Learn the tips and hacks for gaining a competitive edge in hiring. You will learn for example:
> How to shape your candidate pitch
> Secret (legal) hacks to finding candidates on Facebook
> How to crack popular services to find your candidate’s contact info
> List of useful interview questions
> How to save tons of time with the right efficiency apps
This document provides an overview of STRV Insights, a technology company that designs mobile and web applications. It summarizes their work developing apps and startups, clients in Silicon Valley, projects involving early-stage product development, impact with over 150 million combined users. It also describes their technologies, people and culture that values freedom and learning, diversity among their 130+ employees across multiple offices, and awards they have received.
We don't do recruitment, we do relationships. Learn how STRV managed to dramatically increase the number of IT hires, improved candidate satisfaction and put in place a loyalty program for the most promising prospects.
Here are the slides on how to "Reverse Engineer" how to get an awesome IT job. We asked our top 40 students for tips on how to get hired. We're summarised their wisdom into this slide deck.
This document provides tips for successfully preparing for and conducting a "meet and greet" (M&G). It recommends doing research on companies and roles beforehand. It then gives advice on practicing introductions, asking open questions, and preparing pitches about one's skills and goals. The document includes examples of practice conversations and feedback sessions to refine these skills before M&Gs. It stresses following up after M&Gs by being professional and honest in interactions.
Finding a CTO and other technical talents (for Startups) - Interactive Cologn...Nils Zündorf
It's hard to find fitting technical talents for you company. For young Startups it's even harder - not providing big salarys or a secure future. But small teams have other benefits!
Understand who you need. Understand whats going on in their heads. How to attract them. Where to find them.
The document provides tips on writing an effective resume. It recommends including a 1-2 page resume with sections for key skills, qualifications, and references. For skills, it advises highlighting 4-5 core competencies with concrete examples and proof of how they were applied. The summary should convey who the applicant is, what they want to do, what they can do for the employer, and why they are interested in the company. Overall, the resume should be tailored for each job and focus on demonstrating the applicant's most relevant strengths and qualifications for the role.
This document provides an overview of STRV Insights, a technology company that designs mobile and web applications. It summarizes their work developing apps and startups, clients in Silicon Valley, projects involving early-stage product development, impact with over 150 million combined users. It also describes their technologies, people and culture that values freedom and learning, diversity among their 130+ employees across multiple offices, and awards they have received.
We don't do recruitment, we do relationships. Learn how STRV managed to dramatically increase the number of IT hires, improved candidate satisfaction and put in place a loyalty program for the most promising prospects.
Here are the slides on how to "Reverse Engineer" how to get an awesome IT job. We asked our top 40 students for tips on how to get hired. We're summarised their wisdom into this slide deck.
This document provides tips for successfully preparing for and conducting a "meet and greet" (M&G). It recommends doing research on companies and roles beforehand. It then gives advice on practicing introductions, asking open questions, and preparing pitches about one's skills and goals. The document includes examples of practice conversations and feedback sessions to refine these skills before M&Gs. It stresses following up after M&Gs by being professional and honest in interactions.
Finding a CTO and other technical talents (for Startups) - Interactive Cologn...Nils Zündorf
It's hard to find fitting technical talents for you company. For young Startups it's even harder - not providing big salarys or a secure future. But small teams have other benefits!
Understand who you need. Understand whats going on in their heads. How to attract them. Where to find them.
The document provides tips on writing an effective resume. It recommends including a 1-2 page resume with sections for key skills, qualifications, and references. For skills, it advises highlighting 4-5 core competencies with concrete examples and proof of how they were applied. The summary should convey who the applicant is, what they want to do, what they can do for the employer, and why they are interested in the company. Overall, the resume should be tailored for each job and focus on demonstrating the applicant's most relevant strengths and qualifications for the role.
John Clegg's introduction to writing a CV/Resume that IT employers want to read.
(these slides cover CV Part 1 and CV Part 2 bootcamps from the SoT2015 programme)
The New Paradigm of Job Hunting (2020 Update)Albert Qian
This document outlines Albert Qian's framework for an effective job hunt. It discusses several key areas job seekers should focus on:
1. Capturing fundamentals and skills like developing an elevator pitch, optimizing one's resume, researching where to find jobs, and conducting a skills inventory.
2. Understanding what's at stake by researching the job, company, customers, and industry to understand one's potential role and impact.
3. Developing resilience, attitude and commitment through practicing a growth mindset, getting out of one's comfort zone, dedicating time to the search, and developing accountability.
IT Pro Job Search Strategies 2017 CentriqTina Pugh
This document provides job search strategies and advice for getting an interview, including maintaining an organized job search, having an approved resume and completed LinkedIn profile, utilizing job boards and social media, developing an elevator pitch, and using available career services resources. Key recommendations are to set up job notifications and searches on sites like Indeed, Dice, Glassdoor and LinkedIn, keep track of sites used, research companies on their websites and online, and get an active online presence through status updates and connections on LinkedIn.
The document provides guidance on creating a technical resume, including sections that should be included and how to write meaningful content. It emphasizes highlighting skills, accomplishments and results through power words and quantification. Visual design elements like formatting, spacing and font styles are also covered to improve readability and appeal. References should be provided on a separate document upon request.
The Job Hunt Framework that Gets You HiredAlbert Qian
The document outlines Albert Qian's Job Hunt Framework to help job seekers get hired. It discusses setting the right intentions for a job search, the new paradigms of job hunting, building job search resiliency through commitment and resilience, capturing fundamentals and skills needed like social media presence and transferable skills, understanding what's at stake for different stakeholders, leadership, dynamics, metrics, and putting it all together with a plan. The overall framework is meant to represent an ideal professional and cover the first levels to help job seekers succeed in their search.
