Competency-based interviewing skills for recruiters, HR and Talent Acquisition professionals. Dr Siraj Rahman has done pioneering research in the areas of competency based HRM.
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Competency-based interviewing skills for recruiters, HR and Talent Acquisition professionals. Dr Siraj Rahman has done pioneering research in the areas of competency based HRM.
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Presenting this set of slides with name - Employee Engagement Strategy Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty-eight slides. Our tailor-made Employee Engagement Strategy Powerpoint Presentation Slides editable presentation deck assists planners to segment and expounds the topic with brevity. Content and design of slides are fully editable make changes to colors, data, and fonts if needed. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
Employee Induction Policies Strategy Vision Corporate Social Media AccessSlideTeam
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Employee Induction Policies Strategy Vision Corporate Social Media Access with well suited graphics and subject driven content. This deck consists of total of twelve slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/3cwubLQ
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
Employ Key Employee Engagement Strategies PowerPoint Presentation Slides to create a happy culture and more productive employees so that your organization grows. Indulge your employees in employee engagement strategies to increase the levels of productivity, retention of best talent, increased sense of health and well-being, and more. This content-ready employee engagement complete PowerPoint slideshow will show you ways to empower your employees. Assign a mentor to a newcomer, have a themed day office, include team photos, encourage charity, encourage innovation, and more. Not just this, this ready-to-use employee engagement PPT deck covers topics such as employee engagement key statistics, survey questionnaire, and survey analysis to get a clear picture of employee engagement in your organization. Understand employees and nurture them to bring out the best in them. Improve company’s performance by enhancing employee engagement strategies. Incorporate professionally designed key employee engagement strategies PPT templates to boost your employee’s morale. Assess the invention with our Key Employee Engagement Strategies Powerpoint Presentation Slides. Figure out how to improve it further.
An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company's most valuable resources -- its employees. There are several HR disciplines, or areas, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
The value of candidate mapping is directly linked to its ability to help you project future human resources needs. So, download our candidate mapping PPT slideshow and create impressive modifiable PowerPoint slides related to your candidate mapping process. Candidate mapping helps companies assess, evaluate, and review their current staff so they can be readier for the future. It is a technique that charts individuals’ skills and abilities, assesses their performance and potential, and matches them with workforce planning strategies to balance an organization’s talent and needs. This candidate mapping Presentation template has been created keeping in mind the sources of your future recruitment, current vacancies, recruitment tracker, acquisition strategies, budget involved etc. Overall, this candidate mapping Presentation allows businesses to create a roadmap for succession planning, future recruiting, and employee development initiatives. So, download now and incorporate our amazing candidate mapping PPT slide visuals into your business presentations and impress your audience. Acquire a fearless attitude with our Candidate Mapping PowerPoint Presentation Slides. They give a feeling of fortitude.
Managing talent is no longer an episodic exercise. Leading companies are taking a holistic view, from building their employer brand, to attracting new people, to developing their best people, to crafting succession strategies. Korn Ferry can deliver all this and more through a consistent methodology, IP framework, and global team of experts.
This guide provides the definitive list of Korn Ferry’s integrated talent solutions. It includes information on what each of them does and how we can use them to meet your organization’s unique needs.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management PowerPoint Presentation Slides. They will break out in a jig.
