5. Your Problems
1. Engineers complain you’re wasting their time
2. Your process is randomly based upon whomever is hiring that day
3. Managers want you to use the same job description as two years ago
4. You’re saying no to 99%+ of candidates
5. Leadership doesn’t value how important recruiting really is
6. Every time you go to a recruiting conference, every presenter and
organization says their process is more awesome
7. But updating your company’s broken process is like asking people to
volunteer for trepanation
7. Sustainability
1. Self-reinforcing
2. Scalable
> Makes your life easier!
But I’m thinking about sustainability from a different angle. As an entrepreneur, I love recruiting but I also want a process that is low maintenance, scalable,
and makes everyone’s lives easier so we can apply our efforts where it makes the most sense.
18. https://www.flickr.com/photos/dougliz/
Forget coffees, walks, etc. We were doing office sit-down weeklies. The feedback I was giving him was so direct and so harsh, almost any other person on
my team would have cried. He’d nodd. But then in a week or two, “oh hey, yeah I heard that… but I thought this would make more sense.” I couldn’t win.
24. “Meebo’s great hiring process only
selects the best…like me!”
Jonas’ Perspective…
At the end of this, Jonah loved Meebo’s hiring process. Obviously it selected him, so how could it be wrong?
25. “Hey, maybe I’m just a super
awesome manager!”
Manager’s Perspective…
But I know better — I was a mentally sharded, sleep-deprived founder who was stretched too thin. As much as I’d like to take credit, it wasn’t me.
26. Let’s Break it Down…
A problem employee:
1. Started interviewing
2. Became self-aware
3. Changed his behavior
4. Reversed his performance trajectory
5. Became a star employee
6. Became a recruiting advocate
Holy cow. That stuff does not happen!
27.
28. 5 Parts of Culture
1. Hiring: who gets hired?
2. Ideas: Where do ideas and goals come from?
3. Decision-Making: How do decisions get made?
4. Accountability: How are people rewarded and held accountable?
5. Excommunication: When are people let go?
Let’s crack this open. In general, we usually think about it linearly. I’d argue that recruiting is first and therefore most important. When an employee starts,
how they help the business progress towards its goal, and how an employee leaves. But that’s not totally true.
29. Hiring
We hire based
upon the way
team members
will be
reviewed.
We are
evaluated based
upon the criteria
for which we
were hired.
Review
Making it Stick
We’re constantly hiring and we’re constantly being reviewed in an organization.
32. Making it stick
1. Hiring and reviews reflect organization’s core values
2. Job description outlines criteria for success and future review
3. Both the employee and the manager have practiced
discussing behavioral issues, making reviews easier
4. The metrics for hiring & reviews are more consistent across
organization
5. The hiring process and the review process are authentic,
meaningful, and celebrated
What happens when these are linked together?
33. You can have all of Meebo’s process. There you go — our questions. Take out your iPhones now. But unless it’s connected to the rest of the culture, it
won’t matter.
59. 2010 Plan
goal !
2010 PLAN
hire
build
Story - most difficult times of my career
Become a self-sustaining business
Web & UX teams - competitive edge, frameworks
25 - Google
Tremendous pressure!
67. Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...
Hello my name is ...
and I am a recruiter...Hello my name is ...
and I am a recruiter...
74. Recruiters vs. Managers
= Top Company Recruiters
= Start-up Recruiters
= Managers
49% 42% 67%
20% 37% 37%
44% 67% 79%
Role
Description
Personalized Company
Description
Recruiters vs. Managers
78. Recruiting is Easier When It’s:
Self-reinforcing
• Simple is better: connect the hiring and review process together.
The rest will follow.
Scalable
• Record metrics: interview ranking systems, pipeline analytics
• Know your bottlenecks: work from start to end of process
• Prioritize home runs: target long-term, easily repeatable
techniques
80. But what if…
Q: We don’t have clear values?
A: Cheat sheet: talent, proactivity, results-focused, team,
adaptable
Q: Managers are too busy to switch
A: Don’t boil the ocean — start with one team that is
desperate that will set a great example for others to follow