don charlton in hootsuite university
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How Small Businesses Can Stand Out and Hire the Best People
Don CharltonFounder and CEO, The
Resumator
• “The Don” and The Resumator
• Deputies vs. Sheriffs
• Passive vs. Proactive Hiring
• We’re Hiring vs. We’re Awesome!
• Fake vs. Fanatical Referrals
• Social Networking vs. Socializing
• Wrap Up
Agenda
The DonDon CharltonFounder & CEOdon@theresumator.com
• Interface designer• Software engineer• “Deputized” hiring manager• Held his high school’s record
for most blocked shots until that stupid 6’8” sophomorebroke it 3 years later
The ResumatorOur Web-based software helps employers hire with confidence by providing tools, processes and data that help them make better-informed hiring decisions.
A Few Cool Customers
Deputies vs. SheriffsMost people have little or no experience hiring people. They’re actually “deputized” by their company to manage hiring. Is this you?
Hiring SheriffsRecruitersHiring ManagersManagersCEOs
Hiring DeputiesNew CEOsNew ManagersEmployees
The “Deputized” Hiring ManagerSmall businesses usually deputize the people who manage hiring.This creates all kinds of problems for the company:
• Their hiring process is best described as “winging it”
• Frustration with what feels like a second full time job
• Motivation is speed of hire first, quality second
• Limited ability to build an applicant pipeline
• General disdain for the role
Passive vs. Proactive HiringHiring novices think posting a job to the website is hiring. Hiring experts know you need to proactively promote your jobs to find top talent.
Passive effort• Posting job to website• Buying job board ads• Tweeting a job once• Browsing LinkedIn
Being proactiveSmart companies know hiring is basically self-promotion–and the “self” is the company. You need to make noise!
The Passive/Proactive Law
When you don’t work hard on hiring, only the people proactively looking for work find you. These people are usually not the best possible hire.
Passive Hiring = Proactive Job Seekers
Proactive Hiring = Passive Job SeekersWhen you work hard at promoting your company, even people not looking for work learn about you. These are the people you want to hire!
Passive job seekers will only see jobs that are proactively promoted.
The Perils of Avoiding the Passive
http://www.chalre.com/hiring_managers/active_vs_passive_candidates.htm
Passive Job Seekers
Semi-Active Job Seekers
Active Job Seekers
If you’re not effectively targeting passive job seekers, you’re not targeting as much as 70% of possible candidates!
5% to 10%
20% to 30%
60% to 70% OUCH!
So how do I proactively hire????
Proactive HiringGreat companies realize that building a great applicant pipeline starts with building a great company worth talking about.
Be Awesome! Encourage Quality Referrals
Socialize Online and Offline
Build an Applicant Pipeline
We’re Hiring vs. We’re Awesome!People don’t work for jobs – they work for companies. Start promoting how awesome your company is, and your jobs will promote themselves.
Learn how to “peacock”
1. Perform a gut check
2. Tell a great story
3. Entertain and educate
4. Overshare
Fake vs. Fanatical ReferralsNever ask for referrals from employees. Create a work environment that naturally creates them, and then reward the effort!
Good “carrots”
• Free lunch with referral
• Leave early for the day
• “Thank you” (no matter what)
Bad “carrots”
• Money
• Nothing
Social Networking vs. SocializingThe best way to recruit people is to meet them face to face.
Hackathon
Mixer
Job Fair
Volunteer OpenHouse
GuestSpeaking
CampusVisit
Panel
Thank You!
Don Charltondon@theresumator.com
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