For companies in growth mode, hiring becomes the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of companies, weâve learned how to hire well, along with some classic mistakes to avoid.
In this webcast, you'll learn:
- Why it's time to blow up your job descriptions
- Where to source candidates (beyond the obvious places)
- How to make hiring a strategic priority internally
These, along with 10 other hacks, will help you learn how to hire the right talent to fuel your company's growth.
To hear more great tips, join us on the Talent Connect livestream October 5th-7th, 2016: http://bit.ly/2cflYPK
4. Blow up your job
descriptions.
HACK #1:
@leelasrin @lever
5. Most job descriptions are a combo of
depressing and ridiculous.
Source: Twitter @_vicksolo via Buzzfeed
@leelasrin @lever
6. What will your new hire:
- Own?
- Teach?
- Learn?
- Improve?
What will they actually do?
@leelasrin @lever
Forget Job Descriptions,
Create Impact
Descriptions
8. Instead of this... ⊠try this
Depressing, unrealistic
job description
Inspiring role profile with
sufficient context
Specific,
complementary areas
to delve into
Little to no guidance to
every interviewer
Evaluating whether their
skills and experience
raise the bar
@leelasrin @lever
Deciding if youâd enjoy
having a beer with a
candidate
12. Simulate the work environment
âPut your candidates in the position that is most
similar to their actual working environment: at home
and with a computer, not in front of a white board
doing coding challenges.â
- Chris Shaw, Director of Talent at Meteor
@leelasrin @lever
16. Donât give up on top
prospects so easily.
HACK #5:
@leelasrin @lever
17. Build relationships, donât push jobs - and
adjust approach based on (non-)responses
Scenario 1:
no response
Scenario 2:
timing is off
â Try them again (politely)
â And again (politely)
â If you prod politely, you
may guilt them into a
response
â You may also get a
referral
â They decline: Find out why
- then follow up in the
logical timeframe (e.g.,
post-bonus or vesting cliff)
â You fill the position: Tag the
candidate so you can find
them 3, 6, 9 months from
now when the next role
opens up
@leelasrin @lever
19. FACT
The whole world is checking
out your LinkedIn profile. And
the profiles of your employees.
10,000 employees x 250 unique, non-employee 1st degree connections = 2. 5 million
engagement opportunities
20. vs.
Employee connections on LinkedIn beat
Company Page followers by a mile
at least 18x
the 1st degree footprint
@leelasrin @lever
21. We gave our team guardrails - but we also let
them (and wanted them to) be themselves
@leelasrin @lever
22. 80 percent of our team overhauled their
profiles
âAt Lever we really walk the
talk when it comes to talent.
We put a ton of thought into
how we hire and onboard
people, as well as how we
help them grow in their
careers
@leelasrin @lever
âI used to think being a woman in
tech meant simply accepting and
overcoming aggressive
workplaces⊠At Lever, I am
thrilled to be an integral piece of a
diverse, inclusive, engaged, and
impassioned team.â
23. Turn your newest hires
into evangelists.
HACK #7:
@leelasrin @lever
24. It is literally never too early to get
your people fired up.
@leelasrin @lever
26. Get to precious referrals, fast and in
person
âDouble down on any referred candidates. Donât
take a âweâll get to them if theyâre qualifiedâ
mentality. Call and coffee them.â
- Jer Langhans, co-founder, Paired Sourcing
@leelasrin @lever
28. Showcase hiring like you
showcase sales wins
Source jam in progress Slack erupts with each new hire
29. Get feedback from people
who didnât make it.