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
Presenting this set of slides with name - Employee Engagement Strategy Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty-eight slides. Our tailor-made Employee Engagement Strategy Powerpoint Presentation Slides editable presentation deck assists planners to segment and expounds the topic with brevity. Content and design of slides are fully editable make changes to colors, data, and fonts if needed. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
Employee Induction Policies Strategy Vision Corporate Social Media AccessSlideTeam
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Employee Induction Policies Strategy Vision Corporate Social Media Access with well suited graphics and subject driven content. This deck consists of total of twelve slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/3cwubLQ
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
Employ Key Employee Engagement Strategies PowerPoint Presentation Slides to create a happy culture and more productive employees so that your organization grows. Indulge your employees in employee engagement strategies to increase the levels of productivity, retention of best talent, increased sense of health and well-being, and more. This content-ready employee engagement complete PowerPoint slideshow will show you ways to empower your employees. Assign a mentor to a newcomer, have a themed day office, include team photos, encourage charity, encourage innovation, and more. Not just this, this ready-to-use employee engagement PPT deck covers topics such as employee engagement key statistics, survey questionnaire, and survey analysis to get a clear picture of employee engagement in your organization. Understand employees and nurture them to bring out the best in them. Improve company’s performance by enhancing employee engagement strategies. Incorporate professionally designed key employee engagement strategies PPT templates to boost your employee’s morale. Assess the invention with our Key Employee Engagement Strategies Powerpoint Presentation Slides. Figure out how to improve it further.
An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company's most valuable resources -- its employees. There are several HR disciplines, or areas, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
The value of candidate mapping is directly linked to its ability to help you project future human resources needs. So, download our candidate mapping PPT slideshow and create impressive modifiable PowerPoint slides related to your candidate mapping process. Candidate mapping helps companies assess, evaluate, and review their current staff so they can be readier for the future. It is a technique that charts individuals’ skills and abilities, assesses their performance and potential, and matches them with workforce planning strategies to balance an organization’s talent and needs. This candidate mapping Presentation template has been created keeping in mind the sources of your future recruitment, current vacancies, recruitment tracker, acquisition strategies, budget involved etc. Overall, this candidate mapping Presentation allows businesses to create a roadmap for succession planning, future recruiting, and employee development initiatives. So, download now and incorporate our amazing candidate mapping PPT slide visuals into your business presentations and impress your audience. Acquire a fearless attitude with our Candidate Mapping PowerPoint Presentation Slides. They give a feeling of fortitude.
Managing talent is no longer an episodic exercise. Leading companies are taking a holistic view, from building their employer brand, to attracting new people, to developing their best people, to crafting succession strategies. Korn Ferry can deliver all this and more through a consistent methodology, IP framework, and global team of experts.
This guide provides the definitive list of Korn Ferry’s integrated talent solutions. It includes information on what each of them does and how we can use them to meet your organization’s unique needs.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
Most companies have a process/roundtable during which senior managers makes decisions about end of year compensation and promotions. As a line manager, your role is to make recommendations on behalf of your team members. At the same time, other managers will be doing the same, so being prepared/convincing can make a big difference in the outcomes.
This deck can be used as a worksheet to help prepare for those roundtables.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management PowerPoint Presentation Slides. They will break out in a jig.
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
5 Social Media Tips for Job Seekers & 5 Tips for RecruitersClearedJobs.Net
At the March Project (Staffing Alliance of Virginia Employers) SAVE meeting, this presentations highlighted tips for job seekers and recruiters using social media.
101 Hiring Hacks for Startups [SlideShare]RecruitLoop
Want to hack your hiring? Want to know what the experts have to say about the tricks of finding, hiring, and keeping awesome talent?
Check out our 101 #HiringHacks SlideShare!
You’ll learn #HiringHacks to…
-Design your employer brand
-Build an internal recruiting engine
-Source the top candidates
-Fast-track your shortlist
-And more!
We packed this full of wisdom from @dharmesh, @randfish, @kate_hughes, @bhorowitz, and more. So check out our 101 Hiring Hacks for Startups, and let us know what you think!
Creating LinkedIn Sponsored Content That Earns Engagement LinkedIn
Learn tips and best practices to help drive engagement with your LinkedIn Sponsored Content posts. See how other brands are achieving top engagement rates across a variety of verticals.
Creating LinkedIn Sponsored Content That Earns EngagementPearce Delisle
Learn tips and best practices to help drive engagement with your LinkedIn Sponsored Content posts. See how other brands are achieving top engagement rates across a variety of verticals.
Creating LinkedIn Sponsored Content That Earns EngagementBlack Marketing
Learn tips and best practices to help drive engagement with your LinkedIn Sponsored Content posts. See how other brands are achieving top engagement rates across a variety of verticals.
