Referral programs in most orgs are very outdated and not made a focal point. Considering how many hires most organizations get are from referrals, we can really supercharge these programs by thinking outside the box. Thinking about what really drives human behavior to go out of their way to refer someone for a role.
How to Attract and Engage Talent in the Midst of all the Noise (employer bran...Celinda Appleby
Keynote presentation for RecruitDC - Fall Conference (11/15)
Session description:
In this session, we will discuss why it makes sense for companies to marry their consumer and talent brands. Celinda Appleby will share her best tried-and-tested ideas on how to build a truly talent driven employer brand. This session is all about turning your business into a brand that steals the show and one that every top candidate is dying to work for. At the end of this session, you will be able to:
Leverage and engage key stakeholders for buy-in
Build social channels that drive talent engagement
Connect with your audience using creative content
Enable your team to boost the employer brand
Apply human elements that makes it easier to recruit
#lifeatOracle
Build & Track an Amazing End to End Candidate ExperienceRecruitDC
n addition to his job as head of employer brand at software giant CA technologies, Craig Fisher also consults with other major organizations such as GM, HSBC, Microsoft, and many more. He will show you best practices from around the world to build and document an amazing candidate experience to help gain rabid fans of your company's employer brand, culture, and people. He'll show you how you can quickly humanize your company's employer brand, by sharing your culture through your people and shrink time to fill and cost per hire. This isn't just mile high level information. This is real strategy, tools, and hacks that you can implement today.
Top 10 Learnings Growing to (Almost) $10 Million ARR: Leo's presentation at S...Buffer
Our COO Leo Widrich spoke at the SaaStr Annual conference on February 9, 2016 and shared some lessons that have helped Buffer grow. The tips range across product, marketing, and general work culture!
How to Attract and Engage Talent in the Midst of all the Noise (employer bran...Celinda Appleby
Keynote presentation for RecruitDC - Fall Conference (11/15)
Session description:
In this session, we will discuss why it makes sense for companies to marry their consumer and talent brands. Celinda Appleby will share her best tried-and-tested ideas on how to build a truly talent driven employer brand. This session is all about turning your business into a brand that steals the show and one that every top candidate is dying to work for. At the end of this session, you will be able to:
Leverage and engage key stakeholders for buy-in
Build social channels that drive talent engagement
Connect with your audience using creative content
Enable your team to boost the employer brand
Apply human elements that makes it easier to recruit
#lifeatOracle
Build & Track an Amazing End to End Candidate ExperienceRecruitDC
n addition to his job as head of employer brand at software giant CA technologies, Craig Fisher also consults with other major organizations such as GM, HSBC, Microsoft, and many more. He will show you best practices from around the world to build and document an amazing candidate experience to help gain rabid fans of your company's employer brand, culture, and people. He'll show you how you can quickly humanize your company's employer brand, by sharing your culture through your people and shrink time to fill and cost per hire. This isn't just mile high level information. This is real strategy, tools, and hacks that you can implement today.
Top 10 Learnings Growing to (Almost) $10 Million ARR: Leo's presentation at S...Buffer
Our COO Leo Widrich spoke at the SaaStr Annual conference on February 9, 2016 and shared some lessons that have helped Buffer grow. The tips range across product, marketing, and general work culture!
In this presentation, we’ll go beyond the buzzwords and take a look at what every recruiter really needs to know about turning recruitment analytics into tangible business results.
50 HR & Recruiting Stats Talent Acquisition Pros Need to Know Recruiting Webi...RecruitingDaily.com LLC
Employer branding, employee engagement and social recruiting are impacting talent acquisition professionals’ ability to hire great talent.
But sourcing the latest and greatest metrics in each category to make the business case for recruiting initiatives and strategies is a chore.
So we’ve done it for you, curating our favorites from a variety of key sources, including Glassdoor surveys, for these and other important trends like mobile and Millennials.
Welcome to ConnectIn London | ConnectIn London 2016LinkedIn Europe
Alex Cresswell, Head of Global Accounts, EMEA kicked off our annual customer conference in London, ConnectIn discussing LinkedIn's vision and the importance of your employees connections.
Clever Hacks for Hiring – June 2016 LondonLever Inc.
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.
DeVry University Career Advisory Board: What the Most Successful Job Seekers ...DeVry University
In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers).
The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.
The art & science of InMails: How to achieve higher response rates | Talent C...LinkedIn Talent Solutions
Come learn about how you can combine your instincts as a Recruiter with Linkedin insights to improve your InMail response rates. We’ll share the latest from our data and new features in our products to help you engage with top talent more effectively.
