High Performance Recruiting @ NCHRA July 2015 presentation
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This document summarizes a presentation about optimizing recruiting processes. It discusses how talent drives company performance and recruiting is the most impactful HR function. The presentation outlines a successful recruiting formula with four key areas: planning, sourcing, interviewing, and offering/closing. For each area, it identifies goals, metrics to measure success, and quick wins companies can implement like creating interview kits, using diverse sourcing strategies, and gathering candidate feedback. The overall message is that well-run recruiting brings huge value through higher quality hires and lower costs.
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High Performance Recruiting @ NCHRA July 2015 presentation
- 1. Talent Drives Performance: What’s Driving Your Recruiting Process? Presented to: Northern California Human Resources Association July 30, 2015 Daniel Chait CEO, Greenhouse @dhchait | @greenhouse
- 2. Introduction About me Greenhouse What you’ll learn today
- 3. About me 1997-2000 Business Velocity: bank presentation software 2002-2011 Lab49:Financial technology consulting company 2012-present Greenhouse: SaaS recruiting platform dhchait@greenhouse.io http://about.me/dhchait
- 4. Greenhouse is software to optimize your recruiting process. Our offices NYC SF Fast facts fastest growing B2B SaaS solution VC-backed with in funding Growing at annually Will surpass customers in 2015 #5 $24MM > 300% 1,000
- 5. Great companies using Greenhouse Tech Education Finance Agencies Healthcare Enterprise
- 6. What you’ll learn today How to run an effective, competitive recruiting process Quick, actionable wins across key areas: • Planning • Sourcing • Interviewing • Closing
- 8. Poorly designed recruiting is painful! Getting vague feedback from a team member’s interview Hiring someone technically competent but wasn’t a cultural fit Thinking a candidate is great but others didn’t agree Finding the right person and having them turn the offer down Misalignment internally on what you’re even hiring for Paying expensive agencies for poor candidates Getting swamped with low quality applicants from job boards Favorite candidate drops out and have no backup Going into interview w/ no context, making up questions as you go
- 9. Well run recruiting is hugely valuable! Quality of talent is the #1 driver of company performance. Recruiting is the #1 most impactful HR function. Better hiring results in less turnover, higher morale, better performance and lower costs. For most of us, there are simple improvements that will create huge wins.
- 11. Process overview Planning Sourcing Interviewing Offer/Close
- 12. Planning:Goals Ensure alignment among the team Clarify who what when were how Consistent and well-understood process
- 13. Planning:Metrics Hiring manager acceptance / approval Candidate experience
- 14. Planning:Quick Wins Make a good hiring plan (figure out sourcing, interviewing, team, sales pitch, etc.) Agree on service level expectations with hiring managers Calibrate with a few candidates
- 15. Sourcing: Goals Find the best people efficiently Continuous improvement as needs & environment change
- 16. Sourcing: Metrics Sourcing Quick Ratio Sourcing Quality analysis
- 17. Sourcing Quick Ratio [Propsects + Referrals] All Candidates Measures the % of candidates from the best (most effective, cheapest, highest quality) sources
- 18. Sourcing quality
- 19. Sourcing: Quick Wins Turn up the volume Have a diversified strategy End-to-end attribution to measure & optimize
- 21. Interviewing: Metrics Hiring speed Pass rates Candidate experience
- 22. Interviewing: Quick Wins Interview kits (slide) Interview techniques (slide) Candidate surveys
- 23. Interview kit
- 24. Interview kit
- 25. Interview kit
- 26. Interview kit
- 27. Interview techniques Experience/ Qualifications Skills Values Pre-qualify Probe for knowledge Behavioral interviews Early-stage Late-stage Verify Practical testing Reference checks
- 28. Offer/close: Goal Hire the right people at a good price Graceful declines
- 29. Offer/close: Metrics Offer acceptance rate Hires vs. goal Price vs. market
- 30. Offer/close: Quick Wins Figure out their motivation and state of mind when interviewing Have people they met during the interview process reach back out Tell people what they did well and what they’ll improve when they join the team
- 31. G R E E N H O U S E . I O