Aquent is a global creative and marketing staffing firm that has been in business for over 20 years. They provide staffing services for positions like UX/UI designers, motion designers, front-end developers, and visual designers. When interviewing, candidates should be prepared with a solid portfolio, good communication skills, and knowledge of basic office tools. New graduates sometimes lack enthusiasm, availability, or workplace skills. Resumes should highlight relevant projects and achievements, while avoiding unnecessary personal details. Portfolios should simply showcase work and thoroughly explain each project.
How to build a successful career with your professional CertificationsOjiugo Ajunwa
This document summarizes a webinar about building a successful career using professional certifications. The webinar covered strategies for using certifications to find opportunities, including looking for mentors, networking, creating opportunities by adding value, and skills development. It also provided tips for job hunting such as having an elevator speech and optimizing resumes for online viewing. The presenter emphasized finding ways to actively use certifications over time to advance one's career goals.
COVID-19 has upended the job market resulting in over 20 million people becoming unemployed within a relatively short period of time.
However, despite the daunting numbers, job opportunities are still available. In this webinar, the speaker will discuss:
* How to develop a comprehensive job search strategy
* How to write a resume that gets seen
* Key ways to stand out in the interview
* What industries are continuing to hire
and more!
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
The document provides tips and guidance for preparing for and participating in a career fair. It recommends doing research on companies that will be present, preparing questions to ask representatives, and having resumes ready. It emphasizes the importance of making a good first impression through appearance, body language, enthusiasm and communication skills. At the fair, students are advised to relax, identify company locations, decide who to approach first, express interest in the company, offer their resume, ask for a business card, and take notes on their conversations. The document stresses practicing professionalism and networking as benefits of career fairs.
Summer of Tech 2014 Resume Workshop slide.
Learn why a resume is important and how to chunk your work to learn what behaviours and core skills you have.
Also lots of tips on how to structure a resume for an IT job
Sam Jarman: Summer of Tech Lightning Talk, 10 March 2016ruthmcdavitt
Sam Jarman is a software developer who works on iOS and Rails applications at Carnival.io, focusing on marketing automation through user behavior tracking and messaging. He has over 5 years of experience developing iOS apps and interning at startups like Smudge Apps, Telogis, and Carnival before joining Carnival full time in 2015. In his tips for undergraduates, Sam emphasizes taking opportunities, working hard, learning how you learn best, determining if IT aligns with your passions, and demonstrating your aptitude through hustle.
Slides from our Kickoff events in March/April 2015.
These slides are an introduction to the Summer of Tech programme for students. We cover what a career in the local tech industry looks like, and what employers are looking for in graduates.
This document discusses how to write a resume that tells a story about your career experiences and accomplishments. It recommends focusing on key areas like an executive summary and bullet points to highlight your story and progression. Examples are provided of weaker versus stronger storytelling approaches. The document also outlines the services provided by Ivy Exec resume writers to help craft a resume that strategically conveys your career narrative.
Basic talk on how to turn an eagerness w/r/t software into a career in software. Mostly a jump-off for anecdotes that aren't included in the upload.
Links:
http://commercehub.com/careers
http://is.gd/apprenticeshippatterns
http://cleancoders.com
http://martinfowler.com
A hands-on session taking teams through a (not quite) real world scenario to learn Agile Scrum principles and practices. We'll form teams and walk through a Sprint Planning session, a Sprint, and a Retrospective. Although this is an intro-level workshop, we'll include some new games and ideas for more experienced practitioners.
Reality of Recruiting: Making Dirty Jobs into Glamorous PositionsRecruitDC
This document discusses strategies for marketing and recruiting for jobs that are typically difficult to fill, such as dangerous, dirty, or boring jobs. It suggests focusing on identifying the intrinsic values the job provides, such as outdoor time or physical activity. Other tips include surveying current employees to understand the existing value proposition, targeting specific audiences who may be drawn to the work, using multiple communication channels that match those audiences, and being honest yet highlighting positives in marketing. Overall it emphasizes finding the right value proposition and framing for each unique job to attract applicants who are a good fit.
It's often unclear what tracks are available to people in technical careers such as designers, engineers, and product managers within any size organization. The path chosen by many is the management track, but what if you want to stay technical? Are there alternatives?
In this talk, you'll learn:
• What to think about when you're evaluating the choice between pursuing a management vs a technical track
• The opportunities that are available to you if you choose to go down a technical track, what the day-to-day will be like, and how to prepare for this path
Startup Recruiting Workbook: Sourcing and Interview ProcessWork-Bench
This document provides templates and best practices for sourcing and interviewing candidates at startups. It includes templates for job descriptions, outreach emails, and interview communications. The document aims to help startup founders and recruiters build effective recruiting processes as their companies scale from 5 to 50 to 500 employees. Templates are provided for job descriptions, posting jobs, sourcing on LinkedIn, outreach emails, recruiter phone screens, phone interviews, on-site interviews, and rejection emails. Tactics focus on effective communication, setting expectations, and providing resources to help candidates prepare.
9 Tips on How to hire Tech Talent when you are not a TechieInterview Mocha
Looking for the tech talent, without being a tech expert yourself can be difficult. Here are few ways on how to hire tech talent that can help you find the great developer.
John Clegg's introduction to writing a CV/Resume that IT employers want to read.
