The Ultimate Hiring Tool Box

For Small & Medium Businesses

©2013 LinkedIn Corporation. All Rights Reserved.

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INTRODUCTIONS

Moderator Guest Speaker

Luan Lam VP of Talent Acquisition

AppDynamics

Lauren Babek Talent Acquisition Manager

LinkedIn

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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

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START WITH A RECRUITING STRATEGY

Stage 1:

1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding

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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.

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THEN, BUILD THE JOB

Stage 2:

1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding

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TIP#1: DATA COLLECTION & INTAKE MEETINGS

� Ensure management sends a completed Job Requisition

� Conduct an In-Take Meeting

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

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iE Tech, Infomatrix

Amy Miller Acme Tech

① Start with the end in mind

Tip #2: RUN A SEARCH OF THE IDEAL CANDIDATE 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?

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Tip #3: NAILING THE PERFECT JOB TITLE

SEO tools helps: • Recruiters and hiring managers are

modern marketers • Use tools like

https://adwords.google.com/KeywordPlanner

Save creativity for the job description, not the title

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TIP #4: KEEP WORD CHOICE IN MIND

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TIP #5: EXPERIMENT WITH FORMATS

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TIP #6: TEST & MEASURE GETS YOU CLOSER

Use data to optimize your copy: ① # Views ② # Clicks ③ # Shares ④ # Applicants

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ACTIVATE RECRUITING TOOLS & TECHNOLOGY

Stage 3:

1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding

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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

Strategic Sourcing and Pipelining

Metrics and Analytics

Personalized Job Targeting

Talent Brand Development

75%

TIP #7: PICK THE TECHNOLOGY & TOOLS BASED ON SHORT+LONG TERM NEEDS

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VP - Global Talent Acquisition

Work With Us impressions

Job impressions

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

8,693,246+ Awareness Impressions

79,767 Consideration Actions

9 130 Traceable Impacted Hires

238 Total Hires

CASE STUDY: GETTING REAL RESULTS

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

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START INTERVIEWS Stage 4:

1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding

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TIP #8: TAKE A STEP BACK AND RECRUIT FOR THE BIGGER PICTURE, NOT JUST THE JOB

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?    

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TRANSITION OVER TO ONBOARDING

Stage 5:

1. Strategy 2. Job Req 3. Tools 4. Interviews 5. Onboarding

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ONBOARDING - BEFORE

CALL OUTS: ① Build an agenda

② Setting up email and share resources

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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

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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

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SUMMARY

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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

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� 90 days evaluation on both ends. Make it a great experience � Set your employees up for success.

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Q&A

Join us for our next webcast -------

“Accelerate  Growth  with  SMB  Hiring  Solutions” November 19, 2014

Register:

http://lnkd.in/e3FfJHB