Hirealarm

Don't Panic !
How to hire smarter and retain your smartest.

Transcript

1. HIREALARM DON’T PANIC !
2. WHAT DO I TALK ABOUT TODAY ? • SOURCES OF FRESH MEAT • THE JOB POSTING • THE HIRING PROCESS • HOW DID WE DO ? (METRICS)
3. SOURCES OF FRESH MEAT
4. Sources of Fresh Meat Conferences Social Networks Business Networks Job Boards Referrals Open Source Projects
5. Sources of Fresh Meat Conferences Social Networks Business Networks Job Boards Referrals Open Source Projects
6. Harvesting people’s social capital
7. Driven by Social Capital Referrer is subliminally aware
 which skill set is required to excel
 at the job and is under pressure not to
 disappoint their employer Referrer likes their friend
 because of successful
 social interactions in the past Referred candidate feels obliged to deliver the best performance because they are socially liable to their friend Employer advantage: Filtering candidates just got a lot easier Referrer requirement: Must be aligned with company's vision
8. WHAT ABOUT HIGHLY SKILLED SPECIALISTS ?
9. Specialists Streamlining operations of standard candidates creates time for individual recruiting Challenge: Everyone wants to learn and seeks for a yogi master to learn from Best results through personal contact with your top developers;
 HR and recruiters lack street credits Special people are used to special treatment Travel to meet-ups and conferences and sell your vision there Try and buy: Convert or embrace freelancers
10. THE JOB POSTING
11. The Job Posting Reduce Noise Embrace Referrals If someone is really interested, they’ll find a way Be specific about what your candidates will learn A job posting is only the manifestation of your desires, not your marketing instrument
12. Your Marketing Instruments Your employees are your ambassadors Allow them to publicly give kudos one to another Reward people who stand out with bonuses [1] Embrace Quora and Stack Overflow
13. THE HIRING PROCESS
14. Instinct trumps System Within seconds we decide whether we like someone
 or not [2] While we cannot decide within hours if the candidate will be able to perform at the job Less can we tell if the candidate will be able to perform at the job in the future when the preconditions change Sympathy is the groundwork of interaction and is almost non- mutable, and very easy to test; just be human How do we test for the required skill-set ?
15. Testing Hard Skills Testing real-life situations is better than quizzes Paid assignment handed out on Friday which is not an actual problem you are working on[3] Stand by and answer questions over the weekend We want to hire ability to adept and not knowledge per se
16. Testing Soft Skills Discuss solution with a team, but not with the team that is hiring because they are too desperate! Ask product based questions to discover their ability to anticipate the PO’s concerns Ask them something stupid to explore their ability to dismiss respectfully
17. METRICS
18. Metrics Recruiting is a product itself that can be measured Measure your performance and adept How much do you pay per acquisition ? What is your retention rate ? Measure employee satisfaction Social activity of your employees ≈ Level of pride
19. Common denominator: Referrals Let’s start here first. We don’t dismiss any other approaches It is about focus and 80/20 19
20. [1]: http://blog.octanner.com/appreciation-2/rules-of-recognition- from-inside-google [2]: http://uk.businessinsider.com/science-of-first- impressions-2015-2?op=1 [3]: https://medium.com/swlh/the-one-method-to-eliminate-bad- tech-hires-630d539b2e1d
21. THANK YOU