(these slides cover CV Part 1 and CV Part 2 bootcamps from the SoT2015 programme)
The New Paradigm of Job Hunting (2020 Update)Albert Qian
This document outlines Albert Qian's framework for an effective job hunt. It discusses several key areas job seekers should focus on:
1. Capturing fundamentals and skills like developing an elevator pitch, optimizing one's resume, researching where to find jobs, and conducting a skills inventory.
2. Understanding what's at stake by researching the job, company, customers, and industry to understand one's potential role and impact.
3. Developing resilience, attitude and commitment through practicing a growth mindset, getting out of one's comfort zone, dedicating time to the search, and developing accountability.
IT Pro Job Search Strategies 2017 CentriqTina Pugh
This document provides job search strategies and advice for getting an interview, including maintaining an organized job search, having an approved resume and completed LinkedIn profile, utilizing job boards and social media, developing an elevator pitch, and using available career services resources. Key recommendations are to set up job notifications and searches on sites like Indeed, Dice, Glassdoor and LinkedIn, keep track of sites used, research companies on their websites and online, and get an active online presence through status updates and connections on LinkedIn.
The document provides guidance on creating a technical resume, including sections that should be included and how to write meaningful content. It emphasizes highlighting skills, accomplishments and results through power words and quantification. Visual design elements like formatting, spacing and font styles are also covered to improve readability and appeal. References should be provided on a separate document upon request.
The Job Hunt Framework that Gets You HiredAlbert Qian
The document outlines Albert Qian's Job Hunt Framework to help job seekers get hired. It discusses setting the right intentions for a job search, the new paradigms of job hunting, building job search resiliency through commitment and resilience, capturing fundamentals and skills needed like social media presence and transferable skills, understanding what's at stake for different stakeholders, leadership, dynamics, metrics, and putting it all together with a plan. The overall framework is meant to represent an ideal professional and cover the first levels to help job seekers succeed in their search.
Aquent is a global creative and marketing staffing firm that has been in business for over 20 years. They provide staffing services for positions like UX/UI designers, motion designers, front-end developers, and visual designers. When interviewing, candidates should be prepared with a solid portfolio, good communication skills, and knowledge of basic office tools. New graduates sometimes lack enthusiasm, availability, or workplace skills. Resumes should highlight relevant projects and achievements, while avoiding unnecessary personal details. Portfolios should simply showcase work and thoroughly explain each project.
How to build a successful career with your professional CertificationsOjiugo Ajunwa
This document summarizes a webinar about building a successful career using professional certifications. The webinar covered strategies for using certifications to find opportunities, including looking for mentors, networking, creating opportunities by adding value, and skills development. It also provided tips for job hunting such as having an elevator speech and optimizing resumes for online viewing. The presenter emphasized finding ways to actively use certifications over time to advance one's career goals.
COVID-19 has upended the job market resulting in over 20 million people becoming unemployed within a relatively short period of time.
However, despite the daunting numbers, job opportunities are still available. In this webinar, the speaker will discuss:
* How to develop a comprehensive job search strategy
* How to write a resume that gets seen
* Key ways to stand out in the interview
* What industries are continuing to hire
and more!
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
The document provides tips and guidance for preparing for and participating in a career fair. It recommends doing research on companies that will be present, preparing questions to ask representatives, and having resumes ready. It emphasizes the importance of making a good first impression through appearance, body language, enthusiasm and communication skills. At the fair, students are advised to relax, identify company locations, decide who to approach first, express interest in the company, offer their resume, ask for a business card, and take notes on their conversations. The document stresses practicing professionalism and networking as benefits of career fairs.
Summer of Tech 2014 Resume Workshop slide.
Learn why a resume is important and how to chunk your work to learn what behaviours and core skills you have.
Also lots of tips on how to structure a resume for an IT job
Sam Jarman: Summer of Tech Lightning Talk, 10 March 2016ruthmcdavitt
Sam Jarman is a software developer who works on iOS and Rails applications at Carnival.io, focusing on marketing automation through user behavior tracking and messaging. He has over 5 years of experience developing iOS apps and interning at startups like Smudge Apps, Telogis, and Carnival before joining Carnival full time in 2015. In his tips for undergraduates, Sam emphasizes taking opportunities, working hard, learning how you learn best, determining if IT aligns with your passions, and demonstrating your aptitude through hustle.
Slides from our Kickoff events in March/April 2015.
These slides are an introduction to the Summer of Tech programme for students. We cover what a career in the local tech industry looks like, and what employers are looking for in graduates.
This document discusses how to write a resume that tells a story about your career experiences and accomplishments. It recommends focusing on key areas like an executive summary and bullet points to highlight your story and progression. Examples are provided of weaker versus stronger storytelling approaches. The document also outlines the services provided by Ivy Exec resume writers to help craft a resume that strategically conveys your career narrative.
Basic talk on how to turn an eagerness w/r/t software into a career in software. Mostly a jump-off for anecdotes that aren't included in the upload.
Links:
http://commercehub.com/careers
http://is.gd/apprenticeshippatterns
http://cleancoders.com
http://martinfowler.com
A hands-on session taking teams through a (not quite) real world scenario to learn Agile Scrum principles and practices. We'll form teams and walk through a Sprint Planning session, a Sprint, and a Retrospective. Although this is an intro-level workshop, we'll include some new games and ideas for more experienced practitioners.
Reality of Recruiting: Making Dirty Jobs into Glamorous PositionsRecruitDC
This document discusses strategies for marketing and recruiting for jobs that are typically difficult to fill, such as dangerous, dirty, or boring jobs. It suggests focusing on identifying the intrinsic values the job provides, such as outdoor time or physical activity. Other tips include surveying current employees to understand the existing value proposition, targeting specific audiences who may be drawn to the work, using multiple communication channels that match those audiences, and being honest yet highlighting positives in marketing. Overall it emphasizes finding the right value proposition and framing for each unique job to attract applicants who are a good fit.
