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The Ultimate Hiring Tool Box for SMBs | Webcast

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Luan Lam, from AppDynamics, and LinkedIn’s Lauren Babek will walk you through the toolbox and tell you how you can start using it immediately to speed up productivity and improve your hiring process.

Continue learning with other SMB hiring webcasts: http://lnkd.in/e3FfJHB
Read more on the Talent Blog: http://linkd.in/1E6z96H

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The Ultimate Hiring Tool Box for SMBs | Webcast

  1. 1. The Ultimate Hiring Tool Box For Small & Medium Businesses ©2013 LinkedIn Corporation. All Rights Reserved.
  2. 2. #hiretowin INTRODUCTIONS Moderator Guest Speaker Luan Lam VP of Talent Acquisition AppDynamics Lauren Babek Talent Acquisition Manager LinkedIn
  3. 3. #hiretowin The goal of this webcast is to help you apply THE ULTIMATE HIRING TOOL BOX to your 2015 Recruiting Plan Recruiting Strategy Job Requisition Activate Tools Interviews & Evaluations Onboarding Prep ‰ 50% of SMBs have increased organization effectiveness ‰ Visit: http://lnkd.in/SMBStrategySeries 1 ‰ Write job descriptions ‰ Align on needs & expectations ‰ Apply best practices 2 ‰ Post jobs ‰ Activate sourcing ‰ Generate ROI (Case Study) 3 ‰ Ask the right questions ‰ Look for the right things 4 5
  4. 4. #hiretowin Stage 1: START WITH A RECRUITING STRATEGY 1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
  5. 5. #hiretowin START WITH A STRATEGY WATCH RECORDING: http://bit.Ly/smbstrategyseries Recorded Stage Building Growing Managing Skills R&D S&M G&A Seniority Individual Contr. (IC) Manager Director VP C-Level Flat Functional Product Customer- Centric Geographical 20 or less employees Based on job functions (i.e. by department) Managers report to the president by product type. Organization based on delivering superior customer experience. Functional areas/personnel located in different regions.
  6. 6. #hiretowin Stage 2: THEN, BUILD THE JOB 1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
  7. 7. TIP#1: DATA COLLECTION & INTAKE MEETINGS #hiretowin General Overview • Organizational structure • Role in first 90 days • Career path • Compensation • Job description overview • Gain insights on business Process Discussion • Review steps from A to Z • List key milestones • Selection criteria • Interviewers • Time commitment • Setting expectations Collaboration Alignment • Level of priority • Interviewing team and roles • Response time expectations • Weekly / regular updates • Accountability Recap • Confirm understanding • Recap in email Follow-up Meeting • Overview of strategy • Activity update and results • Feedback • Realignment
  8. 8. Tip #2: RUN A SEARCH OF THE IDEAL CANDIDATE #hiretowin Amy Miller iE Tech, Infomatrix Acme Tech ① Start with the end in mind ② Run a search of your ideal candidate ‰ What keywords are in their summaries? ‰ What skills and endorsements do they list? ‰ List of companies they worked at? ‰ What did they study in school?
  9. 9. #hiretowin
  10. 10. Tip #3: NAILING THE PERFECT JOB TITLE #hiretowin Save creativity for the job description, not the title SEO tools helps: • Recruiters and hiring managers are modern marketers • Use tools like https://adwords.google.com/KeywordPlan ner
  11. 11. #hiretowin TIP #4: KEEP WORD CHOICE IN MIND
  12. 12. TIP #5: EXPERIMENT WITH FORMATS #hiretowin
  13. 13. TIP #6: TEST & MEASURE GETS YOU CLOSER #hiretowin Use data to optimize your copy: ① # Views ② # Clicks ③ # Shares ④ # Applicants
  14. 14. #hiretowin Stage 3: ACTIVATE RECRUITING TOOLS & TECHNOLOGY 1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
  15. 15. TIP #7: PICK THE TECHNOLOGY & TOOLS BASED ON SHORT+LONG TERM NEEDS Candidates who have engaged with your jobs and brand are 2x as likely to respond to your recruiters Companies who adopt this strategy hire more candidates through LinkedIn than companies with Jobs and Recruiter alone #hiretowin16 Strategic Sourcing and Pipelining Metrics and Analytics Personalized Job Targeting Talent Brand Development 75%
  16. 16. CASE STUDY: GETTING REAL RESULTS Recruitment ad impressions Work With Us & rec. ad clicks Job views and apply clicks Career page views Recruiter InMails accepted New Followers* Hires impacted by LinkedIn Total hires #hiretowin Job impressions Work With Us impressions VP - Global Talent Acquisition 8,693,246+ Awareness Impressions 79,767 Consideration Actions 9 130 Traceable Impacted Hires 238 Total Hires RESULTS Saved over $1 Million in agency fees 55% of new hires were impacted by a LinkedIn product Increased size of company by over half—62% growth Engaged almost 20,000 members who were not previously interested More than doubled the number of Followers—2.3X
  17. 17. #hiretowin Stage 4: START INTERVIEWS 1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