Who's Who in High Tech Recruiting guidebook showcases the latest tools and technical recruiters servicing the high tech sectors. Whether you are looking to hire a search firm or acquire the right sourcing tools for your recruiting project, you'll find them here! Articles included in this edition:
P.6 Find Almost Anybody's Email Address With Linkedin
P.9 The Five Websites All Tech Recruiters Need to Know About
P.12 Somebody resigned. Don't be a fool. Stay cool.
P.14 How The CIA Keeps Employees Happy
P.17 Employment Branding for Passive Candidates
P.20 Effective Recruiting Steps 1 to 4
P.25 How Hubspot's First VP of Engineering Hired Their First 40 Technical Hires
P.31 Top 10 Pitfalls in Managing in Employment Contracts as You Go Global
P.35 Broaden Your MBA Talent Search
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
Hear experts from Lever, Sapling, SurveyMonkey, and Checkster share modern and actionable insights to improve the way you source, interview, hire and retain the right candidates for your business.
2019 Summer of Sourcing: Attracting Talent That StaysLever Inc.
Companion slides for our on-demand webinar, Attracting Talent That Stays, part one of Lever's annual Summer of Sourcing series. Learn ways to create the best candidate experience, how to approach internal mobility, when and how to start gathering feedback, as well as strategies and tactics to improve retention.
How to master candidate sourcing and nurturingLever Inc.
How to master candidate sourcing and nurturing, including steps to building a successful strategy, tricks for finding emails addresses, questions to ask your hiring manager before you kick off a search, tips for sourcing on LinkedIn, and real sourcing email examples.
At our Startup Hiring Bootcamp in London, our audience walked away with metrics to help them benchmark their success, new sourcing strategies, and more!
We all know hiring is a team sport - but how do you go beyond referrals to successfully engage and mobilize your entire enterprise? In his presentation, Infor's Head of Talent Acquisition David Nason shares advice on how to build strategic relationships with all functions at your company. He covers how to create high-impact cross-functional hiring teams, use technology to drive fast and fluid collaboration, and hire with predictability.
With a masters degree in Opera, Jennifer Paxton's background doesn't exactly scream 'data-driven', but during several years in talent acquisition she's learned the benefits of getting comfortable with data. See how Jennifer and her team at LevelUp are using Lever reports and other data to prioritize their time, diagnose bottlenecks, A/B test job descriptions, and improve the company's overall recruiting results.
No sourcers? No problem, says Netflix's recruiting researcher teamLever Inc.
Join two of Netflix's recruiting researchers to learn how they successfully apply research techniques to make candidate sourcing more strategic and impactful.
Recruiting Fundamentals 1: Life Hacks for RecruitersLever Inc.
Stacy Donovan Zapar shares her best tips, tricks and strategies to level up your recruiting game to work smarter and more efficiently - all the while building your recruiter brand, employer brand and consistently delivering a great hiring manager and candidate experience. Find a handful of "life hacks" you can implement immediately and see tangible results your first week back in the office.
The Art and Science of Scaling a World-class Recruiting TeamLever Inc.
Anna Lambert joined Shopify as an intern in 2011. Six years later, she finds herself running global talent acquisition at the company, which has skyrocketed from 43 to 2,000 employees in that time. Anna shares tales from her experience driving massive growth through constant learning, change and experimentation, failing fast, and building an admirable culture with great intentionality.
How to Design Original, Impactful D&I ProgrammingLever Inc.
Everyone's talking about D&I initiatives these days, but the programs that start and stop with employee resource groups tend to fall short of their true goals. One of Lever's earliest employees shares how Lever built a D&I-centered culture, resulting in creative programs and philosophies that continue to anchor Lever to this day.
How to Build and Run an Effective D&I Council Lever Inc.
If your company hasn't been intentional about diversity and inclusion from day one, it takes focus and energy to catch up. Ragini shares her journey in launching a D&I council at fast-growing Affirm, and how it's helping the organization make significant progress.
