hiring hacks: how twitter’s head of talent acquisition approaches inclusion and diversity

GREENHOUSE + BUZZ

How Twitter’s Head of Talent Acquisition Approaches Inclusion &

Diversity

GREENHOUSE + SQUARESPACE

#HIRINGHACKS

Today’s Moderators

Casey Marshall Greenhouse

[email protected]

Jack HoganBUZZ Technologies

[email protected]

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Hiring Hacks

Presented by Greenhouse

• Greenhouse is an end-to-end solution that optimizes your entire recruiting process

• Talent is critical for building outstanding companies

• World-class recruiting requires focused effort across your entire organization

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Hiring Hacks • Each webinar in the series focuses on strategies and tools that help measurably improve the recruiting process

• In this Hiring Hacks, Greenhouse partnered with BUZZ to discuss: • Which strategies Twitter has put in place to

achieve their diversity goals and the outcomes they’ve had so far

• How to measure your company’s candidate pipeline and hiring track record

• Specific strategies for working with executives to achieve diversity recruiting goals

• Tips on how to calculate the ROI of different tools and techniques



Meet BUZZ • Buzz Technologies helps remove unconscious bias by using blind skills assessments of engineering candidates • Buzz has partnered with

Greenhouse as we share a common vision on improving diversity


Partnered with Greenhouse


Speaker Highlight

Steve Wells Head of Talent Acquisition @ Twitter

Steve is a 15 year resident of San Francisco and is a TA veteran in the Bay Area. In the past, Steve led the TA functions at Zynga and Del Monte Foods and held global roles at Blackrock and Bearingpoint Consulting. Some passions include traveling, antiquities and his English Bulldog Matilda.


A Recruiting Approach To Inclusion & Diversity


Inclusion and DiversityUnderstand the makeup of your current employee base

• Understand where the gaps are in your organization • Analyze the applicant pipeline• Define your goals


Casey Marshall

How do you measure the applicant pipeline? What’s the sweet spot you should be at?


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Inclusion and DiversityCreate partnerships

• Partner with organizations in your company • Listen to their I&D goals• Think about appropriate

messaging

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Casey Marshall

What if you don’t have specific I&D goals? But you know it’s important, what do you do?


Inclusion and DiversityInternal communication

• Start at the top• No assumptions • Make your case!



Inclusion and DiversityYou are the expert. Tell the story!

• Achieving I&D goals isn’t the same as putting more candidates in the pipeline• Teach the funnel concept


Casey Marshall

This would be a good opportunity to discuss the funnel concept & what you mean by the top of funnel is an entry point.

Intake Meeting


Intake Meeting

A crucial point in the entire recruiting process.

• Recruiting and business come together• Ask questions • Be a strategic business partner


Casey Marshall

who should be in these meetings? How often should you have them?


Intake Meeting Discussion opportunities

• Be honest• Be realistic • Go armed with data


Casey Marshall

what type of data should someone prepare for? If they’re not tracking – how do they begin?


Intake Meeting

Don’t go throwing money around

• Be selective • What puzzle are you solving for?


Casey Marshall

What do you advise as a good starting point – what’s the plan of actions that you would recommend? Can you give us an example of the type of puzzle you’re trying to solve for? USE TWITTER examples! :)


Intake Meeting Be bold

• Try new things• Always demand data• Make sure your hiring process

isn’t broken


Casey Marshall

NOTE: what if you do have a broken hiring process? Who should fix this and how can you be successful implementing a strong I&D plan? What type of data should you be looking for? Use TWITTER examples? How do you calculate the ROI in different tools?

Tools & Techniques To Think About


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Software Tools

• Textio• Entelo• Buzz Technologies• Andela• Microquest• Talent Fusion

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Events• Conferences• Source Jams

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Strategies• Submitting “homework”• University recruiting • Unconscious bias interviewing

training • No references

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Casey Marshall

NOTE: Why the no on references? Tell the story about what Twitter is implementing?


What to rememberWhat will make you successful?

• Basic understanding of company goals• Find where the problem lies • Develop a strategy • Measure and report


Questions

hiring hacks: how twitter’s head of talent acquisition approaches inclusion and diversity

Recruiting & HR