Partner inbound recruiting

Hinweis der Redaktion

1. We developed 56 website on the COS last year , that is little over one per week.
2. We are here the growth summit and we all know that there are growing pains  I am hopeful today to share with you how we overcame our talent acquisition growing pains. Just like all of you, we need to scale up our team first. We were mailers Unique approach to hire 2013 we were 9 people Now we are 25 people We had to be very agile with all of the team members cross-functional inbound skills . As we only have five COS developers on staff. So you don’t need a big team, you just need to scale up your developers. It takes a lot of effort to find the right talent and create process and culture to GSD. 
3. So I wanted to provide some context, we are based in Vermont. Not a huge population of talent, so we have to get creative. Population 42,000 Three colleges in town Tech centric environment, but still pretty small
4. I have 6 main topics that I want to cover with you today. How we create our talent acquisition funnel Recruitment Sources (Tofu) Applicant Persona/Forms (Mofu) Culture Code Interview Process (Bofu) Inbound Recruitment Review
5. Director of Operations - recruiting champion .. this is person needs to be one your best salespeople and think about recruiting like sales thinks about bringing on a new customer.
6. Persona: Applicant Andy Applicant Andy: Web Developer We were fortunate to have 2 awesome designers & developers on staff. We were able to interview them build out our persona and we have been refining it ever since.
7. Persona: Applicant Andy Get to Know Us - Browsing our website, be able to articulate what we do. Be Social with Us - Attend our events, stalk our social networks Culture - Know our culture code and ask questions about it Know our Industry Challenge Us - I want to see that you can ask some hard questions back to us.
8. Are they visiting the website after each interview ? Are they connecting with you on Social? Did they check out the blog or just the about us page?
9. Leverage automated emails to nurture applicants and get them to your blog. See what they do ? Anything ?
10. We have a 3 round interview process, starting with a culture interview. Group dinner work great to test their customer success skills - see how the handle themselves in a more social setting. I have rule, that I don't hire someone that would not have dinner with
11. 1-on-1 are at the core of our management practices Make sure that employees have at least on Big Hairy Audacious Goals Do you have a formal training plan past what HubSpot offers?