As new technology emerges to solve problems and improve processes in recruiting, it also changes the strategies and roles within the industry. For example, as algorithms continue to simplify the process of sourcing, will recruiters need to focus more on attracting and retaining candidates for their companies rather than finding them in the first place? Join experts from BambooHR, Saberr, and SmartRecruiters as they discuss how technology impacts recruiting strategies today and how these strategies may evolve tomorrow.
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
Too often we create brands, experiences, and content that sacrifice humanity on the altar of conversion optimization. In this session, we’ll explore how to make our products feel less like a business transaction and more like a conversation through human-oriented brand, marketing, and experience design.
Don’t worry, this won’t be a stern sermon about user personas or focus groups – Meagan knows that conference attendees are people too. Instead she’ll share some of the practical hows and whys of designing for people, not customers.
“Perhaps all interaction is about wanting and getting.” –David Mitchell
Drawing on her experience as Creative Director at SproutVideo, Meagan will share techniques that you can bring to your work to honor the humanity of users through happiness-driven design and content.
The Invisible Giant that Mucks Up Our MarketingRand Fishkin
Rand's presentation on the biases of cultural conditioning in the marketing world, and how history and media nudges marketers to make bad choices (along with loads of tactical SEO, social media, and content marketing tips).
The Human Company Playbook, Version 1.0Luminary Labs
Recently, major corporations have radically rethought how they do business by establishing livable wages, developing creative equity plans, offering paid parental leave policies, and even pulling out of an entire state in protest of discrimination. In addition
to sending a strong signal that people come first, these organizations are also making
an economic argument to investors that employee-friendly policies pay dividends in reduced turnover and improved business outcome.
But what about small companies, and what about startups? The playbook aims to answer just that.
Read more: https://medium.com/@sarita/we-don-t-need-more-woman-friendly-companies-27a533b1fb9f#.p5iskl75j
Once, the way to an engineer’s heart was a fat salary, a fatter pile of stock and a sleek new laptop.
Today, a company’s culture, employer brand and product or service count just as much when recruiting this in-demand workforce.
In fact, a Glassdoor survey says 52% of engineers would accept lower compensation to work at a company with a cool reputation. That’s good news for companies in retail, manufacturing, healthcare and other industries not typically thought of as high-tech.
Looking for a few good engineers? Join us for “How to Recruit Tech When You’re Not a Tech Company,” where we’ll explore:
Best and worst recruiter tactics revealed by engineers themselves
The importance of company reviews, social media outreach, friends and meet-ups in winning the hearts and minds of engineers
Recruiting and hiring engineers in a competitive landscape
Store Front Optimization | David Henry, Monster.com | iStrategy, LondoniStrategy
How to optimize your ecommerce store front.
Presented by David Henry, VP Digital Media and Marketing Europe of Monster.com during iStrategy London 2010.
BERTology @ SEOkomm 2019 - Kai Spriestersbach - eology GmbHSEARCH ONE
Das größte Google Update seit 5 Jahren kommt. Was du jetzt wissen musst! Der Vortrag BERTology von der SEOkomm 2019 von Kai Spriestersbach, eology GmbH.
Wir begeben uns für diesen Vortrag in die Welt der Computerlinguistik auf Englisch: Natural Language Processing. Oder auch Natural Language Understanding.
Also mal langsam der Reihe nach…
BERT ist ein technologisch gesehen wegweisendes Modell zur Verarbeitung natürlicher Sprache. BERT kommt vom Google AI Team aus dem Jahre 2018
und hat die NLP-Welt im Sturm erobert!
BERT ist beispielsweise so gut im Beantworten von Fragen,
dass es das Squad 2 Leaderboard anführt.
Das ist quasi die Bundesligatabelle der NLP-Algorithmen.
Squad ist das Stanford Question Answering Dataset.
In this presentation, we’ll go beyond the buzzwords and take a look at what every recruiter really needs to know about turning recruitment analytics into tangible business results.
50 HR & Recruiting Stats Talent Acquisition Pros Need to Know Recruiting Webi...RecruitingDaily.com LLC
Employer branding, employee engagement and social recruiting are impacting talent acquisition professionals’ ability to hire great talent.
But sourcing the latest and greatest metrics in each category to make the business case for recruiting initiatives and strategies is a chore.
So we’ve done it for you, curating our favorites from a variety of key sources, including Glassdoor surveys, for these and other important trends like mobile and Millennials.
Welcome to ConnectIn London | ConnectIn London 2016LinkedIn Europe
Alex Cresswell, Head of Global Accounts, EMEA kicked off our annual customer conference in London, ConnectIn discussing LinkedIn's vision and the importance of your employees connections.
Clever Hacks for Hiring – June 2016 LondonLever Inc.
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.