HACK #10:
@leelasrin @lever
30. Learn from everyone who goes through
your hiring process
âWe used to run NPS surveys among candidates that
we didnât hire - and then ask follow-up questions to
find out how we could improve our candidate
experience .â
- Kirsti Grant, CEO & Co-Founder, Populate;
former VP Talent, Vend
@leelasrin @lever
32. Do not under any circumstance
short-change reference checking
Donât Do
â Rely solely on references
provided by the candidate
â Let the reference drive the
call
â Expect the reference to
proactively raise negative
points
â Find other references who
are mutual connections
â Lead the call; probe for
exact details on the
candidateâs achievements
â Find ways to frame
âweaknessâ questions to
get accurate answers
Recommended reading from Josh Hannah: bit.ly/reference-checking
With thanks to
David Skok of
Matrix Partners
33. Seed diversity & inclusion
early. Never let up.
HACK #12:
@leelasrin @lever
34. D&I is really hard. Smaller companies can
take more radical approaches.
The âguysâ jar The âno resumeâ
campaign
The diversity
dashboard
@leelasrin @lever
37. Invest in the tools
to do it right.
HACK #13:
@leelasrin @lever
38. Other functions are way better at
equipping themselves to manage leads
@leelasrin @lever business.linkedin.com lever.co
39. #1 Blow up your job descriptions.
#2 Interview like you mean it.
#3 Get your candidates comfortable.
#4 Source beyond the obvious places.
#5 Donât give up on top prospects so easily.
#6 Make LinkedIn your employer brand machine.
#7 Turn your newest hires into evangelists.
#8 âCall and coffeeâ your referrals.
#9 Internally, talk about hiring. All. The. Time.
#10 Get feedback from people who didnât make it.
#11 Reference-check your heart out.
#12 Seed diversity & inclusion early. Never let up.
#13 Invest in the tools to do it right.
Thank you!
Questions?
@leelasrin @lever
www.linkedin.com/in/leelasrinivasan
leela@lever.co
40. Subscribe to our blog
talent.linkedin.com/blog
See our videos on YouTube
youtube.com/user/LITalentSolutions
Check out our SlideShare
slideshare.net/linkedin-talent-solutions
Products and insights
talent.linkedin.com
Follow us on Twitter
@hireonlinkedin
Connect with us on LinkedIn
www.linkedin.com/company/1337
About LinkedIn Talent Solutions
LinkedIn Talent Solutions offers a full range of recruiting solutions to
help organizations of all sizes find, attract, and engage the best talent.
Founded in 2003, LinkedIn connects the worldâs professionals to make
them more productive and successful. With over 414 million members
worldwide, LinkedIn is the worldâs largest professional network.
Give us a call at 1-855-655-5653
#HireToWin
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
Do more than one thing. Do a variety. If people are nervous, give them an opp to come back.
Avoid false negatives - also costly to not hire people. A lot of people worry about false positives. Esp. when market is really competitive, being overly cautious is also a bad thing.
Should not be comfortable with a bad process. Being unsure is an area for improvement. It is easier to not make hard decisions.
Screenshots -
scheduling interface with complicated panel
interview feedback form with scorecard
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
Do more than one thing. Do a variety. If people are nervous, give them an opp to come back.
Avoid false negatives - also costly to not hire people. A lot of people worry about false positives. Esp. when market is really competitive, being overly cautious is also a bad thing.
Should not be comfortable with a bad process. Being unsure is an area for improvement. It is easier to not make hard decisions.
Screenshots -
scheduling interface with complicated panel
interview feedback form with scorecard
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
Do more than one thing. Do a variety. If people are nervous, give them an opp to come back.
Avoid false negatives - also costly to not hire people. A lot of people worry about false positives. Esp. when market is really competitive, being overly cautious is also a bad thing.
Should not be comfortable with a bad process. Being unsure is an area for improvement. It is easier to not make hard decisions.
Screenshots -
scheduling interface with complicated panel
interview feedback form with scorecard
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.
metric \ framework
Hiring at a startup is a problem because you have to do all these things when you donât have time
2. different potential angle - history of hiring. used to be done this way. Iâm sure you realize how ridiculous would be to do today.
3. overall stats - CEO report - most important stat people cared about was never hiring, human capital management became the biggest problem people cared about in 2012.
bersin - no oneâs using agencies anymore. but youâre a startup so no one is seeing your jobs page.