From Diversity Zero to Hero: The GoDaddy Transformation StoryLever Inc.
Overhauling a company's reputation, brand and culture is no small feat, but over the last five years, GoDaddy has achieved a full-scale transformation. Katee Van Horn, the company's VP of Global Engagement and Inclusion, has been there throughout. Here, she brings us behind the scenes to show what it's taken to elevate GoDaddy to one of the most admired workplaces for diversity, and particularly for women in tech.
It Matters How You Get There: A Successful Partnership Between Talent and Inc...Lever Inc.
Lyft's Head of D&I Tariq Meyers shares how he partners with his recruiting team to make sure that the overall recruiting process, from sourced to hired, helps the company continue building a rich, inclusive culture.
We turned Valentine's Day into Customer Love Day, and dressed up as many of our wonderful customers. Take a look at the goofy, hysterical costumes our Leveroos came up with.
Australasian Talent Conference 2016: marketing hacks presentationLever Inc.
Recruitment and Marketing have long been on a collision course, and today many of the techniques and frameworks that marketers rely upon have increasing relevance in the recruitment space. Join Leela Srinivasan, Chief Marketing Officer at Lever, for a hands-on crash course in infusing your recruiting strategy with marketing best practices. We’ll cover concepts like personas and value prop development, driving awareness and consideration, attracting inbound candidates, and advocacy marketing.
2. Thanks for joining us!
● Please use the chat box for questions
● Tweet at us using #recruitinghacks @lever @zeenatbhamani
● $100 Amazon Gift Card for the most thought-provoking tweet
Part 2 — Sourcing and diversity recruiting
3. Our speakers
Zeenat Bhamani / @zeenatbhamani
Recruiting Researcher, Netflix
Maya Humes / @mayanjeri
Content Marketing Manager, Lever
Part 2 — Sourcing and diversity recruiting
5. #1
Use calendar “chunking” for sourcing, phone
screens, etc.
Block chunks of time on your calendar for
sourcing, phone screens, candidate
feedback, hiring manager meetings, etc.
Part 2 — Sourcing and diversity recruiting
6. #2
Make OneTab your best friend
Use a browser extension called OneTab. It will zap all of your open tabs into a
single one so you can re-open each tab as you’re ready to review it.
Part 2 — Sourcing and diversity recruiting
7. #3
Give tree ring sourcing a try
When you’re sourcing candidates, start narrow and work your way out. Use a
Boolean AND operator for both required and desired skills, and use a small
zip code search radius, then slowly expand your search from there (if
necessary).
Part 2 — Sourcing and diversity recruiting
8. #4
Find any candidate’s email address
Did you just come across your dream candidate, but you aren’t sure how to
contact them? Work emails tend to follow a pattern, like
“firstname@company.com”, or FirstInitialLastName@company.com". To find
the pattern, create this string using the company’s URL:
“contact OR email * * company name.com”
Part 2 — Sourcing and diversity recruiting
9. #5
Host team-wide sourcing jams
Make sourcing fun and find new candidates
faster by hosting a company-wide sourcing
session - complete with music, pizza, and
even beer.
Part 2 — Sourcing and diversity recruiting
10. #6
Tap into the “People also viewed” section of
qualified people on LinkedIn
Think of the most talented people on your
current or former team, and dive into their
“People also viewed” section.
Part 2 — Sourcing and diversity recruiting
11. #7
Pull all candidate profiles from online hubs into
your ATS
Forget the hassle of keeping track of candidates on GitHub, AngelList, and
LinkedIn. Bring their information into one centralized location - your ATS.
Part 2 — Sourcing and diversity recruiting
12. #8
Set up a Google alert for your top prospect’s
name
If there’s a candidate you’re courting, use Google Alerts to get notified when
there’s an article published about them online. That way, you can send a
related follow-up.
Part 2 — Sourcing and diversity recruiting
13. #9
Throw quarterly referral-a-thons
Wasting time asking your team to submit
referrals at every company meeting? Plan a
referral-a-thon once a quarter. Also, use a
tool like Drafted to make gathering referrals
easy.
