HR SeriesRecruiting and Selection

About Ben Eubanks

Agenda

RecruitingRecruitingA little more recruitingSelectionMore recruiting (if time permits)

Status Check

The REAL Agenda

Recruiting 101Recruiting 201SelectionQ&A ?

Recruiting 101

The Legal World

Needs Analysis

As with pretty much everything in HR, recruiting starts with a needs analysis (the job req).● Requirements● Budget

Internal/External Methods

PostingPros (Chipotle)Cons

ReferralsWeb

SocialJob FairsAgencies

And more…

Applicant Tracking Systems

WorkflowPostingCollaborationCollection/parsing

Effectiveness/Efficiency

Cost per hireTime to fillTurnover/tenureYield ratiosEEO/AAP goalsATS, other toolsBrand

Discussion Question

Which is more important, time to fill or cost per hire?

Is there a “right” number for time to fill?

How might you measure your employer brand?

Recruiting 201

Social Recruiting

Source: Brandon Hall Group

Googling Candidates

● SHRM research: – 77% of orgs using social recruiting– 20% of orgs using for screening (truth?)

● What about you?● The unspoken problem

Boolean Sourcing

● Boolean search is not social media, but you search social data

● Type “ben eubanks” site:linkedin.com and you can see my profile, even if we’re not connected

● Now try it for one of your hard to fill openings● CVfox.com will also do this

Recruiting Like a… Recruiting Firm

Job Posting Optimization

• First result=50% clickthrough• Research other postings• Accounting vs. Accountant

(193 vs 27)• Location is key• Write like job seekers think, not like you do

Referrals Still Work

More Technology!

• Video interviewing• Recruiter marketplaces• Social referrals• Search the open web• BooleanBlackBelt

Branding

Can you answer this question every candidate wants to know (preferably before they even ask)?

Why would I want to work for you?

Sourcing Strategies

• Where do your stars come from? • What about specific roles? Where do you

find those?• Have a unique job? Find someone doing it

and quiz them on buzzwords, industry terms, etc. to include in a job posting.

Discussion Questions

Mario is a senior UH-60M instructor pilot and far exceeds the performance of other staff pilots in his peer group. His manager comes to you asking for “another Mario.” This is your first time recruiting for one of these positions. How do you proceed?

Balancing Culture and Quals

Pro Tip: Measure and Revise

• Do you know what source drives more candidates?

• Which source provides the best quality candidates?

• How are you recruiting differently today than you did last year?

Re-recruit your employees daily

Selection

Interviews

• Canned questions• Specific questions• Behavioral interviews• Structured vs. Unstructured• Interviewers: who? • How many interviews?

The Future: We’re There

The “Achiever Pattern”● A track record of promotions

● Being assigned the more challenging tasks compared to the person’s peer group

● Volunteering for projects no one else wants, and/or those that accelerate the person's growth

● Being rewarded in some unique way, e.g., bigger bonus, earlier raise, special recognition, assigned to high potential group, or awarded prize or fellowship

Credit: Lou Adler

Testing/Assessments

The Sensitive Stuff

● Background checks, medical exams, drug testing, etc.

● Required? ● State laws

Discussion time

Are interviews the best way to select candidates?

Interviewing at the Lampo GroupA) 1B) 5C) 12

Additional Resources

Recruitingblogs.comERETimSackett.comHRCapitalist.comATS Vendor Blogs

Wrapping Up

Let’s Connect!

● Twitter: @beneubanks● LinkedIn: linkedin.com/in/beneubanks● Email: ben@upstarthr.com● Free eBooks on HR departments of one,

engagement, onboarding, retention, and more: upstarthr.com/freebies