DeVry University Career Advisory Board: What the Most Successful Job Seekers ...DeVry University
In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers).
The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.
The art & science of InMails: How to achieve higher response rates | Talent C...LinkedIn Talent Solutions
Come learn about how you can combine your instincts as a Recruiter with Linkedin insights to improve your InMail response rates. We’ll share the latest from our data and new features in our products to help you engage with top talent more effectively.
As new technology emerges to solve problems and improve processes in recruiting, it also changes the strategies and roles within the industry. For example, as algorithms continue to simplify the process of sourcing, will recruiters need to focus more on attracting and retaining candidates for their companies rather than finding them in the first place? Join experts from BambooHR, Saberr, and SmartRecruiters as they discuss how technology impacts recruiting strategies today and how these strategies may evolve tomorrow.
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
Too often we create brands, experiences, and content that sacrifice humanity on the altar of conversion optimization. In this session, we’ll explore how to make our products feel less like a business transaction and more like a conversation through human-oriented brand, marketing, and experience design.
Don’t worry, this won’t be a stern sermon about user personas or focus groups – Meagan knows that conference attendees are people too. Instead she’ll share some of the practical hows and whys of designing for people, not customers.
“Perhaps all interaction is about wanting and getting.” –David Mitchell
Drawing on her experience as Creative Director at SproutVideo, Meagan will share techniques that you can bring to your work to honor the humanity of users through happiness-driven design and content.
The Invisible Giant that Mucks Up Our MarketingRand Fishkin
Rand's presentation on the biases of cultural conditioning in the marketing world, and how history and media nudges marketers to make bad choices (along with loads of tactical SEO, social media, and content marketing tips).
The Human Company Playbook, Version 1.0Luminary Labs
Recently, major corporations have radically rethought how they do business by establishing livable wages, developing creative equity plans, offering paid parental leave policies, and even pulling out of an entire state in protest of discrimination. In addition
to sending a strong signal that people come first, these organizations are also making
an economic argument to investors that employee-friendly policies pay dividends in reduced turnover and improved business outcome.
But what about small companies, and what about startups? The playbook aims to answer just that.
Read more: https://medium.com/@sarita/we-don-t-need-more-woman-friendly-companies-27a533b1fb9f#.p5iskl75j
Once, the way to an engineer’s heart was a fat salary, a fatter pile of stock and a sleek new laptop.
Today, a company’s culture, employer brand and product or service count just as much when recruiting this in-demand workforce.
In fact, a Glassdoor survey says 52% of engineers would accept lower compensation to work at a company with a cool reputation. That’s good news for companies in retail, manufacturing, healthcare and other industries not typically thought of as high-tech.
Looking for a few good engineers? Join us for “How to Recruit Tech When You’re Not a Tech Company,” where we’ll explore:
Best and worst recruiter tactics revealed by engineers themselves
The importance of company reviews, social media outreach, friends and meet-ups in winning the hearts and minds of engineers
Recruiting and hiring engineers in a competitive landscape
Store Front Optimization | David Henry, Monster.com | iStrategy, LondoniStrategy
How to optimize your ecommerce store front.
Presented by David Henry, VP Digital Media and Marketing Europe of Monster.com during iStrategy London 2010.
BERTology @ SEOkomm 2019 - Kai Spriestersbach - eology GmbHSEARCH ONE
Das größte Google Update seit 5 Jahren kommt. Was du jetzt wissen musst! Der Vortrag BERTology von der SEOkomm 2019 von Kai Spriestersbach, eology GmbH.
Wir begeben uns für diesen Vortrag in die Welt der Computerlinguistik auf Englisch: Natural Language Processing. Oder auch Natural Language Understanding.
Also mal langsam der Reihe nach…
BERT ist ein technologisch gesehen wegweisendes Modell zur Verarbeitung natürlicher Sprache. BERT kommt vom Google AI Team aus dem Jahre 2018
und hat die NLP-Welt im Sturm erobert!
BERT ist beispielsweise so gut im Beantworten von Fragen,
dass es das Squad 2 Leaderboard anführt.
Das ist quasi die Bundesligatabelle der NLP-Algorithmen.
Squad ist das Stanford Question Answering Dataset.
Expanding beyond transactional value Using Business Model Canvas and Customer Development. Building a case for the generation of value through user activity, sharing, and algorithmic improvements.
Roy Rodenstein walks you through one of the most difficult parts of making a new company: hiring and firing cofounders. Roy helps you identify the most important aspects of your startup and guides you towards crafting the perfect team. He suggests excellent strategies to go about hiring a co-founder and lays out reasonable compensation plans to guide your business to the next level.
