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From Good to Great: What Drives Quality of Hire
The document provides guidance on hiring the best candidates. It emphasizes that having a large number of quality candidates is important for making the right hiring choice. It recommends casting a wide net to source candidates through various methods like job boards, agencies, social media, and directly. The engagement process should build the employer brand, make applications easy, provide feedback, and make decisions within two weeks. Hiring should involve assessments and be done as a team to get different perspectives and buy-in.
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Similar to From Good to Great: What Drives Quality of Hire
From Good to Great: What Drives Quality of Hire
- 2. “Hiring the best is your most important task”
- 3. Who are YOUhiring?
- 4. Who are YOUhiring? • 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 Qualityof Hire 1. Having options 2. Not losing them 3. Making the right choice
- 6. What Drives Qualityof Hire 1. Source 2. Engage 3. Hire
- 7.
- 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.
- 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 YourWebsite
- 12. Jobs on YourWebsite 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 on match corporate branding a webpage or blog 50% of your applicants visit your career website before or after applying
- 13. 3 Let the WholeWeb Know
- 14. Let the WholeWeb 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.
- 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 JobBoards
- 18. Advertise on JobBoards • 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.
- 20. Leverage Facebook • Turnfans 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.
- 22. Source Directly • Searchyour 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.
- 24. Use Agencies • Retainedif 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.
- 27.
- 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.
- 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 the 20 10 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 AnyoneBehind
- 32. Don’t Leave AnyoneBehind • 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.
- 34. Two Weeks • Topcandidates 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 CherishEveryone 9. Build Your Brand 10. Easy to Apply 11. Don’t Leave Anyone Behind 12. Two Weeks
- 36.
- 37. 13 The Science ofAssessment
- 38. The Science ofAssessment • 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 aTeam
- 40. Hire as aTeam 4 Minimum Feedback Four interviewers over two Trigger rounds discussion, structure feedback Better for you Better for the candidate You get more Candidate understands the perspectives, deeper company better and makes evaluation and buy-in for an informed decision the new hire Collaboration - not automation - is the key to a successful hiring process.
- 41.
- 42. Check • Ensure thatthe 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 RightChoice 13. The Science of Assessment 14. Hire as a Team 15. Check
- 44. From Good toGreat 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.
Editor's Notes
- #39 Do you speak good spanish?Can you use Powerpoint?Are you a good sales person?Can you speak in public?Will you fit in our unstructured collaborative culture?