We all go to conferences and hear why and what companies are doing - which is awesome. But we often walk away wondering...how? In this keynote, Ambrosia and Lars share Hootsuite’s journey to “working out loud” and bringing open-source approaches to Hootsuite’s talent strategies. From #BSU to #BCorp, learn how Hootsuite and leading companies are introducing open-source approaches to HR, as well as get actionable resources to take back to your organization. Watch the best of Talent Connect: http://bit.ly/1MBqz6m

2. #HROS
Open-Source Comes to HR

3. #HROS
Open-Source Comes to HR
Ambrosia Vertesi
VP Talent, Hootsuite
@Hambrody
Lars Schmidt
Founder, Amplify Talent
@ThisIsLars
@HootsuiteLife @AmplifyTalent

4. (Just to put things in perspective)
Hootsuite Flight Path
Employees
Growth
Hyper Growth

6. Our Values
Passion in all we do
Lead with humility
Respect the individual
Build a better way

7. A passionate, egoless team having fun
building something bigger than themselves
Our Culture

8. #BSU

9. = #Blow Shit Up

10. A brief history of #BSUA brief history of #BSU

11. Work out loud
We strive to constantly give each other visibility into the bigger picture.
Keep open doors
We have an open door policy for everyone, no matter what position.
Our offices therefore have no walls or barriers (Physically or
metaphorically)
Set visible, big picture goals
Knowing what others are doing and seeing big picture goals helps us
better support each other and share a greater sense of purpose.
How we #BSU

12. ROOTS OF OPEN-SOURCE

17. HOOTSUITE’S PATH TO HROS

19. Social Organizations!
Mean “Working Out Loud”

20. Spark Innovation!
Accelerate learning by openly
sharing best practices and
learnings.
Why HROS?
Inspire Others!
Empower leaders to become
mentors. Lets use out expertise
to inspire our peers to succeed.
Open Education!
Make it easy for HR practitioners
to access and share actionable
resources.
Democratize Ideas!
Your don’t need to be a blue
chip company with a big global
budget to have a best practice.
Give Back!
Narrow the gap between leaders
and laggards by sharing
knowledge and practices.
Social Sharing!
Leverage social with #HROS to
remove friction from sharing and
contributing.

21. • Applying ‘open-source’ approaches to HR
• Share best practices, learnings, failures
• Case studies breaking down HOW we do things
• HR team encouraged to share over one “guru”
• Permission to try, fail, share
Open Source HR - #HROS

24. #HOOTSUITELIFE CASE STUDIES

25. #1: How to Execute a Global Periscope Campaign
Problem
Deliver a cohesive global view of recruiting pipeline and key activities
Solution
Build a custom dashboard combining elements from Google Forms, Slides, iCIMS,
HRIS, Google Analytics
Results
• Increased Executive awareness & visibility
• Higher coordination among global teams
• Greater operational focus in recruiting

26. #2: How to Design a Global Recruiting Dashboard
Problem
Deliver a cohesive global view of recruiting pipeline and key activities
Solution
Build a custom dashboard combining elements from Google Forms, Slides,
iCIMS, HRIS, Google Analytics
Results
• Increased Executive awareness & visibility
• Higher coordination among global teams
• Greater operational focus in recruiting

27. #3: Rethinking Candidate Experience
Problem
We had gaps in our CX that was impacting our potential talent pool
Solution
Audit our CX, resulting in new job descriptions, email templates, and CX
survey
Results
• 30% increase in applications per job
• Positive response from applications/candidates
• Measure lift to CX survey feedback

28. #4: Hootsuite Becomes a #BCorp
Problem
Elevating our CSR approach to become a “Certified B Corp” company
Solution
Submit to the B Corp certification standards, and follow necessary eligibility
steps
Results
• 40% of our employees volunteered to actively participate in CSR initiatives
• Two new senior hires, and one agency partner joined due to B Corp status

29. #5: How We Created an Employer Brand Playbook
Problem
As we continue to grow, it’s becoming more difficult to keep all
stakeholders in sync on our global Employer Branding efforts
Solution
Build “Inside #HootsuiteLife”: a comprehensive global EB Playbook
Results
• Activities captured led to 50% increase in applications per job
• Increased stakeholder engagement!
(Talent Team, Employees, Executives)

30. COOL. DOES ANYONE CARE?

31. #HROS Case Studies Viewed/Downloaded >10k Times#HROS Case Studies Viewed/Downloaded >10k Times

32. #HROS Gaining Momentum#HROS Gaining Momentum

33. HOOTSUITE.COM/HROS

34. HROS.CO

35. #HOOTHROS BECOMES #HROS

36. Earls #HROS Case Study:!
How We Linked Culture & Strategy to Drive Engagement
Problem
Earls employee engagement numbers were declining
Solution
Unify our language and vision through the “Earls Experience”; reinforced
through leadership development program, bottoms up feedback & peer
feedback
Results
• Reduced hiring costs by $1M
• Increased retention from 28% to 43%

37. CA Technologies #HROS Case Study:!
How We Fixed The Job Applicant Black Hole
Problem
CA Technologies was only reviewing 12% of 100k+ global applications
Solution
Develop internal SLA’s and build talent assessor team to revamp their
review and response process, resulting in 100% review
Results
• Response time trimmed to 3.5 days
• 60 hires made from pool of missed applicants

38. Oracle #HROS Case Study:!
How We Leveraged Google Forms for CandidatePipelining & Engagement
Problem
Oracle wanted to generate junior sales prospects for recruiting events
Solution
Leverage Google Forms to build custom event invitations with branded
content to attract targeted leads
Results
• Reaching 400k+ prospects on LinkedIn & Facebook
• Initiative generated 600+ new applicants

39. READY TO OPEN YOUR KIMONO?

41. How to Get Involved
1. Share: resources that you find educational and
inspirational using the #HROS hashtag
2. Contribute: ideal commits to share at least two case
studies each year
3. Activate: not able to share a case study but you want
to take action? Message us below
HROS.co

42. THANK YOU