This content was produced for the 2010 Winter semester of the Founder Institute by Founder Institute mentor Roy Rodenstein, co-founder of MySocialMgr and SocMetrics. Follow Roy's Twitter to learn more:
https://twitter.com/royrod
What Separates the Best From the Rest: What Makes Great Agencies GreatTim Williams
The truly great agencies share a set of principles and practices that distinguish them from the other 12,000 agencies in America and make them brands in demand.
Consistently great customer service requires the right mix of People, process and technology.
This presentation will address the People factor; the Human Side of Customer Service, through 3 key areas:
1. The business case for service
2. Customer-centric DNA
3. The Employers' Golden Rule
Ever thought about a career as a freelance librarian? This presentation shows you how to think about your skills and interests and use them to pursue freelance careers outside of the traditional library career path.
Startup Keys for Global Expansion (Colin Hodge @ MEET Startups TW by BNext Me...Colin Hodge
Sharing my 2 keys for expanding your startup to other regions, within the "Organic Growth, Global Mindset" theme. Also covers the SMILE Framework for growing your startup.
You’ve heard these phrases/ management jargons at work or while reading management books. Life at work has it’s own language & so does the management. You might know what some of these phrases mean….about some you are clueless? We bring to you the meaning of 20 such widely used phrases that the world of management cannot do without. More Information http://www.kamyabology.com/
Increasing Analytic Value by Bringing Cognos Analytics and Watson Analytics T...Hyoun Park
What are IBM Cognos Analytics and Watson Analytics? How do they improve business outcomes? Join Industry Thought Leader Hyoun Park and a bevy of celebrities as we explain the business drivers that make these products useful
Enabling Learning Agility in an Era of Accelerated Changearun pradhan
How do we enable a culture of continuous learning? How do we support agile, adaptive and innovative thinking when change is business as usual? And how do we future-proof ourselves in the face of the robot apocalypse? This presentation stems from my work developing Learn2LearnApp.com and serves as a primer in developing learning agility for individuals and organisations.
Dominic Bortolussi's Lean startup lessons Jason Gendreau
What are important things to consider when trying to run a lean startup? Dominic Bortolussi, founder of The Working Group, shares his strategy in a slide show presented during the 2014 Funding Roadshow.
Everywhere we look, we are surrounded by communities, both at work and at home. Studies show that in the office, maximizing your community members’ engagement leads to better retention and higher productivity. But how do you maximize that engagement?Take a journey with me as I dissect the elements of a strong community. I’ll start with my full circle career from Community Relations Intern with the Baltimore Orioles to Director of Talent and Community Engagement at a cutting edge software company. Next, we will look at building a community in your office, metrics and ROI around community engagement, and real life examples of community building successes. We’ll even identify your less active members and discuss approaches of how to engage them more- or even get value from them at their current status. We’ll also analyze the relationship between culture and community- how they are different and how they are dependant upon one another.Finally, I’ll provide suggestions on a handful of resources that can be be helpful in your workplace community planning.
Navigating the Path to Diversity in HiringRecruitDC
Like eating the proverbial elephant, successfully navigating the path to diversity requires a series of small
steps rather than a single leap. It is a journey that combines people, processes, and technology across a wide
range of topics, each with its own challenges and rewards.
During this session, we will explore the rich landscape of hiring and how to blaze a trail to an unbiased,
diverse program: from communication and candidate experience, to qualifications, candidate evaluations,
assessments, and finally candidate selection. We will define goals, tactics and techniques, along with insights
on how to effect change within your organizations.
Join us as we map a step-by-step path to a more diverse and inclusive hiring program.
Job boards and resume databases have long been the primary methods of sourcing for Recruiters. While resume databases contain millions of “opt in” candidates, the open-web contains billions of profiles and web pages. This track will discuss alternative means of finding talent which leverage open-source methods and open web sourcing. We will discuss the use of automation tools and repurposed open-source solutions to create custom recruiting solutions to improve sourcing efficiency.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
RecruitDC President leads a panel of four top recruiting executives from global companies such as Hilton Worldwide, Leidos, Facebook, and Fannie Mae. Questions and responses cover topics ranging from how do you build, train, and retain a best in class recruiting team, how did you grow your career to get you where you are today, how do you manage underperforming team members, what stands out to you in your top hires, what are the latest trends and upcoming innovations you are seeing in the industry of global talent acquisition
We will start with the basics of sourcing and some tips for LinkedIn (Basic and Recruiter). We will then delve deeper into useful tools, tips, tricks, and techniques. We’ll also cover some ways to help you better navigate the DC landscape. Since the DC metro area is an eclectic mix of organizations and people unlike anywhere else in the country, we will discuss some sourcing tactics that are specific to the area.
