DL2022, Jonathan Colman - Transparent Recruiting: A Better Way to Hire

Design hiring is broken. And with The Great Resignation and Remote Jobs Boom, we’re in the most competitive recruiting market of our lifetimes.
A radically transparent approach earns designers’ trust, speeds up your hiring cycles, and helps all candidates perform their best — not just ones who look like (points to speaker photo).

Transcript

1. TRANSPARENT
   RECRUITING
   

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3. 4.3M
   US workers left their jobs in August, 2021
   Source
   

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4. 20M
   US workers left their jobs from April–August, 2021
   Source
   

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5. 54%
   US Gen Z workers considering new jobs
   Source
   

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6. 41%
   Global workers considering leaving their jobs
   Source
   

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7. Source
   

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8. Source
   

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9. Source | Source | Source | Source | Source | Source | Source | Source
   

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10. Fact *
    * Okay, this isn’t actually a fact… many will hire even more.
    High-growth companies will hire more people in
    

    the next 2 years than they did in the past 10
    

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11. How will you hire them?
    

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12. TRANSPARENT
    RECRUITING
    

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13. TRANSPARENT
    RECRUITING
    Jonathon Colman
    
    
    Senior Design Manager, HubSpot
    

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14. TRANSPARENT
    RECRUITING
    @jcolman
    

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15. TRANSPARENT
    RECRUITING
    transparentrecruiting.com
    

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16. they know what’s expected
    People perform their best when
    

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17. Recruiting is a
    competency
    

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18. Recruiting is a
    

    missing competency
    

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19. “I came here to
    design & build!”
    “Isn’t this a job for
    Recruiting?” “No one taught me how
    to do this!”
    “There’s no time to
    do all of this!”
    “Can’t I just e-mail a
    bunch of people?”
    Recruiting is a
    

    missing competency
    

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20. Source | Reference
    

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22. Recruiting is too important
    

    to be left to recruiters
    

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23. The single most impactful thing a
    hiring manager can do is protect
    their time for recruiting and hiring.
    Peter Merholz
    Source
    “
    

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24. Source: Peter Merholz
    There aren’t enough
    

    designers, so…
    I have to do the
    

    work myself, so…
    I don’t have time to
    

    fi
    nd designers, so…
    

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25. Recruiting
    Marketing?
    =
    

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26. Source
    Attract
    Engage
    Delight
    Marketing
    Sales
    Customers
    

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27. Source
    Attract
    Engage
    Delight
    Marketing
    Sales
    Customers
    Recruit
    Hire
    Onboard
    Employees
    Sourcing
    Interviewing
    

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28. Recruiting
    Marketing
    ≠
    

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29. Recruiting
    =
    Management
    

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30. 1. Set candidates up for success, not failure
    Recruiting as a management practice
    2. Make your expectations clear in advance
    3. Coach with feedback to improve performance
    

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32. The interview is a concerted effort
    between a candidate and a hiring team.
    It’s not a test for interviewees—it’s a
    fair, two-way evaluation process.
    Source
    “
    Helena Seo
    

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33. they know what’s expected
    People perform their best when
    

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34. If you don’t think designing a great
    candidate experience is UX design, you
    are sadly mistaken. And you’re losing
    great candidates.
    Jared Spool
    Source
    “
    

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35. Source
    

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36. Source: LeadWithTempo slack group
    

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37. Source
    

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38. Source
    

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39. Source
    

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40. Source
    

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41. Source
    

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42. Source
    

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43. Source
    

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44. Source
    

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45. Source
    

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46. they know what’s expected
    People perform their best when
    

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48. Transparent recruiting
    strategy
    

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49. It's a huge disservice to classify all minds
    as either closed or open. I
    fi
    nd the best
    minds are closed by openable windows.
    Criss Jami
    Source
    “
    

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50. Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    

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51. Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    What causes them pain?
    

    What’s frustrating them or causing them
    fear, anxiety, doubt, or trauma?
    Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    

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52. Source
    What causes them
    

    pain?
    