Part 2 — Sourcing and diversity recruiting
14. #10
Send automated follow-ups to check in with
candidates
Second and third follow-ups can double your candidate response rate, but it’s
not easy to remember to send them. Save yourself time by automating your
follow-ups in Lever Nurture.
Part 2 — Sourcing and diversity recruiting
15. #11
Capitalize on engagement notifications
One Lever Nurture feature allows you to see when candidates open and click
your emails. Even if they don’t respond, this is key info that can drive you to
reach out again.
Part 2 — Sourcing and diversity recruiting
16. #12
Use Lever Nurture Recommendations to
resurface archived candidates
Why spend hours searching for new talent when you already have incredible
talent sitting in your ATS? Lever Nurture Recommendations suggests
qualified candidates you’ve already pulled into your recruiting software.
Part 2 — Sourcing and diversity recruiting
17. #13
Send for your hiring manager to increase
candidate response rates
Having trouble getting candidates to respond? Try sending for their future
manager or an executive.
Part 2 — Sourcing and diversity recruiting
18. #14
Identify, clone and improve your best performing
reach-out templates
Lever Nurture Reports helps you see
which reachouts get the most opens,
clicks and responses. Find what’s
working and socialize that with the
rest of the team.
Part 2 — Sourcing and diversity recruiting
19. #15
Reward employees who submit referrals with
restaurant gift cards
Referrals are one of the most rewarding recruiting tactics around. Lever’s
research shows that one in 16 referrals are hired, compared to one in 152
candidates who apply through your website or job boards. But it helps to
incentivize your employees to submit them.
Part 2 — Sourcing and diversity recruiting
20. #16
Share a new “Sourcing Tip of the Week/ Month”
in team meetings
Start a tradition wherein team
members share new tips regularly
- that way, you’re always keeping
your tactics fresh, varied, and
effective.
Part 2 — Sourcing and diversity recruiting
21. #17
Integrate “open role spotlights” into your
company’s weekly all-hands
Make key roles you’re trying to fill top-of-mind for the whole team. When you
give the recruiting updates during your next company-wide meeting (you do
do that, right?), focus on the highest-priority positions.
Part 2 — Sourcing and diversity recruiting
22. #18
Pore through your coworker's connections
Connect with an existing team member on
LinkedIn, source their connections, send that
employee the names of the people you found
in their network, then ask for a simple "Would
you refer this person? yes/no?".
Part 2 — Sourcing and diversity recruiting
23. #19
Find where candidates hang out (online)
No need to make it to every candidate meetup when you have the internet.
Are you looking for Social Media people? Try Instagram. Engineers? Try
Github. Or maybe Reddit. Or Twitter. Designers? Try Dribbble.
Part 2 — Sourcing and diversity recruiting
24. #20
Build rapport with candidates who aren’t right
If you build a great rapport with a candidate who ends up not being right for
the job, they’ll likely won’t mind sending you the names of other great people
who may be closer to what you’re looking for.
Part 2 — Sourcing and diversity recruiting
25. #21
Use the "Find more people like..." feature
LinkedIn Recruiter's search bar allows you to type in an exact name and pull
profiles similar to that individual. I like to use this with the existing team,
dream hires, or even people we've passed on whose backgrounds were great
otherwise.
Part 2 — Sourcing and diversity recruiting
27. #22
State your commitment to building a diverse and
inclusive culture on your careers page
Even if you just add one simple
sentence, you can send a strong
message to your applicants. Add it at
the end to your job descriptions too to
drive the point home!
Part 2 — Sourcing and diversity recruiting
28. #23
Conduct blind resume screenings
This will help you minimize unconscious biases. Studies have shown that
people with ethnic names need to send out more resumes before they get a
callback, for example.
Part 2 — Sourcing and diversity recruiting
29. #24
Ban “culture fit” as a reason for rejecting a
candidate
When interviewers want to reject candidates for “culture fit”, or a “gut feeling”,
it’s an indication that unconscious bias is at play.