Who Should Attend: Sourcers, recruiters, and talent acquisition leaders who realize the importance of the interaction between techniques, technology and tools in their daily recruiting efforts. Anyone looking for ways to improve their sourcing methodologies and best practices should also consider attending.
Overcoming the Urgent: Time Management in Talent Acquisition RecruitDC
How many times have you looked up at 4:00pm and wondered "What have I accomplished today? Talent Acquisition Professionals, and particularly those on the Corporate side have constant and competing demands on their time. This session will provide insight into those demands and how to manage your time so that the urgent does not overcome the important. The session will look at the psychology of time management, and provide an in depth look at some practical and tactical ways to overcome the major time drains that we all face.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
How to Build Community to Get Clients, Candidates, Dates and Fame - Chris Com...RecruitDC
Learn why building your network is the single best thing you can do for you, your company, and people you want to help. The rules have changed, it's not as hard as people want you to think. This talk applies to both megastars and those early in their careers.
This is for you if:
Candidates aren’t answering your email, phone, InMails or DMs.
You want to show you are not a TRANSACTIONAL Recruiter or Sourcer and care about giving back.
You want to learn how to join the Recruiting and Sourcing Influencer "Gold Rush" before it’s too late.
What you get:
Learn the exact steps to get in front of potential candidates and clients in a more meaningful way.
Learn the psychology of why people like to buy and nobody likes to be sold.
And what you need to learn from Justin Bieber, Facebook, and the 80/20 Principle.
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
Sourcing on Social Media - Jeremy Bonewitz; recruitDC Spring 2018RecruitDC
This seminar is to learn and embrace social media in one’s weekly sourcing and recruiting efforts. We will cover the basic 3 including using and targeting people & groups on LinkedIn and Facebook, sourcing candidates on Twitter. Besides these big 3 we touch on sites sites such as Zoominfo, Duck Duck Go, SlideShare and the use of Advanced Google Searching to source for potential candidates.
We will also cover tools that you can use to help make sourcing faster and more efficient!
Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent
For those in the Cleared Recruiting Community who are looking for a few tips on getting started building and implementing a Social Media recruiting strategy.
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.
Choose Your Own Adventure, Recruitment Marketing Edition! - Lauryn SargentRecruitDC
Looking to create content to engage candidates, but not quite sure where to begin? Recruiter-turned recruitment marketer Lauryn Sargent will present on three companies, three story-based strategies, and three effective ways to get any employer brand off the ground:
1. Discover how Sodexo captured mission and purpose across their organization
2. Take a deep dive into niche talent groups with Dell Technologies
3. Tackle tough recruiting areas by highlighting an individual team, like CVS Health did with their Pharmacy Benefits Management team.
Attend for a behind-the-scenes look at the story collection process, and nab some tips you can try out yourself!
The Art of Connecting: Recruit Like an FBI Agent, the Original Social Enginee...RecruitDC
Talent sourcing is undergoing a paradigm shift, new game, new rules. Agility is key. In this increasingly digitized and networked business environment, winning organizations proactively go beyond traditional workforce sourcing for competitive advantage. Learn the efficient, metrics-driven process to recruit the best candidates and learn the what-you-say and what-you-don’t-say via NLP/Neuro-linguistics programming. Conni will share the most efficient talent sourcing web search strategies and dissect actual calls identifying, sourcing and reeling-in the most qualified talent--not the most easily findable or easiest to connect with--from IT to healthcare to defense to financial services and beyond. Now that LinkedIn has leveled the playing field, how are you distinguishing your results and demonstrating Staffing Subject Matter Expertise? In this session, identify, contact and compel candidates for any function, from individual contributors to senior management with empowering sourcing best practices/case studies. Excel in connecting with the people you most want to place for the most challenging open positions via this fun, fearless formula and improve your reputation as the Deliverer of Results!
Recruiting & On-Boarding: Like Peanut Butter and Jelly - Anna HalbrooksRecruitDC
Lessons learned from building out the recruiting and onboarding functions for local start-ups and the importance of connecting the two to create a seamless experience for employees to launch them to achieve their full potential
Blueprint - Building a World-Class Data Program for Recruiting - Andrew GadomskiRecruitDC
A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
Blueprint - Building a World-Class Data Program for Recruiting - Andrew Gadomski
Referral Programs: We Can Do So Much Better - Alan Henshaw
1. IF YOU BUILD IT, THEY WILL
COME
RECRUIT DC – DECEMBER 2017
2. WHO AMI?
Client Lead/ SeniorTechnical Recruiter– Amazon
Former DCresident –nowSeattle
10yearsofTalentAcquisitionexperience
Engineering,UX &Visual Design,Analytics,Cloud,DevOps, scientist,
blahblahblah
Full life cycle recruiting, Operations,Programs,Analytics,Toolsadvisor
@henshawsburgh
AlanHenshaw
3. HOW THIS CAME UP
How thistopic came about
Benefits
How mostprogramswork
Whymostdon’twork
NewIdeas
Tools
WHAT WILL I BABBLE ABOUT THE NEXT HOUR?