  18. 18. TIP #8: TAKE A STEP BACK AND RECRUIT FOR THE BIGGER PICTURE, NOT JUST THE JOB #hiretowin Leadership • Describe a decision you made while in a leadership position that was unpopular and how you handled implementing it. What were the results? • Tell me about a time you convinced a team to work on a project they weren’t enthusiastic about? How did you do it? What were the results? Leverage • Give me a specific example of a time when you used good judgment and logic to solve a problem. What steps did you take? What were the results? • Tell me about a project/task you were accountable for where you had to enlist the help of others to achieve the desired results? How did you get them involved? What happened as a result? Results • What do you consider your greatest accomplishment? How did you achieve this? What was the outcome? • Tell me about the most challenging situation you’ve faced, and what actions you took. What was the outcome? Culture • If I were to chat with your peers, how would your peers describe you or what would they say about you? • Tell me about one of your favorite professional team experiences? How did the team demonstrate its strength? What was the candidate’s contribution to the team effort?
  19. 19. #hiretowin Stage 5: TRANSITION OVER TO ONBOARDING 1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding
  20. 20. #hiretowin ONBOARDING - BEFORE CALL OUTS: ① Build an agenda ② Setting up email and share resources
  21. 21. #hiretowin ONBOARDING – FIRST DAY ON THE NEW EMPLOYEE’S FIRST DAY Task Resources Done ? Send welcome e-mail to staff announcing the new employee’s arrival, function and location. Introduce employee to co-workers. Meet with personnel/payroll/benefits representative to complete new hire paperwork and to receive introduction to employee benefits. Schedule attendance at orientation programs: 9 New Employee Orientation Program 9 Benefits Orientation Note: Advance sign-up is required for the Campus New Employee Orientation Program. Order business cards. Introduce employee to work area, including: 9 Use of phones 9 Departmental purchasing policies. 9 Computer orientation – common programs & useful websites Review & set up standard meetings. Orient employee to worksite: Coffee room Bathrooms Photocopy machines Fax machines Supplies Restaurants Transportation Break rooms Vending machines Location of first aid and emergency supplies Mail services CALL OUTS: ① Buddy System introduction ② Day-1 New Hire Orientation
  22. 22. #hiretowin ONBOARDING – WITHIN 2 WEEKS WITHIN THE 2 WEEKS Task Resources Done ? Review departmental policies and procedures re: Probationary period Timesheets Vacation and sick leave accrual and use Hours of Work Work Rules Attendance Policy 9 Phone etiquette Personal phone usage policy Personal computer usage policy Performance appraisal process Merit/salary increase timeline Introduce employee to job: 9 Review Job Description. 9 Discuss supervisor’s style and expectations. 9 Review performance goals and expectations. 9 Identify the “players” connected to the position; make appointments with “key players.” 9 Identify the “customers” served by this position; define customer service. 9 Discuss employee safety. 9 Review standard meetings the employee needs to attend. Identify what training and development activities will be needed in the next six months. Sign up for the appropriate classes. Meet weekly to complete orientation to work-related tasks and to ask/answer questions. Set performance expectations and discuss how and when the employee will be evaluated. Provide feedback on a weekly basis. Meet with key players. CALL OUTS: ① 360 (informal) Review: • Manager meets with new hire for one-on-one coffee to touch base
  23. 23. #hiretowin SUMMARY
  24. 24. #hiretowin TAKE-AWAYS Recruiting Strategy Job Requisition Activate Tools Interviews & Evaluations Onboarding Prep ‰ Align on the 3 Ss ‰ Make sure you have the team and resources in place to execute 1 ‰ Start with researching and collecting info from managers and examples online ‰ Use creative wording (except with titles) and try SEM tools for help ‰ Different candidates are attracted to different job posting formats – try variations ‰ Test, measure, optimize 2 ‰ Look for short-term tools but also plan for long-term needs ‰ If you don’t have a need now, be open to new tools so you can pull that card when it’s time ‰ Get free advice or consultations so you’re informed 3 ‰ Take a step back and look at the bigger picture ‰ Pick up on signs and signals 4 ‰ 90 days evaluation on both ends. Make it a great experience ‰ Set your employees up for success. 5
  25. 25. #hiretowin Q&A Join us for our next webcast ------- “Accelerate Growth with SMB Hiring Solutions” November 19, 2014 Register: http://lnkd.in/e3FfJHB

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