Part 2 — Sourcing and diversity recruiting
30. #25
Explicitly request a diverse range of referrals
Challenge your employees to think
beyond the obvious – past their three
best friends that may or may not be all
from the same demographic.
Part 2 — Sourcing and diversity recruiting
31. #26
Ensure that underrepresented employees are
included in your interviews
But don’t go overload them either - steer clear of asking your
underrepresented employees for help nonstop.
Part 2 — Sourcing and diversity recruiting
32. #27
Check the temperature of your office
The temperature in most buildings defaults to what’s most comfortable for
men.
Part 2 — Sourcing and diversity recruiting
33. #28
Stray away from oddball questions like “How
many golf balls would fit inside a 747 airplane?”
Brain teasers and off-the-cuff questions have been found to be not that helpful
in predicting great hires vs. those who need to be rejected. Instead, focus on
behavioral interviewing.
Part 2 — Sourcing and diversity recruiting
34. #29
Intersect your conversion rates with the
demographic data collected through Equal
Employment Opportunity (EEO) questions
You might find that underrepresented candidates are passing phone screens,
but falling off after on-site panels at a high rate. This tells you there may be
some sort of bias in a particular stage.
Part 2 — Sourcing and diversity recruiting
35. #30
Change the reading materials you have in your
lobby
If you’re going to provide magazines,
try to make sure them relevant to your
industry as opposed to clearly
gendered options.
Part 2 — Sourcing and diversity recruiting
36. #31
Print inclusive bathroom signs
Lever’s bathroom doors have a sticker that says “For those who identify as,”
above the mens and womens signs. Try doing the same!
Part 2 — Sourcing and diversity recruiting
38. Register for our 4-part webinar series:
https://www.lever.co/recruiting-resources/webinars/103-recruiting-hacks-to-
make-2018-your-most-productive-year-yet
39. Questions?
Zeenat Bhamani / @zeenatbhamani
Recruiting Researcher, Netflix
Maya Humes / @mayanjeri
Content Marketing Manager, Lever
Part 2 — Sourcing and diversity recruiting
Editor's Notes
If you don’t block the time, it might get booked with other lower priority items (and sourcing should be a daily priority!). Personally, I focus on sourcing first thing in the morning and do my calls and meetings later in the day, but find a system that works best for you. And while you’re at it, include a lunch break for much-needed recharging time. We all need that too!
If you’re a “tab junkie” like I am, who opens up multiple candidate profile links while you source, this life hack is for you.
It’s better to nurture the right candidate from the start than it is to bulk message 500 “maybe” candidates, just hoping that something sticks. If you’re not finding the right candidates, slowly expand your search geographically or move some of the “requireds” to “desireds”.
Be sure to kick off the “jam” by equipping everyone with sourcing best practices and templates, then display them on a large screen so that your team can use them real-time.
Look on the right side of most LinkedIn profiles, and you’ll see other profiles that are often searched along with that one.
...to show them that you’re paying attention. We bet they’ll be impressed.
Referral a thon: an hour-long referral party at which employees race to submit as many referrals as they can. Schedule it in the morning when employees first get in and have energy, and provide breakfast and fun tunes while you’re at it.
Oh, and guess what? When candidates do respond, we automatically progress them to the next pipeline stage, so you can stay organized and quickly see who’s ready to engage.
Perhaps you didn’t hire them because the timing was wrong - they could still be the right fit for your open role.
They’ll be much more likely get back to a sender who they recognize or know they’d be working alongside.
If you notice one sourcer or recruiter has a particularly popular reach-out, call them out! Ask them to share which technique they think is driving their success at your next team meeting.
If you don’t have a referral bonus ins place, publicly acknowledge and reward the employee who’s submitted the most quality referrals with a gift card to the restaurant of their choice.
Learning tips from your peers is way easier than scouring the web for them.
Be sure to highlight the qualities, skills, and experience you’re looking for so that team members recommend the most fitting candidates.