It's often unclear what tracks are available to people in technical careers such as designers, engineers, and product managers within any size organization. The path chosen by many is the management track, but what if you want to stay technical? Are there alternatives?
In this talk, you'll learn:
• What to think about when you're evaluating the choice between pursuing a management vs a technical track
• The opportunities that are available to you if you choose to go down a technical track, what the day-to-day will be like, and how to prepare for this path
Startup Recruiting Workbook: Sourcing and Interview ProcessWork-Bench
This document provides templates and best practices for sourcing and interviewing candidates at startups. It includes templates for job descriptions, outreach emails, and interview communications. The document aims to help startup founders and recruiters build effective recruiting processes as their companies scale from 5 to 50 to 500 employees. Templates are provided for job descriptions, posting jobs, sourcing on LinkedIn, outreach emails, recruiter phone screens, phone interviews, on-site interviews, and rejection emails. Tactics focus on effective communication, setting expectations, and providing resources to help candidates prepare.
9 Tips on How to hire Tech Talent when you are not a TechieInterview Mocha
Looking for the tech talent, without being a tech expert yourself can be difficult. Here are few ways on how to hire tech talent that can help you find the great developer.
Jack Molisani discusses personal branding and career advancement for technical communicators. He provides examples of how to measure your value at work, build professional relationships, and position yourself as an expert who solves business problems. The talk recommends responding to market changes by reeducating yourself and rebranding your skills and services to stay relevant. Personal branding involves promoting your core strengths so people will ask "What should I ask you about?" to hire your specialized services.
The following Presentation is an excerpt from my talk to startups at IIM Bangalore.
Do let me know if you like it.
For more info you can get in touch with me on shashank@multirecruit.com
The document outlines seven best practices for recruiting and hiring: (1) showcase your company culture on your careers page, (2) thoroughly research the job role by interviewing current employees, (3) build your professional network by attending events, (4) attract candidates through compelling job postings on various sites, (5) give candidates opportunities to shine in the interview process, (6) evaluate candidates objectively using a scorecard, and (7) improve the candidate experience through feedback surveys. The goal is to find the right talent and make hiring decisions within seven days through an efficient yet caring process.
This document provides an 18-step guide to creating a powerful LinkedIn profile and using LinkedIn to get a job. It discusses the importance of having a complete profile with a professional photo, compelling headline and summary, detailed experience section with keywords, recommendations, joining relevant groups, and networking on LinkedIn. The guide emphasizes optimizing the profile for search engines and recruiters by including keywords that potential employers are searching for. It also stresses connecting with others and engaging with contacts that could potentially hire you in order to use LinkedIn effectively for job searching.
ERE Job Descriptions Presentation - John GreerJohn Greer
The document provides tips for writing effective job descriptions. It emphasizes using compelling language to attract candidates by highlighting the job's purpose and impact, painting a picture of the daily responsibilities and work environment, and calling candidates to action. It also stresses tailoring the job description to match the company and role rather than copying templates, and using a targeted approach to attract qualified applicants and discourage unqualified ones. The document contains many examples of ineffective and improved job description language.
Finding and hiring talented developers takes more work than just hitting "send" on an email. With recruiting tactics of the past proving time and time again to be ineffective, it’s time to learn how today’s developers want to be recruited.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
CSRA offers paid summer internships lasting 3-6 months that provide real work experience in fields like engineering, IT, analytics, cybersecurity and more. Interns work directly with experienced mentors on meaningful projects and have opportunities for community service, networking events and skill development. They seek students interested in technology and strategic consulting with strong academics and a drive to contribute.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand approach and set goals; 4) Promote the brand through LinkedIn and other channels; 5) Measure results and adjust the strategy. It emphasizes the importance of consistency, authenticity, and using LinkedIn and employee networks to engage talent at all stages of the hiring process.
Larsen Globalization is a staffing company dedicated to the localization industry since 2000. Founded in London UK and expanded through the Americas Region in 2006.
Currently we have active offices in Europe and US with experience placing hundreds of language professionals all over the world. We work for clients in Asia, South America, North America and throughout the European Union.
Our clients are both buyer-side companies across various industries
and LSPs.
We mainly focus on retained executive search or contingent full-time permanent placement. Occasionally we do contract staffing as well.
This presentation was part of the American Translators Association (ATA) conference in Scottsdale, AZ and outlines tips and tricks to help Language Service Providers (LSP) hire top talent and maximize their workforce.
1) Finding the right talent requires looking beyond job portals and focusing on where niche candidates actually spend their time, such as LinkedIn, technology meetups, and platforms like StackOverflow.
2) Rather than just posting jobs, companies should promote their brand and culture through webinars, conferences, and social media to attract passive candidates.
3) Tapping internal references and rewarding employees who refer candidates can also help source talent beyond just external job boards and profiles.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
This document provides tips and strategies for staffing recruiters to improve their sourcing and placement of candidates. It discusses using stakeholder alignment questions to start strong, techniques for writing compelling job descriptions, and savvy sourcing strategies. Key recommendations include asking stakeholders specific questions, highlighting what motivates candidates and tying roles to company purpose in job postings, and leveraging one's network to find new candidates.
