Lauren Sehy  Strategic Customer Education Specialist

 LinkedIn

How to interview and hire game-changers

Evan Klein  Senior Recruiter

 LinkedIn #intalent

What is a game-changer?

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Thinking differently

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Change the game for your organization

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Setting the stage for changing the game

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Hiring game changing talent is as much about internal communications as it is with the talent itself.

Intake meeting

Building a performance profile •  Year one achievements •  Minimal technical requirements •  Personal attributes that lead to success

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Use LinkedIn Recruiter to…

Target your hiring: total addressable market (TAM) identification and analysis

Recognize what talent & skills are available in the marketplace

Know where companies source specific skills from

Understand which companies have the largest critical mass of skills

Set expectations with your hiring manager

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Start with technical requirements

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 Understand the effect of ‘necessary requirements’ Present data NOT opinions

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1)  Use The Current Company filter to identify where your talent pool is

2)  Select your company as current company

3)  Use The Past Company filter to understand where you have hired from, and identify opportunities to target other companies where skill resides

Use refinement filters

Order taker versus ADVISOR

Guessing versus KNOWING

Data defined talent conversations

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Sourcing for potential

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Pursuit leads to attainment

 Use action words •  Sold OR budgeted OR facilitated OR trained OR lead OR built

•  Won OR awarded OR invented OR created OR developed

 High performance indicators •  Club OR contest OR 100% OR “quota attainment” OR achieved

•  IOI OR ACM OR “Code Jam” OR “Hacker Cup”

 Groups/associations •  Could indicate a skill if its not listed on a profile

•  Coding / language groups, certifications etc.

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Identify...Engage...Convert

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Master storyteller

•  Sell your company

•  Customize your pitch •  Be passionate and informed •  “Picture yourself…”

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Align interview team

Each member assigned a focus area: •  Relevant experience

•  Technical skills

•  Culture fit

•  Diversity of thought

•  Work ethic

•  Intelligence and common sense

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What will it take?

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 A.B.P.C. – Always be Pre-Closing The close

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Be the change

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