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The Future of Recruiting is Open Source


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We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.

Published in: Recruiting & HR
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The Future of Recruiting is Open Source

  1. 1. The Future of Recruiting is Open Source #HROS / #RecruitDC
  2. 2. HROS - Presentation Name 3
  3. 3. L A R S S C H M I D T @Lars Beyond The Resume
  4. 4. What happens when HR and recruiting practitioners around the globe open their playbooks and share their secrets? HR is HardRecruiting Is Hard
  5. 5. Learning
  6. 6. A community where members are as happy to share resources as receive them.
  7. 7. Introduction to Open Source
  8. 8. Open Source Comes to HR
  9. 9. OUR MISSION To transform the field of HR to become more impactful by democratizing access to progressive practices.
  10. 10. OUR VALUES Openness: Sharing is Caring Action: Have an Impact Humility: Community > Individual Inspiration: Collaborative Learning
  11. 11. Page OUR COMMUNITY 5,000+ Practitioners in 70+ Countries
  12. 12. FUTURE OF WORK
  13. 13. Our sponsors allow us to ensure all resources are entirely free for the community.
  14. 14. What problems we’re solving
  16. 16. Case Studies 1.WHO you are 2.WHAT you did 3.WHY you did it 4.HOW you did it 5.RESULTS &ROI 6.MISTAKES made 7.TAKEAWAYS 8.TECHNOLOGY
  17. 17. Case Study: OPOWER Problem Wanted to become a more quantitative, analytics-driven recruiting team. Solution “Trystorming” analytics through Bersin’s maturity model, the quadrant model in several key areas of the business identified for spot needs Results • 100% of goal in 2015 with a total of 237 hires • Increased capacity by ~20 roles per quarter • Increased capacity (time to fill decreased by an average of 4 days and each recruiter filled ~2 more roles than expected). How We Use Data To Optimize Our Talent Acquisition Team
  18. 18. Case Study: SoundCloud Problem SoundCloud wanted to better leverage their data to drive people decisions. Solution They began a two year journey to develop robust self-service dashboard. Results • Reduced ad-hoc report requests by 90% • Established baseline metrics for recruiting • Based on dashboard data, focused on female engineering recruiting and increased 70%
  19. 19. Case Study: Hootsuite Problem Hootsuite explosive global growth led to inconsistent employer brand. Solution Develop a global playbook for EB so all recruiters were in sync. Results • 50% increase in application (per quarter) • 53% increase in #HootsuiteLife engagement • 43% of applicants influenced by EB Building a Complete Employer Brand Playbook
  20. 20. Case Study: GoDaddy Problem GoDaddy’s reputation was hampering their ability to hire female talent. Solution Their CEO made a commitment to reinvent them as a gender champion. Results • Women make up @ 50% Exec team • 11% increase in female eng new grads • Application climbed 13k/quarter, incl 3,000 engineering applications • Became pay equity champions
  21. 21. Celebrate Failure
  22. 22. Celebrate Failure
  24. 24. Events
  25. 25. Collective Intellect
  26. 26. Working Out Loud
  27. 27.
  28. 28.
  30. 30. NOW IT IS YOUR TURN….
  31. 31. 1. Go around the group and share your biggest work challenge (5 minutes) 2. As a group, pick one challenge that you will collectively discuss and share ideas on how you might tackle that challenge (5 minutes) 3. Share out your learnings (5 minutes) LEARNING LAB
  32. 32. Want free templates now?
  33. 33. Thank You @hropensource #HROS