Streamline the IT Hiring Process | WhitepaperACTIVE Network
Some 70% of hiring managers say they want to hire more technology workers in the coming months. If you’re one of those people, you should be aware that a unique set of challenges lies ahead. This whitepaper provides actionable insights into the most prevalent hurdles currently facing IT hiring managers, and is intended to help not only streamline your hiring process, but to get the most from your staffing and recruiting partners.
Recently, we had a client who built awesome offering for IT Operations Managers. But he did not know where to find prospects and how to make them aware of his product. So he asked us for help.
First of all, we gathered 50 LinkedIn profiles of IT Operations Managers which corresponded to the clients features. Then, we analyzed each profile and concluded that they had a lot of things in common. We found out what brands and influencers they followed, how their online professional networks looked like, what articles and web platforms they read and shared on social media. Based on profile analysis and web research we found out what was their average income, work challenges and goals, skills they developed, and skills they needed to improve. But we received the priceless data only after we contacted prospects directly. We asked them about the best way to reach out to them with sales offers, and we've got interesting answers.
Thought Leadership for Professional ServicesImagine
Learn how you can use a combination of online/offline tactics to build your credibility, visibility, and - most importantly - trust with your target clients. This is specifically for business in the professional service space (accounting, legal, construction, technology and healthcare).
This document discusses understanding today's dynamic workplace and how to adapt to today's job market. It notes that the workplace is constantly changing due to factors like globalization, technology, diversity, and downsizing. It also discusses that employers are increasingly hiring temporary workers and consultants instead of long-term employees. The document provides tips for adapting to the current job market, including analyzing your interests, skills, and goals, and understanding what employers are looking for in candidates such as communication skills, teamwork, adaptability, and professionalism.
Workshop pro startupy a rostoucí firmy, které potřebují rychle nabírat. Ve stále tvrdší konkurenci uspějí jen firmy, kde je nábor týmovým sportem. To zahrnuje:
* Osobní branding a práci s LinkedIn
* Tvorbu obsahu, který zaujme kandidáty
* Aktivní oslovování kandidátů
* Profesionálně vedené pohovory
Modul 1 - Lákání kandidátů (4 hod)
* Employer branding a firemní kultura
* Blogy, podcasty, přednášky a tvorba atraktivního obsahu
* Vylepšení LinkedIn profilu a práce s příspěvky
* Jak připravit fungující pracovní inzerát
* Jak vyhledat a oslovit kandidáty
Modul 2 - Výběr kandidátů (4 hod)
* Jak vést pohovor efektivně a profesionálně
* Co je Unconscious Bias a jak s ním bojovat
* Jak připravit kandidátům ten nejlepší zážitek
* Zapojení zaměstnanců - referral program a sourcing
* Onboarding nováčků
Matej Matolin proposes a conference pitch titled "See-Think-Do Framework in Recruitment" that maps candidates' behaviors using Google's model, understands their journeys and audiences, and targets the most engaged with tailored content. The presentation includes theoretical introduction and practical examples to prove how this increases recruitment efficiency 50x over traditional outreach, as shown in real campaign results. Matolin has presented this topic before at an event in Amsterdam in April 2019.
When building a startup, the idea of organizing community events may seem like overwhelming tasks, but this key recruitment strategy should become part of the fabric of your company culture. Get some inspiration and practical tips.
Description of STRV's values and specific interview questions to ask. This guide is shared with all people involved in the recruitment process. It's simple and straightforward.
We take a look at your hiring plan and calculate your
recruitment funnel to estimate the quantity, costs and
lead time. Together we can pick the right elements from
your portfolio, tools and processes to exactly match your
needs. It’s time to benchmark yourself against the market
and absorb some strategic advice.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
2. INTRO
Startup founders have two main duties - to secure cash and top-tier
talent. The latter can often prove to be more challenging.
Based on a study by Sequoia Capital’s talent team, hiring 12 software
engineers requires approximately 990 hours of work. And the majority
of that work will fall to the startup founder.
To help you become more efficient, we prepared this super-practical
startup hiring toolbox.
We use all of these methods in our continuous search for top software
engineers from around the world. We strongly believe in the Open
Source idea and would like to share our know-how with you.
3. “A startup CEO should spend a minimum
of 20% of his time on hiring.”
BRET RECKARD,
SEQUOIA CAPITAL
4. YOURSTORY
Recruitment is sales, and as every good salesman or woman knows,
you need to tell an enticing story. How do you convince a top engineer
to walk away from a comfortable job at Google and join your team? You
have to sell your company’s vision.
• You need an investor pitch to get money, and you need a candidate
pitch to get people.
• Everyone in the company should agree on and tell candidates the
same story.
• Explain the story throughout the whole recruitment process to keep
candidates engaged.
• A good story must be relevant to the people that listen to it.
• Practice your story over and over.
5. DRAFTYOURSTORY
Why does it exist? What’s the potential?
What’s unique about the company? Why
does it make sense financially? Are you
attempting to disrupt the market?? What is
your vision?
Business Story Tech Story
What is your expertise? What kind of tech
challenge can you offer candidates? Do you
have unique tools, equipment, procedures
or systems? Interesting upcoming projects?
Culture Story
What is the atmosphere like at your
company? What types of personalities are
most valued? What makes your current
employees stay?
Tip: When drafting your culture story, avoid nice-sounding but useless words such as Excellence or Communication,
Respect. Ask your team to describe a person they would love to work with. The result is your company culture -- the
personalities and skills that are valued by your employees.
6. “Talented people are looking for technical challenges, and you
need to be able to explain them to candidates. They are not looking
for something easy. High performers like to be challenged.”
SHIVANI SHARMA
SLACK
7. DEFININGTHEROLE
Before contacting potential candidates, put together an outline
of the job at hand. Ask for input from the whole team about key
requirements and responsibilities for this position.
