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

Introduction About me

Greenhouse

What you’ll learn today

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

Greenhouse is software to optimize your recruiting process.

Our offices

NYCSF

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

Great companies using Greenhouse

Tech

Education

Finance

Agencies

Healthcare

Enterprise

What you’ll learn today

How to run an effective, competitive recruiting process Quick, actionable wins across key areas: •  Planning •  Sourcing •  Interviewing •  Closing

Why this matters

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

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.

Successful recruiting formula

Process overview

Planning Sourcing Interviewing Offer/Close

Planning: Goals

Ensure alignment among the team Clarify who what when were how Consistent and well-understood process

Planning: Metrics

Hiring manager acceptance / approval Candidate experience

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

Sourcing: Goals

Find the best people efficiently Continuous improvement as needs & environment change

Sourcing: Metrics

Sourcing Quick Ratio Sourcing Quality analysis

Sourcing Quick Ratio

[Propsects + Referrals] All Candidates Measures the % of candidates from the best (most effective, cheapest, highest quality) sources

Sourcing quality

Sourcing: Quick Wins

Turn up the volume Have a diversified strategy End-to-end attribution to measure & optimize

Interviewing: Goal

Quality Speed Candidate experience

Interviewing: Metrics

Hiring speed Pass rates Candidate experience

Interviewing: Quick Wins

Interview kits (slide) Interview techniques (slide) Candidate surveys

Interview kit

Interview kit

Interview kit

Interview kit

Interview techniques

Experience/ Qualifications

Skills

Values

Pre-qualify

Probe for knowledge

Behavioral interviews

Early-stage Late-stage

Verify

Practical testing

Reference checks

Offer/close: Goal

Hire the right people at a good price Graceful declines

Offer/close: Metrics

Offer acceptance rate Hires vs. goal Price vs. market

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

G R E E N H O U S E . I O