TalentNet 2016, during SXSW and powered by Dice - presenting on how to use tech events for recruiting.

1. Do you win?

2. Surely the job boards have all the candidates
anyway?

3.  The event should know who’s coming, right…?
 Let them do the targeting for you!

4.  They’ve fought for the budget and time to be there
 Keen to learn and develop
 Greater market awareness
 More likely to be your future advocates

5.  How often do you make interview decisions within the first few minutes?
 Do candidates engage with your existing team?
 How to they approach the problems you wish to solve?
 Can you picture them as part of your workplace?

6.  Attendees work for your competitors right now
 They should be inspired and energised at any good event
 Idea discovery
 Product feedback

8. WTF do I know about recruiting and events anyway?

9.  Recruiter for over a decade
 Enterprise – Vodafone, Capgemini, IBM
 Startups – recruited for over a dozen London firms
 Founded TweetJobs
 Raised seed money, built, scaled, exited
 Five years in consulting and advisory
 Startup team scaling
 Product management (particularly building Product Culture)
 Five years in tech events
 Mind The Product / ProductTank
 UXBrighton
 SwitftStock

10. Enable your team

11.  Company or product mission
 What you’re hiring for
 Key values
 Why YOU?

12.  Types of candidates
 Even within a niche market, differing levels of seniority will attend
 Freelance? Permanent? Long term pipeline?
 Measures of success
 Candidates registered
 Applicants registered
 Initial interviews completed
 Hires

14.  Accepted wisdom & Pareto
both lean towards the
80/20 split
 Hires are near-term – but
only 20% of available
value
 Pipeline potentially 80% of
total return

16. Because it matters. It just does. Always.

21. It’s here. It’s happening. OWN IT.

32. Don’t just leave me hanging, yo!

36. @james_mayes
james@mindtheproduct.com