Functional responsibilities
Why does this position exist? Why is it interesting? What will the
person work on during their first 3, 6, 12 months at the company?
Desired experience
How senior? What kind of experience do you need? Where does your
ideal candidate work?
Tip: When hiring a CTO, for example, you want him to have experience with similar
types of product or technology. Same for marketing. A Marketing VP from an
established big-name brand might be useless when drafting a go-to market strategy
for a startup.
Non-functional requirements
You don’t want a super specialized expert, because startups require
flexibility and quick adaptation to new situations. Your early hires will
likely be future leaders. Focus on:
• Leadership and team-management skills
• Recruiting skills
• Selling skills
Yes, in a startup everyone is recruiting, and everyone must sell.
Value-add
What do you expect the person to bring to the company? What new
skills or experiences do you want?
8. POSITION BRIEF
Tips:
• Highlight what kind of person would fit in best with the team.
• Write in an active voice when describing the position and your
expectations.
• Be specific with your wording. Objective descriptors (i.e. “two
years of experience with React.js is a must”) get right to the
point.
• Stay gender neutral and make sure your job ad steers clear of
unconscious bias.
9. “When a candidate says no, I convince them it's a maybe. Once
they say maybe, then my job is to say, maybe is a yes. People
give up on recruiting way too early and way too quickly.”
VINOD KHOSLA,
KHOSLA VENTURES
10. Team sourcing
Your employees will usually have hundreds or thousands of
connections on their LinkedIn profiles. If you want to get them involved
in sourcing new talent, give them a few pointers.
1. Get people together for an hour
2. Order food, so you can link it with lunch and be efficient
3. Provide them with a LinkedIn query targeting the position you need
4. Start reviewing profiles together
5. When a promising candidate is discovered, reach out to him on the
spot.
Within one hour, you’ll will have a bunch of potential candidates who
have already been approached by people who know them the best at
the company. Super efficient.
SOURCING
Do you know where to find the right candidates?
Exploit your network and your colleagues’. Good people know good
people. Think about friends, friends of friends, classmates, ex-
colleagues.
Sequoia Capital’s talent team recommends a mind-mining method
called Memory Palace. Reflect on different stages in your life, from high
school and college to internships, first jobs, hackathons, trainings. At
each stage, ask yourself questions like:
• Who were the three smartest people in the class?
• Who was your best friend?
• Who was the expert / go-to-person?
• Who was your mentor?
• Who were the people that everyone respected?
You can read more about the tool here.
11. Search Query
When searching on LinkedIn or any different network, keep in mind, that a
job title can be styled in various different ways. Take “Programmer” as an
example. Some people call themselves “Developers,” while others prefer
“Software Engineers.”
There are usually three components in a job title:
Level
Senior, Lead, Chief, Managing
Technology
React OR React.js OR Frontend OR JavaScript OR Web OR FullStack
Profession
Programmer OR Engineer OR Developer
The query can look like this: (Senior OR Lead OR Chief OR Managing) AND
(React OR Reactjs OR Frontend OR Javascript OR Web OR FullStack)
If you are searching for a specific skill, rather than a job title, then you’ll
search by technology. Use this glossary for tech recruiters.
12. Facebook
Facebook has a powerful search tool called Graph Search that can help
you source people based on specific interests, locations or events they
attend.
On LinkedIn, you search people based on who they are (job title:
Mechanical Engineer), while on Facebook you search based on what
they do (i.e. people interested in an event about Mechanical
Engineering).
Search queries can be done directly in Facebook by using its phrasing
logic: “people who live in san francisco and like python.” However, to
conduct more sophisticated searches, we recommend a Chrome plugin
called “Intelligence Search.” Download it here. As an alternative, you
can use peoplefindThor.dk
You can search for events attended by people with a certain interest.
13. You can use this syntax:
site:stackoverflow.com/users -inurl:jobs|company|cities|meetup
location: *San Francisco ReactJS OR JavaScript
After “location:” you input the city (or state) you are interested in,
followed by the technologies. You can use the Boolean operators AND/
OR.
List of technology tags on Stack Overflow: https://stackoverflow.com/
tags List of technology synonyms: https://stackoverflow.com/tags/
synonyms
Angellist
AngelList has a free search tool: https://angel.co/people/
Meetup.com
You can google attendee lists on Meetup.com: site:meetup.com
"member since" Angular "San Francisco"
This query finds members of San Francisco Angular meetups.
GitHub
Use the search box on GitHub to input search strings.
Search string Result
If you are a GitHub member, you can access people’s contact details.
However, some prefer to keep their email private. In this case, you can
try this hack:
• Copy the ID from someone’s profile URL: https://github.com/ID
• Insert the ID in this URL: https://api.github.com/users/ID/events
• Search for email address in the code
StackOverflow
When you are looking for people with specific tech skills,
StackOverflow is the place to go. To search its user database, you can
either pay for the recruiter licence or use Google search.
location:Berkeley
location:”San Francisco” language:Swift
location:Berkeley language:Swift
language:Kotlin
All users in Berkeley
All users in San Francisco with Swift
All users in Berkeley with Swift OR Kotlin
15. BRANDYOU
No one can sell the company’s vision to candidates better than its CEO
or founders. Before you get an actual company brand, the brand is you.
Do a quick audit of your brand’s touch-points and find ways to improve
them.
Check your Social Selling Index (SSI), which measures how effective
you are at establishing your professional brand.