4. “What people say, what people do, and what people say they do
are entirely different things.”
- Margaret Mead
5. HOW THIS CAME UP
2001humanbehaviorstudyin SouthernCalifornia
Turnoff yourACand turnon yourfans, youcan save $54this summer.
“Save the planet” by turningon fans instead of yourAC.
Be a good citizen and help control energyblackouts by turningoff AC.
BUTtherewas a4th
Whensurveyed, 77%of yourneighbors didin factturnofftheirAC andturnedontheir fansandpleasejoin them
in doing so.
HOWWE GOTHERE
6. WHAT DOES THIS TELL US?
If something is inconvenient...
Moral persuasion and financial incentives don’t do muchto move
us.
BUT
Socialpressure,socialrecognition, behavioralscience – thatis
wherehumanbehaviorchangecanhappen.
7. WHAT DOES THISHAVETO DO WITH RECRUITING?
Utility regulationhasn’tchangedmuch sinceThomasEdison.
Peoplespend7 minutes ayearthinkingofenergy consumption.
8. REFERRALS – WHAT ARE THE BENEFITS?
A large numberof hiresgenerallycome fromreferrals(17-
30%).
13%higher retentionrates.
75%morelikely tobehired.
Morecosteffectivefortheorg.
9. GENERALTRAITS FOR MOST PROGRAMS
Dayone ofnew hire orientation,one quickslideoverview.
After90/180days,youget paid.
Lackofeducation.
The “blackhole.”
Recognitionfortheemployee.
Leadershipdriving theprogram.
Referralprogramsareboring.
10. WHY THISDOESN’TWORK
Dayone ofnew hire orientation,one quickslideoverview.
Lackof Education &process.
After90/180days,youget paid.
Hopefully.
Lackof education around programs.
New Hire team does orientation.
The “blackhole.”
What SLA’s arewe held to? Give expectations.
Recognitionfortheemployee.
Thedefinition of social recognition.
Leadershipdriving theprogram.
YourLeadership doesn’t makethis a priority to build a cohesive team.
11. BEFORE WE IMPROVE: THE BASICS (1/2)
Even withthe worstReferralprogram,youwill get referrals!
• Duringanemployees first 6 months, youaremost likely to get referrals.
Understandingrecruiting-
• Equal balance of huntingand farming.
• “You haveto deposit money before youcan take it out.”
• Provide value – Introduction,resumetips, online article.
• Timeeach weekdedicated to farming and building relationships.
12. BEFORE WE IMPROVE: THE BASICS(2/2)
DoNOTjust askaboutpeopletheyknowlookingfora job.
Instead-
• Ask who theyworked with before that was amazing.
• Who in the industry would youlove to work with at some point.
• Who do youknow that is qualified for the job?
Askif youcanmention theirnameornot.
• Either way, you are spending time on a qualified candidate.
13. NOW THE FUN STUFF
How toimprove.
Whatdowe reallywant?BetterQuality!
Youdon’thavetodoALLofthem, usecreativityforwhataligns withyourorg’s currentstructure.
Startwith 2x2logic – Littleeffort,maximumreturn.
14. IDEA #1
All aboutthe recognition -
• Referral analytics.
• Call outs during All-Hands meetings.
• Dinner/HappyHourwith Leadership.
• Email from Leadership.
Recruitinggetting timeatthe beginning ofbusinessmeetings.
15. IDEA #2
Within2 weeks ofanemployeestarting,sit down1:1 withthatperson.
• Education on how the program works.
• How yourparticular companyhires.
• Discuss open roles on the team.
• Createa list.
16. IDEA #3
Createa programaroundreferralswithsocial
recognition.
Tiers of“swag.”
Whyitworks-You can’tget it!
Peoplewantthings in low supply& high
demand,
Air Jordan2 –netted $31Kon ebay
17. IDEA #4
Thinkbeyondmonetarybenefits.
Forasuccessful referral,sendthem toa conferenceof their
choice(entry, airfare,hotel.)
• Something theymay not pay for themselves out of their own
pocket.
• Theywear swag = brand awareness.
• Knowledge share to the rest of the team.
• Teachthemhow to recruit before theygo!
Welcome! It is really great to be here. Thanks to RecruitDC for actually having me here a 2nd time. They must have forgot about the first time I was here?