It's an easy way to get referrals you may not have gotten otherwise.
Tumblr, Pinterest...Different communities of people have different online forums they flock to. Not everyone's on LinkedIn.
Great people know great people - so always ask for referrals if you feel comfortable - this tactic can result in lots of success stories.
It’s important to make your dedication to facilitating inclusion clear right away - this can be so easy, but very meaningful. State your commitment front and center, so on your careers page and at the end of your job descriptions. Make it so that candidates can’t miss it. This will show candidates that it’s one of your core values, and assure them that it’s something you’re thinking about in your hiring process. Then, actually practice what you preach. Implement hiring strategies that reduce bias and foster inclusion - these include changes like standardizing your interview process, for example.
As in: actually hide the names of your candidates. Every human does have unconscious biases, and the work of several researchers does show that people with ethnic names need to send out more resumes before they get a callback. ALSO, resumes with female names are rated lower than ones with male names when all other things on a resume are equal.
Here at Lever, we’ve done exactly that. It’s important that you challenge your interviewers to articulate a more specific explanation than their “instinct” – it’s a great way to uncover hidden biases and have open conversations about them. We actually look for “cultural alignment” rather than “culture fit”. What do we mean by “cultural alignment”? That their motivations and values match Lever’s. This search for cultural alignment makes it so that interviewers are thinking less about whether the candidate fits the existing culture or looks like current employees, and more about Lever’s values + theirs.
This means ask your employees to think more broadly than just their circle who’s likely had similar experiences to their own. Emphasize that diversity requires deliberate effort, and it’s something all employees can help with – by making introductions to great people they know, even if they don’t fit the “traditional” profile, and even if they’re not one of their best friends. Ask them to work a little bit harder to tap into their networks - it only makes the team stronger in the long run.
If your interview panel is homogeneous, your candidate WILL see it as a reflection of your entire team, no matter how much you advertise otherwise. Also, including employees who’ve had different experiences will only make your hiring decisions stronger.
But seriously, don’t go overboard. As much as candidates want to meet with their diverse potential coworkers, if your one female engineer is in every single interview panel, it’s not fair to her performance and sanity either. She’s got a day job, remember!
Okay, I can speak from personal experience on this one, as someone who gets cold very easily. It’s extremely difficult to perform your best when youre uncomfortably cold. The temperature in most buildings does often match the comfort level of men, so it’s possible that your female candidates can’t even be comfortable in their interview. Planning outfits for interviews is stressful enough - don’t force them to scour their closet for that perfect mix of warm but formal attire.
They may be fun for YOU to ask, but studies have actually not found them to be that helpful. Your interviews should be structured - as in with planned questions, asked across multiple candidates - and those questions should be behavioral. Focus on the “why” and “how” to learn about the candidate – what their strengths/weaknesses are, as well as how they learn and problem-solve. What was the biggest challenge they faced in their past role, for example?
Okay, so conversion rate is the answer to a question like: “What percentage of resumes submitted are moved to phone screen?”. And demographic data is simply the optional set of EEO questions that can be enabled in Lever. The key is to try examining these data points together when you see that underrepresented candidates are failing after those on-site interviews, because maybe there is bias in that particular stage.
Put on your detective hat: maybe it’s an untrained interviewer turning those candidates off, or it’s the types of questions that are unfair to a specific group. Either way, time to figure it out and take some action.
The reading materials in your lobby send a strong message. Your candidate may be waiting for you to kick off their interviews, and they’ll have plenty of time to absorb that message. So if you’re going to provide material, try to make them about your company or industry.
We love the idea from Michelle Hart in our last hacks webinar to place a culture book in your lobby instead! Put together a fun read that features employee photos, fun facts, employee spotlights and more.
Here at Lever, we truly think that the simplest actions can often have the largest impact. You don’t have to be a rocket scientist or have a huge budget to begin making your team more inclusive. In the case of bathroom signs, our doors have a sticker that says “for those who identify as”. Try it out!