Complete your profile with candidate in mind
• Nice profile picture
• Candidate pitch
• Upload rich content
• Add endorsements
• Ask for recommendations
• Be a member of relevant groups
• Like and share interesting posts
• Write articles
• Show your work
Hack: Get unbiased feedback on your photo by using the app: https://
www.photofeeler.com/ Upload your profile picture and let others vote
on it.
Hack: Use existing content as much as possible. Upload a presentation
you’d like to share on your profile to https://www.slideshare.net/.
Hack: Find the most popular content related to a specific skill and
share it. https://www.linkedin.com/topic/python You can replace
Python with any common skill (JavaScript, React…).
16. Events and Networking
Attend or organize events. Nothing beats real human contact. Network
with people, contribute to the community, show your expertise.
Event suggestions
• Job fairs
• Attend conferences
• Speak at conferences
• Lecture at schools
• Organize tech meetups
• Sit on panels and juries
• Breakfast/lunch with candidates
• Organize workshops and trainings
• Hackathons
Tips: At STRV, events for the IT community are one of the main ways we
pool top talent. In the last 12 months we organized 45 events in 6 different
countries that were attended by 3,500 people.
17. “You need to treat recruiting like dating. Passion and integrity
are what candidates look for when choosing their next
employer. They need to be courted through the process.”
KELLY KINNARD,
BATTERY VENTURES
18. CONTACTING THECANDIDATE
A good candidates get dozens of “Let’s have a chat” emails from
recruiters and startup teams. You have to earn a candidate’s attention.
What value can you offer them? Do you send generic recruitment
spam, or do you approach a candidates with a personalized email
message?
Information
Prepare a useful and sexy information deck. Check out the
presentation we share with our candidates. By using URL shorteners,
we receive access to basic Analytics and can see if the candidate
clicked on the link.
Personalized
Check a candidate’s Twitter, Facebook and GitHub accounts or blog
and add some personalized information to your initial email. If you
learn, for example, that the person went to the same highschool as you,
mention that.
Shally Steckerl’s tips and tricks:
• Minimum 7 points of personalization (Name, Day, Source, Company,
Function, Title, Location)
• Have 8-12 word subject
• Use 3-sentence paragraphs separated by blank lines
• Have a clear call to action
• Do not use HTML formatting
• Do not send emails on Mondays, Saturdays or during lunchtime
Follow-up emails
If you don’t get reply to your first email, send another one. Your email
could have gone unnoticed, or the person simply forgot to answer. By
sending follow-up emails, you get on average 20-30% more responses.
Hack: Use If No Reply plugin for Gmail, which allows you to set
automated follow-up emails.
Hack: To increase your reply rate, combine several communication
channels. Send an email as well as a short notification over Facebook
Messenger. If you have a phone number, use WhatsApp; the volume of
replies is much higher and faster.
19.
20. “Realistically, everyone must source. Everyone at
the company should be involved in recruiting."
DAN PORTILLO,
GREYLOCK PARTNERS
21. INTERVIEW
There isn’t single right pattern to follow. The number of rounds can be
changed depending on the circumstances. However, there is a
recommended structure:
• Screening - basic validation of the candidate: expectations, salary
range, on-site / remote, availability. Can be done by phone or Skype.
• Personality interview - introduce the position in detail, generate
interest, talk about candidate’s work history, motivation. Check
personality and soft skills.
• Technical interview - check candidate’s expertise. Let them prepare
something real. This is always better than just talking. Ideally have
them complete a technical assignment, like draft a product spec,
program a simple app or draft marketing text.
• Peer interview - Candidate’s potential colleagues should be involved
in the process. This is the time to check how the candidate fits in
with the company culture. Peer interview can be merged with
technical interview.
• Reference check
Interview questions
DON’Ts:
DO’s
Ask a candidate to share a situation from a past job where they had to
use a certain skill. For example: “Tell me about a situation when you
had to deal with a conflict among two co-workers.” or “Give me an
example of when you managed a large project involving people from
several departments.”
Closed
question
Multiple
questions
Hypothetical
questions
Weird
questions
Illegal
questions
Do you like leading people?
Tell me how you lead people.
What were your successes and
failures?
Imagine you have to solve a
dispute between two employees.
How would you proceed?
How many tennis balls are in
New York?
Questions about race, age,
gender, religion, disability, family
status or salary at a previous job.
Yes / No answers tell you absolutely
nothing about the candidate.
The candidate may get confused
when asked 3 questions in one and
will likely select the easiest one to
answer.
Everyone knows the right answers
to give.
These questions used to be fancy,
but no one was ever able to explain
their value.
You don’t want to face a lawsuit.
22. Common openers
“Give me an example of…” “Take me through…” “Tell me about a
situation when…” “Describe a time when…”
For complex issues, follow the STAR model and prepare probing
questions in advance.
• Situation: What was the goal you have to achieve or problem you
were tasked to fix?
• Task: What were your duties? What challenges did you face?
• Action: What did you do? What tools or resources did you use? Who
were you working with?
• Result: What were the end results? What did you learn from the
experience?
Teamwork
• How did you handle a situation where you had to deal with someone
who didn’t like you?
• Describe a situation where you had a conflict with a co-worker. How
did you deal with it. How was it resolved? How did it make you feel?
• Describe a time when you worked with a colleague who was not
pulling their share of the weight. How did you handle it?
Creativity
• Tell me about a time you thought “outside the box”?
• Describe a challenge you solved in a unique or unusual way. What
was the end result?
• Tell me about an innovative idea you introduced to your team? How
was it received?
Communication skills
• Walk me through a recent successful speech or presentation you
delivered.