This session is going to be interactive. If you don’t answer questions or remain quiet, its going to be awkward for all of us
So “If you Build it, they will come” What movie? I told you it would be interactive!
So who I am? My name is Alan Henshaw. That is me there. I also think I have an extremely strong Bitmoji.
And you can see my twitter handle there so feel free to tweet along and tell me how amazing or awful this information is.
Work now for Amazon as a Sr Tech Recruiter and also a Client Lead which means I oversee a project within my business. I work with the business owners to improve process, look at annual hiring plans and plan I did tech recruiting in the DC area for about 6 years. Software company, Consulting, some staffing. Mainly all in commercial, very very little government. I moved to Seattle recently to join Amazon.
Anyone from Amazon in the crowd? I need to know what I can / can’t say. Public relations talked about me taking a training course before this but I managed to avoid it so don’t think I can get in trouble.
Started career very metrics driven – Robert Half doing Accounting/Finance. It taught me how hard you have to work to hit your goals.
I have covered a wide range of technical roles – all types of engineering (software, machine learning, hardware, electrical, mechanical) Design, variety of analytics, Cloud & Devops, even now how started to recruit scientist around Bioinformatics, optical,
I have always carried a req load. I have been an individual contributor up to Director, always had reqs I handled. But really enjoy looking at Operations, Programs, Analytics of recruiting (RecruitDC Nov 2015), different tools / systems, business side (run rate, etc)
If you want to tweet me – see there
How did I get here to this exact point on this stage today. This is something that is actually a few years old or so which I will get into in just a second.
What are the benefits of having a referral program
How most referral programs generally work – as you will see, this can change though based on the size of your org
Also why most of these programs do not work effectively
What are some new ideas. Some things that you can put into motion ASAP.
We all love tools. What are some of the most popular tools out now that can help automate some processes.
Just a show of hands, anyone know who Margaret Mead is?
Margaret Mead was an American anthropologist. Anthropology is the study of what makes us human. When she past away in 1978 she was the most famous anthropologist in the world. Masters and PhD from Columbia. Author, Professor, Speaker on social sciences. It was through her work that many people learned about anthropology and its holistic vision of the human species. She was and is, a very important person in history for her education on human kind.
One quote that Margaret had that is very important to remember…
Used to work for Opower in Arlington. Publically traded, Saas based software company that built energy efficiency software for the utility industry. If you notice, “built” is past tense. They still operate but under the Oracle name now. I wont talk about it. It’s a sore subject for me.
Co-founder Alex Laskey TED talk. This talk was so fascinating to me. I would find myself just watching it over and over.
Hot summer in SoCal roughly 15 years ago, a local university (pretty sure it was Stanford) ran a behavioral science experiment. They put signs on every door in a neighborhood asking them to turn off their AC and turn on their fans. They wanted to see what would cause someone to actually change their energy consumption habits.
Read through first 3 bullets
(ask audience?) What do you think happened? They had zero impact.
Neighbors that got the 4th message saw an energy savings of 13%.
The other funny part, when also asked if money savings and environmental control would cause them to save, they said Yes. When asked if someone else was doing it, they didn’t care. “I don’t care what my neighbor is doing!”
It goes back to Margaret Mead- what people say, what people do, and what people say they will do are totally different!
Behavioral Science - back to Laskey TED Talk. Anyone own a hybrid or electric car?
I know first hand – I had a hybrid – watching that little screen that showed me my MPG, etc. Caused me to slow down. That is why the Prius was successful. It combined material science and behavioral science.
Some of you may be asking…. What in the hell does this have to do with Recruiting or referral programs???
-Referral programs haven’t changed much since Thomas Edison and neither have referral programs
- The average American only spends 7 minutes a year thinking of their energy consumption. Probably about the same amount of time, if not less, that they spend thinking about your god-awful referral program. – Opower survey that Product Managers did with consumers.
-At a high level – what are the benefits of having a referral program?
The following stats I took from an article on Recruiter.com by Sarah Duke. Content Creator for Red Branch Media
- large number of hires – changes drastically by org
Higher retention – 13% better retention rate– Referrals have a rate of 46% compared to 33%
Avg employee hire can cost between $5K - $18K – referrals much cheaper. Organizations can save roughly $3K per hire that is a referral.
Lets take a look at how “most” programs work. On the next slide we will talk about WHY these DON’T work.
Day 1. Show up, all excited. You sit down to do some type of orientation, you get a quick 15 second slide that covers this.
Getting paid. We all love money right?
Black Hole – having a system in place for looping back with the referrer. Does anyone in the audience have a good system in place? Is it automated?
Recognition – ask a question – how many people have a recognition system in place? (besides money) What are they?
