The document provides tips for hiring the best candidates. It recommends casting a wide net through multiple sourcing channels to generate many candidates quickly. It also stresses the importance of engaging candidates to build your employer brand and making the application process easy. The hiring process should involve assessments, a team of interviewers, and background checks to make the right choice. The goal is to move candidates through sourcing, engagement, and hiring within two weeks to attract top talent.

2. “Hiring the best
is your most
important task”

3. Who are YOU hiring?

4. Who are YOU hiring?
• The only one we could find?
• The first acceptable candidate?
• Best we’ve seen
• Best on the market
• Best in the market?

5. What Drives Quality of Hire
1. Having options
2. Not losing them
3. Making the right choice

6. What Drives Quality of Hire
1. Source
2. Engage
3. Hire

7. Source

8. Healthy Candidate Inflow
1. Choice drives quality of hire
2. Volume, numbers game
3. Critical timing of 2 weeks
4. Source of best candidates
is unknown

9. 1
Clean Job Ad

10. Clean Job Ad
Informative! Effective!
Company, position, Drives conversion with
qualifications, process
clear Call to Action
Short! Social!
500 words or less
Social touch with Poster
and Insider Connections
Clear
Viral!
Jargon free, easy to Easy to share on popular
understand
networks
The Job Ad is what converts your sourcing dollars into candidates.
A good job ad yields 100% more results than a bad one.

11. 2
Jobs on Your Website

12. Jobs on Your Website
Front and Center! Location!
List jobs clearly on List jobs by location on a
careers page
webpage or blog
Branding! Department!
Configure jobs list to List jobs by department
match corporate branding
on a webpage or blog
50% of your applicants visit your career website
before or after applying

13. 3
Let the Whole Web Know

14. Let the Whole Web Know
Free Sites! Index Job Ad!
Distribute jobs on free Make sure jobs are
sites
indexed by Google, Bing
Job Search Engines! SEO Optimized!
Distribute jobs on job Optimize job landing page
search engines
URL, tags, description
50% of job searches start on Google

15. 4
Ask Your Friends

16. Ask Your Friends
• Share jobs on LinkedIn, Twitter
and Facebook
• Ask all employees to share and
make intros (vs referrals)
• Don’t spam. Take the time to
personalize messages
When done properly, social referrals can
become your #1 source of hire

17. 5
Advertise on Job Boards

18. Advertise on Job Boards
• Use generalist sites for volume
(Monster, CB, LinkedIn, Indeed
Pro)
• Use niche sites for quality
and precise targeting
• 1 Generalist + 2 Niche boards
for every job (cost 1% of salary)
Advertising will give you 10-50 candidates
within a week with a great ROI

19. 6
Leverage Facebook

20. Leverage Facebook
• Turn fans into hires with a social
Career Site on Facebook
• Use Facebook Ads to drive hyper-
targeted candidates to your job
• Share jobs as posts on your
personal page (occasionally)
Facebook is a gold mine for recruiters

21. 7
Source Directly

22. Source Directly
• Search your existing Talent Pool
to find people already engaged
• Mine external databases, not just
LinkedIn, but TalentBin, Entelo,
Gild, Facebook…
• Don’t Spam. Personal message
yield better results than standard
emails
Assume a 10% conversion, i.e., contact 100
people to get 10 candidates. Intense but
effective.

23. 8
Use Agencies

24. Use Agencies
• Retained if you need results
• Contingent if you’re just being
opportunistic
• Give a clear brief
• Go for niche/specialized firms
“If you think hiring top professionals is
expensive, try hiring amateurs”

25. Cast a Deep, Wide Net
1. Clean Job Ad
2. Jobs on Your Website
3. Let the Whole World Know
4. Ask Your Friends
5. Advertise on Job Boards
6. Leverage Facebook
7. Source Directly
8. Use Agencies

26. Engage

27. 9
Build Your Brand

28. Build Your Brand
Culture! Team!
Use candid photos of Define roles, display work
employees and workplace
samples
Be Authentic! Social!
Express the benefits of Use social networks to
your workplace honestly
spread your brand
Video
Blog!
Show testimonials of Inbound marketing,
employees
personable,…
Famous companies receive 10x more candidates. Investing in your
employer brand will increase your return on sourcing budget.

29. 10
Easy to Apply

30. Easy to Apply
• People should be able to express
% Conversion on Apply!
interest in less than 1 minute
70
60
• Complex forms waste your money
50
Who
are
those
40
lost
candidates
?
30
• Screening questions screen out 20
10
the best candidates
0
1
3
5
7
9
11
13
15
17
19
21
23
25
27
29
min
min
min
min
min
min
min
min
min
min
min
min
min
min
min
%
that
Complete
Apply
Aim for >60% conversion from “Apply Now”
to “New Candidate Received”

31. 11
Don’t Leave Anyone Behind

32. Don’t Leave Anyone Behind
• Candidates are customers,
partners, coworkers…above
all, they’re human beings
• Provide timely feedback to
everyone, at every stage
• It’s easy, and not doing so is
mean and counterproductive
50% of our rejected candidates end up as
followers or fans of SmartRecruiters

33. 12
Two Weeks

34. Two Weeks
• Top candidates have many options.
You have 2 weeks to close
• If your process takes too long, you
lose the best candidates first
• Week 1 : Prescreen + 1st Interview
Week 2 : 2nd Round + Assessment
Week 3 : Offer and Check
Top performers stay on the market 4 weeks or less
and consider 3 offers before making a decision

35. Engage and Cherish Everyone
9. Build Your Brand
10. Easy to Apply
11. Don’t Leave Anyone Behind
12. Two Weeks

36. Hire

37. 13
The Science of Assessment

38. The Science of Assessment
• Assessment is not an art
• Behavioral measures attitude,
work style, cultural fit, job fit
• Skills testing measures aptitude
for knowledge, skills and abilities
• Reference check provides 360
degree view of past performance
Back your evaluation with science and leverage
it to drive more productive interviews

39. 14
Hire as a Team

40. Hire as a Team
4 Minimum! Feedback!
Four interviewers over Trigger discussion,
two rounds
structure feedback
Better for you! Better for the candidate!
You get more perspectives, Candidate understands the
deeper evaluation and buy- company better and makes
in for the new hire
an informed decision
Collaboration - not automation - is the key to a successful hiring
process.

41. 15
Check

42. Check
• Ensure that the applicant meets the
minimum requirements for the job and
company culture
• Meet state requirements for
employment offers
• Provide a safe work environment for
all employees
• Verify that applicant is suitable for
specific tasks on the job
7 out of 10 companies use background
checks according to SHRM

43. Make the Right Choice
13. The Science of Assessment
14. Hire as a Team
15. Check

44. From Good to Great
Source!
Big Bang Multi-Channel Sourcing.
50 Candidates in the first 2 weeks.
Engage!
Make everyone feel great and keep
a strict timing. 2 weeks for interview.
Hire!
Use Art & Science. Involve your
team and don’t forget to check.