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53. Source
    What causes them
    

    pain?
    

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54. Source: National Fund for
    Workforce Solutions
    What causes them
    

    pain?
    

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55. Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    What causes them pain?
    

    What’s frustrating them or causing them
    fear, anxiety, doubt, or trauma?
    What makes you different?
    

    What differentiates you, your team, and
    your company from everyone else?
    Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    What causes them pain?
    

    What’s frustrating them or causing them
    fear, anxiety, doubt, or trauma?
    

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56. Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    What causes them pain?
    

    What’s frustrating them or causing them
    fear, anxiety, doubt, or trauma?
    What makes you different?
    

    What differentiates you, your team, and
    your company from everyone else?
    How can you make it easy?
    

    What barriers might make people pause
    or not apply at all?
    Who are you looking for?
    

    What motivates them? What do they love
    doing most? What are their ambitions?
    What causes them pain?
    

    What’s frustrating them or causing them
    fear, anxiety, doubt, or trauma?
    What makes you different?
    

    What differentiates you, your team, and
    your company from everyone else?
    

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57. How can you
    

    make it easy?
    Source
    

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58. Source
    How can you
    

    make it easy?
    

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59. By the time you’re in this step of the hiring
    process, a good interviewer ought to know
    whether you have the hard skills.
    Jamal Nichols
    Source
    “
    

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60. Source | Source | Source | Source | Source
    How can you
    

    make it easy?
    

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61. Source
    How can you
    

    make it easy?
    

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62. Show you understand
    

    Acknowledge their fears, anxieties, and
    pain. Always center the candidate.
    

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63. Show you understand
    

    Acknowledge their fears, anxieties, and
    pain. Always center the candidate.
    Default to open
    

    Just tell people what you’re looking for!
    Never make them guess.
    Show you understand
    

    Acknowledge their fears, anxieties, and
    pain. Always center the candidate.
    

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65. Our transparent recruiting
    

    outputs
    

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66. Source | Reference
    Show we
    

    understand
    

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67. Source; with thanks to Andrew Schmidt, Brandon Currie, Candi Williams, Darci Dutcher, Dmity Nekrasovski, Elizabeth Goodman, Hannah Collins, Paul McAleer, Sarah Culver, Thom Wong, and whomever writes Shopify’s job posts.
    Show we
    

    understand
    

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68. Source
    Default to
    

    open
    

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69. Source
    Default to
    

    open
    

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70. Source. With thanks to:
    Adina Cretu | Clem Auyeng |
    Heather McBride | Leo
    Raymundo | Riri Nagao |
    Ryan Jales | Sarah Sabner |
    Shilpi Dewan
    Default to
    

    open
    

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71. Source
    Default to
    

    open
    

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73. Source
    Default to
    

    open
    

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74. Source
    Default to
    

    open
    

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76. Our transparent recruiting
    

    outcomes
    

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77. 1,200+
    Organic applications for our content design roles
    

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78. 200+
    Interviews with amazing content designers
    

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79. ✨ 16 ✨
    New content designers hired in 5 months
    

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80. Hundreds
    of long-term relationships
    

    with brilliant content designers
    

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82. adversary
    Don’t be an
    

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83. manager
    Be a
    not a marketer
    

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84. understand
    Show people you
    

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85. easy
    Make it
    

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86. open
    Default to
    

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87. Don’t be an adversary
    
    
    Be a manager, not a marketer
    
    
    Show people you understand
    
    
    Make it easy
    
    
    Default to open
    

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88. they know what’s expected
    People perform their best when
    

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89. TRANSPARENT
    RECRUITING
    

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90. TRANSPARENT
    RECRUITING
    Jonathon Colman
    
    
    Senior Design Manager, HubSpot
    

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91. TRANSPARENT
    RECRUITING
    @jcolman
    

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92. TRANSPARENT
    RECRUITING
    transparentrecruiting.com
    

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