Building a team is everyones responsibility. It is everyones job to uphold the values of the company and hire good people. Leadership generally doesn’t drive this.
Day 1 orientation is a blur for most. Its drinking from a water hydrant. One quick slide and moving on. New employee has more important things to remember.
Getting paid - its nice but doesn’t motivate most. After taxes, they are getting hardly anything! When asked, tons of people say money motivates them. In staffing, sales, that is what employers want to hear.
New hire team does orientation. They don’t do anything past that! They really don’t understand how it works or the ins/outs of it.
The black hole – the most complained topic with referrals. I refer someone, never hear anything back. I have no idea what is going on unless I reach out to recruiter or my referral. Large and small orgs a lot different. Educate your teams on what to expect and keep to it!
No internal recognition – An employee is new and puts their reputation on the line. Most of the time, the business doesn’t even know the source of the candidate.
Leadership doesn’t voice the priority of building a team. It is everyone’s responsibility to build the right team.
At the end – “Lets talk about how we can get better!!!”
The good news – no matter how bad our programs are, we will still get referrals.
More likely to get referrals during an employees honeymoon phase (first 6 months)
Back to basics. The 30k foot view of recruiting and what early recruiters mess up on. They don’t provide useful content or help.
BUT this is all important for a reason. Generally, people do not want to refer you people if they don’t think you will take care of them! They have to trust you first. You will still get referrals through an internal system. But want to get external referrals, you have to prove yourself and be a value before you get those networking leads!
How to ASK for referrals – so important!!!!! Most people hear “referrals” and immediately just think of who they know are looking for a job.
I honestly do not know when my best friends are looking for jobs. I get a text that says they got a new gig or I see it on LinkedIn.
Ask the right type of questions. Educate people on the type of candidates you want.
Some may be hesitant to give out names – tell them you don’t have to mention their name. We just want qualified candidates!
-No matter if you are an IC or manager, these are things that you could implement quickly to see improvement.
We can always improve. No matter how good a program is, we should always be doing iterations on improvement.
-What do we want? Quality over quantity. 1000 bad referrals don’t help us!
Recognition. Go back to the TED talk. Show the org the data of what everyone else is doing. Depending on bandwidth – you can create a landing page with a “Leaderboard” for the company.
Almost everyone has All Hands meetings. Give shout outs. Social recognition.
Education: What are recruiting SLA’s. If they refer someone, what is the process.
How we hire: Ex: For early level engineers, we look more for competencies and solid OO theory vs specific syntax.
Current open roles across your team or org
-Tiers of swag – a point system? Points for phone screens, on site interviews, and hires. Rack up points, get better swag! You can run this monthly, quarterly….
- Maybe have your design team create a special logo for referrals? Or “level” names? Be able to show off something you have that is unique.
This behavioral science is easy – people want what they cant have! Things in low demand drive a high price. Shoes, cars, coins, books, anything!
-Ask the audience - Who in here is a “sneakerhead?”
A pair of Air Jordan 2’s netted $31K on ebay. 28 years old and not even properly cared for, drew huge attention because of the rarity of them.
Why would we think that slapping a $2k bonus sticker on a referral is going to persuade employees to refer someone? Think back to the TED talk, monetary benefits do not motivate a lot. How can we get employees that have past the “honeymoon” phase to refer? Those are some we need to focus on the most.
-Send them to a conference. The whole works. Depending on your company, maybe attending conferences is not something everyone gets to do. And conferences are not cheap! That extra money they get from a referral, that money is spent! Mortgage, child care, student loans, credit cards, just monthly bills. It wouldn’t probably go toward something like that.
Multiple benefits from this! – They wear swag and create brand awareness.
-Don’t forget to teach them how to recruit before they go.
- If they meet somone they like, get contact info, ask if they can reach out.
- Talk about what they love about their company. Things developers will understand (new tech, ability to learn, etc)
Pretty self-explanatory.
We all work extremely hard. I am absolutely LOVE to take vacations and usually line up 2-3 per year to a nice tropical island somewhere. This would definitely incentivize me.
Quick transition – we all love tools. They help us automate our day to day tasks and referrals are no exception. Here are some of the top referral tools out there to help you navigate.
Many of us do not have extra hours to spend but we may have budget!
Many of these tools tap into employees social networks. Shows open roles and reward for each role. They can tag people from their network to that role. You want to find one that integrates with your own software and makes sense for your particular end goals.
Teamable – did a demo with co-founder Laura Bilazarian about 2 years ago. I am sure its improved since then. It allowed you to give access to the platform and you could look inside of your employees networks and suggest them for current roles, your employees could respond with their thoughts. Also would show what referral bonus’s are set out for each role.
Have any of you used these?