dribbble 4. Sourcing.io 5. Conference speaker lists 6. App stores 7. Quora 8. Amazon book reviews 9. Personal blogs 10.Meetup.com (and actual MeetUps) @leelasrin @lever
  16. 16. Don’t give up on top prospects so easily. HACK #5: @leelasrin @lever
  17. 17. Build relationships, don’t push jobs - and adjust approach based on (non-)responses Scenario 1: no response Scenario 2: timing is off ● Try them again (politely) ● And again (politely) ● If you prod politely, you may guilt them into a response ● You may also get a referral ● They decline: Find out why - then follow up in the logical timeframe (e.g., post-bonus or vesting cliff) ● You fill the position: Tag the candidate so you can find them 3, 6, 9 months from now when the next role opens up @leelasrin @lever
  18. 18. Make LinkedIn your employer brand machine. HACK #6: @leelasrin @lever
  19. 19. FACT The whole world is checking out your LinkedIn profile. And the profiles of your employees. 10,000 employees x 250 unique, non-employee 1st degree connections = 2. 5 million engagement opportunities
  20. 20. vs. Employee connections on LinkedIn beat Company Page followers by a mile at least 18x the 1st degree footprint @leelasrin @lever
  21. 21. We gave our team guardrails - but we also let them (and wanted them to) be themselves @leelasrin @lever
  22. 22. 80 percent of our team overhauled their profiles “At Lever we really walk the talk when it comes to talent. We put a ton of thought into how we hire and onboard people, as well as how we help them grow in their careers @leelasrin @lever “I used to think being a woman in tech meant simply accepting and overcoming aggressive workplaces… At Lever, I am thrilled to be an integral piece of a diverse, inclusive, engaged, and impassioned team.”
  23. 23. Turn your newest hires into evangelists. HACK #7: @leelasrin @lever
  24. 24. It is literally never too early to get your people fired up. @leelasrin @lever
  25. 25. “Call and coffee” your referrals. HACK #8: @leelasrin @lever
  26. 26. Get to precious referrals, fast and in person “Double down on any referred candidates. Don’t take a ‘we’ll get to them if they’re qualified’ mentality. Call and coffee them.” - Jer Langhans, co-founder, Paired Sourcing @leelasrin @lever
  27. 27. Internally, talk about hiring. All.The.Time. HACK #9: @leelasrin @lever
  28. 28. Showcase hiring like you showcase sales wins Source jam in progress Slack erupts with each new hire
  29. 29. Get feedback from people who didn’t make it. HACK #10: @leelasrin @lever
  30. 30. Learn from everyone who goes through your hiring process “We used to run NPS surveys among candidates that we didn’t hire - and then ask follow-up questions to find out how we could improve our candidate experience .” - Kirsti Grant, CEO & Co-Founder, Populate; former VP Talent, Vend @leelasrin @lever
  31. 31. Reference-check your heart out. HACK #11: @leelasrin @lever
  32. 32. Do not under any circumstance short-change reference checking Don’t Do ● Rely solely on references provided by the candidate ● Let the reference drive the call ● Expect the reference to proactively raise negative points ● Find other references who are mutual connections ● Lead the call; probe for exact details on the candidate’s achievements ● Find ways to frame ‘weakness’ questions to get accurate answers Recommended reading from Josh Hannah: bit.ly/reference-checking With thanks to David Skok of Matrix Partners
  33. 33. Seed diversity & inclusion early. Never let up. HACK #12: @leelasrin @lever
  34. 34. D&I is really hard. Smaller companies can take more radical approaches. The “guys” jar The “no resume” campaign The diversity dashboard @leelasrin @lever
  35. 35. celebrate and empower your D&I ambassadors. @leelasrin @lever
  36. 36. LinkedIn and Medium had measurable impact @leelasrin @lever
  37. 37. Invest in the tools to do it right. HACK #13: @leelasrin @lever
  38. 38. Other functions are way better at equipping themselves to manage leads @leelasrin @lever business.linkedin.com lever.co
  39. 39. #1 Blow up your job descriptions. #2 Interview like you mean it. #3 Get your candidates comfortable. #4 Source beyond the obvious places. #5 Don’t give up on top prospects so easily. #6 Make LinkedIn your employer brand machine. #7 Turn your newest hires into evangelists. #8 “Call and coffee” your referrals. #9 Internally, talk about hiring. All. The. Time. #10 Get feedback from people who didn’t make it. #11 Reference-check your heart out. #12 Seed diversity & inclusion early. Never let up. #13 Invest in the tools to do it right. Thank you! Questions? @leelasrin @lever www.linkedin.com/in/leelasrinivasan leela@lever.co
  40. 40. Subscribe to our blog talent.linkedin.com/blog See our videos on YouTube youtube.com/user/LITalentSolutions Check out our SlideShare slideshare.net/linkedin-talent-solutions Products and insights talent.linkedin.com Follow us on Twitter @hireonlinkedin Connect with us on LinkedIn www.linkedin.com/company/1337 About LinkedIn Talent Solutions LinkedIn Talent Solutions offers a full range of recruiting solutions to help organizations of all sizes find, attract, and engage the best talent. Founded in 2003, LinkedIn connects the world’s professionals to make them more productive and successful. With over 414 million members worldwide, LinkedIn is the world’s largest professional network. Give us a call at 1-855-655-5653 #HireToWin
  41. 41. #HireToWin

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