• Tell me how you handled delivering tough feedback to a colleague.
• Tell me about a time you convince someone to do something they
did not want to do.
23. Project or Time management
• Describe a situation where you had to delegate work to others.
• How did you kept your work organized at your last job?
• Tell me about a time when you had to manage multiple competing
deadlines.
Client focus
• Tell me about when you had to deliver bad news to a client.
• Give an example of when you went well out of your way to make sure
a client received the best possible service.
• Tell me about a time when you resolved a problem for an unhappy
client.
Decision making
• Tell me about a time when you had to make an unpopular decision.
• Describe the most difficult work decision you’ve ever faced? How did
you arrive at your decision? What was the outcome?
• Describe a business decision you made that you later regretted.
What happened?
Working under pressure / Stress management
• Give me an example of a stressful situation and how you handled it.
• Do you work well under pressure? Tell me about a specific situation.
• How did you set goals and monitored your progress at your last job?
Adaptability
• How do you adapt to changes over which you have no control?
• Describe a situation where you had to adjust to a colleague’s
working style in order to meet your project deadlines.
• Tell me about a time when you were bored at work.
Initiative
• Describe a situation where you overlooked an obvious solution to a
problem.
• What was the most challenging work-related problem you faced at
your last job?
• Tell me about a process you came up with or improved at work.
24. “It absolutely changes the process if you show the candidate
that you are going to call every single former employer. It is
not always the case afterwards, but it makes people really
stop pretending and be honest with you.”
JEFF TANNENBAUM,
BLUERUN VENTURES
25. CANDIDATEEXPERIENCE
Speed
The candidate shouldn’t be left for more than 2-3 days without a
follow-up.
Information
Providing all relevant information is a decisive factor of a good
candidate experience. The candidate should now know:
• Everything about the position
• Each step of the interview process
• Who they will meet
• How long it will take
You can do a nice slide desk presentation that you share with each
candidate. See example.
Interviewers
Consider organizing a basic training session for those who have never
conducted an interview before.
26.
27. “Create a 100-Day Plan for the newcomer to fast track
her adaption and let her win.”
GIA SCINTO,
Y COMBINATOR
28. TOOLS
Here is a toolbox from our recruitment team. All tools are free or come
with a small fee.
Calendly
Easily share your calendar with candidates, and let them book a time
slot based on your availability. This can eliminate a lot of email
exchanges.
Canned responses
Thanks to this Gmail feature, you can create email templates to save
you a ton of time. Switch it on in Settings/Lab.
Doodle
It is not synchronized with your calendar like Calendly but is helpful
when you need to find a time with multiple people.
Google Slides
Use Google Slides to make a cool presentation for candidates. No need
to send a large .pdf or .ppt file. See example of STRV’s company
introduction to candidates.
Grammarly
Write perfect texts without grammar errors. A must-have free tool.
If No Reply
This is an effective way to touch base with candidates who didn’t reply
to your first contact email. Thanks to If No Reply you can set automated
follow-up emails.
Intelligence Search
Chrome plugin to search on Facebook.
29. LinkedIn Advanced Sourcer
This Chrome plugin allows you to write notes about candidates when
you are on LinkedIn. Also, it shows what profiles you have already
visited in the past.
Mail Track
You can easily see whether candidates opened your emails, how many
times, on what devices and whether they opened attachments or
clicked on links.
OneTab
When searching for candidates, you usually opens many tabs with
profiles. OneTab converts all of your tabs into a list that is accessible at
all times and can be shared with co-workers.
Rapportive and Email Guesser
Combining these two tools helps you identify personal email
addresses of candidates who you found online.
Slideshare
If you have interesting content you’d like to share with candidates,
upload it to Slideshare, which allows you to easily share on your
LinkedIn profile or elsewhere online.
Tone Analyzer
This AI-based service uses linguistic analyses to detect joy, fear,
sadness, anger as well as analytical, confident and tentative tones in
text. This helps to fine-tune your emails to candidates or job ads.
360 Social
If you find an interesting candidate on Linkedin, 360 Social searches
and aggregates all their social profiles.
30. “The most important thing is building a world-class team.”
BEN HOROWITZ,
ANDREESSEN HOROWITZ
31. FAVOURITECONTENT
ANDGREATFOLKS
Five excellent books
• The Hard Thing About Hard Things (Ben Horowitz)
• Start With Why (Simon Sinek)
• To Sell Is Human (Daniel Pink)
• Work Rules (Laszlo Bock)
• The Alliance (Reid Hoffman)
Super smart people who helped us and/or inspire us
• Kelly Kinnard
• Jeff Tannenbaum
• Shivani Sharma
• Bret Reckard
• Gia Scinto
• Dan Portillo
• Erik Kriessmann
• Irina Shamaeva
• Shally Steckerl
32. NICE TOMEETYOU
We are STRV, an award-winning studio developing mobile apps, web
and backend solutions for Silicon Valley startups.
Let’s connect:
STRV’s YouTube channel
Our Vimeo page
Our Facebook page
Our Behance page
Our Dribbble page
Our LinkedIn page
Our Glassdoor page
Follow us on Twitter
33. LINK UP
MATEJMATOLIN
Talent Partner, STRV
Matej and his team recruit technical talent from
around the world. He’s also a mentor, blogger and
keynote speaker.
Email: matej.matolin@STRV.com
Matej’s Linkedin profile
DAVIDSEMERAD
CEO, STRV
David is a global entrepreneur who founded and
leads several startups. His work has been featured in
the Huffington Post, Forbes, Wired and TechCrunch.
Email: david@STRV.com
David’s Linkedin profile