Valuable recruiting tips on the topics of how to write reachouts well; how to create a human candidate experience; and how to punch above your weight in employer branding, courtesy of Talentful, Lost My Name and Lever.

1. Thank you for coming to
Clever Hacks for Hiring!
Here’s what we shared

2. How to write
Phil Blaydes, Talentful

3. ‘Most communication
in recruitment sucks’
Phillip Blaydes, 2016

4. ‘We have a totally different approach to
recruitment, where we focus on
reaching out to the right people, first
time, and not wasting your time with
candidates who do not suit the
role/company. ’
Mr. A. Recruiter, 2016

5. ‘‘Your name has come up 2 times now,
and I find that intriguing.’ ’
Mr. A. Recruiter, 2016

6. ‘I have some “cream of the cream” of
these guys’
Mr. A. Recruiter, 2016

7. ‘‘We are making the world’s first mobile
platform for voice applications’’
Mr. A. Recruiter, 2016

8. The bible
‘Writing that works’
by Kenneth Roman and
Joel Raphaelson
David Ogilvy

9. Why?

10. Why?
What kind of academic
programme best prepares
business school students to
succeed in their careers?
“Teach them to write better.”

11. Why?
How we write as hiring
managers and recruiters is
the first impression a
candidate will often have

12. Why?
‘Your writing is you’
Do I want to work with a
sloppy, slap-dash team?

13. Why?
‘Your reader does not have
much time’
Are they likely to read
beyond the first sentence?

14. Techniques

15. Techniques
Think before you write
Brevity
Address the individual

16. Techniques
Think before you write
What do you want them to
do after reading?
What impression are you
trying to give?

17. Techniques
Brevity
Edit. And then edit again.
Plain English, no jargon.

18. Techniques
Address the individual
Speak to the person, not to
the crowd.
Write as if you’re talking to
them in person.

19. How?

20. How to
structure an
email
Flattery
Hook
Action
Credibility

21. 1. I’ve done my research
2. Make them feel special
3. Show them this isn’t a
mail merge
Flattery
‘Our CTO read your recent paper
on Bayesian Statistics bit.
ly/8ujnkfe and was really
impressed.’

22. ‘He thought you’d be interested in
our work applying similar
techniques to the visual domain.
We think we can solve the
problems that video platforms face
in the developing world.’
Hook
1. Apply what you’re doing
to them
2. Why that’s cool
3. The mission: make it
emotive
Hook

23. ‘We’ve been recently featured in
Forbes bit.ly/09jfjnk and
TechCrunch bit.ly/nj890 and our
CEO has recently been named in
the 30 under 30 bit.ly/noi904
We’re backed by BigTreeVC, early
investors in Facebook.’
1. Who’s backing us
2. They say: links
3. Content
Credibility

24. ‘We’re going to the ATN
conference in Montreal in July, are
you going to be there? Reply to let
me know.’
1. There MUST be a call to
action
2. Tell them exactly what to
do
3. But make it easy and
non-committal
Action

25. Recap
Our CTO read your recent paper on Bayesian Statistics bit.ly/8ujnkfe and
was really impressed.
He thought you’d be interested in our work applying similar techniques to
the visual domain.
We think we can solve the problems that video platforms face in the
developing world.
We’ve been recently featured in Forbes bit.ly/09jfjnk and TechCrunch bit.
ly/nj890 whilst remaining in stealth. And our CEO has recently been
named in the 30 under 30 bit.ly/noi904
We’re going to the ATN conference in Montreal in July, are you going to
be there? Reply to let me know.

26. Questions?

28. Nailing
Candidate
Experience

29. Hi.
I’m Jess.
Talent Manager & HR
Projects Lead

31. Thoughts from the ivory tower
of recruitment
• Candidates are people (yes, just like you and me)
• They’re assessing you, just like you’re assessing them
• Your system can help (you just need to ask it to)
• Feedback and frequent communication are the most
important parts of the recruitment process*

32. • Return applications
• External referrals
• Word of mouth + positive brand

33. • 59% want to hear from you whenever you
have an update
• 94% want interview feedback even if they
are rejected
• But only 41% have received interview
feedback after a rejection
Some of us really suck at our jobs.
Don’t be part of the problem

34. 5 things to do to make getting a job
with you not “a total ball-ache”
• Give candidates a way to contact you + make them comfortable
doing that
• Email/call/text/skype “Update there’s no update”
• Ask how to use your system to help you (and if no one is
answering, figure out a way yourself – and tell other people)
• Give people feedback, and make it useful
• Treat others the way you would want to be treated

35. 1

36. Give candidates a way
to contact you
+ make them comfortable
doing that

37. 2

38. Email/call/text/skype
“Update there’s no
update”

39. 3

40. Ask how to use your system
to help you
(and if no one is answering, figure out a way yourself –
and tell other people)

41. 4

42. Give people feedback, and
make it useful
- Reading lists
- Phone calls
- Stay in touch

43. 5

44. Treat others the way you
would want to be treated
Because you’re better than the
competition, and your mumma raised
you right

45. Questions?
Comments?
(thanks, guys)

46. How to Punch Above Your Weight
in Employer Branding
Leela Srinivasan, CMO

47. Sorry folks, we’re still in a candidate-driven market
@leelasrin @lever Source: MRINetwork, May 2016

48. #recruitingsecrets @lever @hired
Awareness
Consideration
Conversion
Loyalty
Advocacy
Your prospect knows who you are
Your prospect is actively thinking about choosing you
Your prospect becomes a customer!
Your customer stays a customer and feels good about it
Your customer is out telling the world how great you are
Are we talking marketing… or recruiting?

49. #recruitingsecrets @lever @hired
Awareness
Consideration
Conversion
Loyalty
Advocacy
Your candidate knows who you are
Your candidate is actively thinking about choosing you
Your candidate becomes an employee!
Your employee stays an employee and feels good about it
Your employee is out telling the world how great you are
Are we talking marketing… or recruiting?

50. Either way, it all starts with
awareness & consideration
Do candidates know who you are?
Do they think of your company as a place they’d
like to work ?

51. 54% of applicants read company reviews online

52. 1. Start with your employee
connections

53. vs.
Employee connections on LinkedIn beat
Company Page followers by a mile
at least 45x@leelasrin @lever

54. Every profile matters!
“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.”

55. 2. Get the word of mouth going
before day one on the job

56. How to turn your newest hires into rabid
brand evangelists
@leelasrin @lever

57. 3. Get the team sharing and
sourcing

58. Encourage sharing and referrals for a ‘double
brand halo effect’
Lever sourcing jam in progress

59. 4. Encourage everyone to blog

60. Our best bloggers don’t work in
marketing

61. 5. Use your company all-hands
for covert EB ops

62. Your marketing job of the week: watch & share
our new videos!

63. 3 chances to share great news tomorrow
What Where
Blog post reflecting on some
epic Lever hires that helped us
get to 1,000 customers
By Sarah, on LinkedIn and the
Inside Lever blog
(lever.co/inside)
Blog post announcing Lever
Nurture
By Randal, on the Lever blog
(lever.co/blog)
Press release announcing Lever
Nurture
Quoting Sarah and Chris Shaw,
on the wire
Your Marketing Job of the Week: share our good news liberally!

64. Because ALL branding boosts
your employer brand, y’all
The mashup continues...

65. Thanks for joining us!
https://lever.co