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
3. 4.3M US workers left their jobs in August, 2021 Source
4. 20M US workers left their jobs from April–August, 2021 Source
5. 54% US Gen Z workers considering new jobs Source
6. 41% Global workers considering leaving their jobs Source
7. Source
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9. Source | Source | Source | Source | Source | Source | Source | Source
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
11. How will you hire them?
12. TRANSPARENT RECRUITING
13. TRANSPARENT RECRUITING Jonathon Colman Senior Design Manager, HubSpot
14. TRANSPARENT RECRUITING @jcolman
15. TRANSPARENT RECRUITING transparentrecruiting.com
16. they know what’s expected People perform their best when
17. Recruiting is a competency
18. Recruiting is a 
 missing competency
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
20. Source | Reference
22. Recruiting is too important 
 to be left to recruiters
23. The single most impactful thing a hiring manager can do is protect their time for recruiting and hiring. Peter Merholz Source “
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…
25. Recruiting Marketing? =
26. Source Attract Engage Delight Marketing Sales Customers
27. Source Attract Engage Delight Marketing Sales Customers Recruit Hire Onboard Employees Sourcing Interviewing
28. Recruiting Marketing ≠
29. Recruiting = Management
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
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
33. they know what’s expected People perform their best when
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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36. Source: LeadWithTempo slack group
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46. they know what’s expected People perform their best when
48. Transparent recruiting strategy
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 “
50. Who are you looking for? 
 What motivates them? What do they love doing most? What are their ambitions?
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?
52. Source What causes them 
 pain?
53. Source What causes them 
 pain?
54. Source: National Fund for Workforce Solutions What causes them 
 pain?
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?
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?
57. How can you 
 make it easy? Source
58. Source How can you 
 make it easy?
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 “
60. Source | Source | Source | Source | Source How can you 
 make it easy?
61. Source How can you 
 make it easy?
62. Show you understand 
 Acknowledge their fears, anxieties, and pain. Always center the candidate.
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.
65. Our transparent recruiting 
 outputs
66. Source | Reference Show we 
 understand
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
68. Source Default to 
 open
69. Source Default to 
 open
70. Source. With thanks to: Adina Cretu | Clem Auyeng | Heather McBride | Leo Raymundo | Riri Nagao | Ryan Jales | Sarah Sabner | Shilpi Dewan Default to 
 open
71. Source Default to 
 open
73. Source Default to 
 open
74. Source Default to 
 open
76. Our transparent recruiting 
 outcomes
77. 1,200+ Organic applications for our content design roles
78. 200+ Interviews with amazing content designers
79. ✨ 16 ✨ New content designers hired in 5 months
80. Hundreds of long-term relationships 
 with brilliant content designers
82. adversary Don’t be an
83. manager Be a not a marketer
84. understand Show people you
85. easy Make it
86. open Default to
87. Don’t be an adversary Be a manager, not a marketer Show people you understand Make it easy Default to open
88. they know what’s expected People perform their best when
89. TRANSPARENT RECRUITING
90. TRANSPARENT RECRUITING Jonathon Colman Senior Design Manager, HubSpot
91. TRANSPARENT RECRUITING @jcolman
92. TRANSPARENT RECRUITING transparentrecruiting.com