Hiring Success Conference 2019
February 27, 2019, San Francisco, CA, USA
Hiring Success Conference 2019
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What’s your Hiring Success Spirit Animal?
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  • Description
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About speaker

Nicole Hammond
Director, Hiring Success at SmartRecruiters

An ambitious, hard working and dedicated professional with a proven track record of success in account management and business development. Versatile and tech-savvy networker that possesses strong leadership characteristics and strong interpersonal capabilities. Effective communicator with C-level management, corporate team members and conduit between business and IT. A determined sales-minded drive that is always developing and consulting innovative solutions to arduous challenges. Continuously structuring winning strategic arrangements that result in bottom-line revenue growth.

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About the talk

Topic: Management

Nicole Hammond, Director of Hiring Success at SmartRecruiters

00:00 Introduction

02:48 Attract: Sourcing

04:16 Maximize exposure with expanded sourcing

06:51 Select: Stagnant candidates

08:20 Improve candidate experience efficiently

10:55 Knock-out screening questions and SmartAssistant

11:45 Interview scheduling

12:50 Become effective with scheduling interviews within you hiring tools

13:51 Scorecards and reviews

16:26 Increase hiring manager engagement & improve decision-making

18:40 Collaboration

20:06 Optimize collaboration by having one

21:34 Hire & retain: quality hires

22:01 Hire the right people at the right time

23:35 Hiring is an adventure

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How's everyone enjoying hiring success? Are we go? All right. Thank you Joe for the kind introduction. My name is Nicole Hammond. I have been with smartrecruiters for 4 years. I associated with dog years because a lot has gone on in those four years and it is an exciting time to be here. I consider myself and Andy might agree with me that a Swiss army knife as I've had five different roles in those for years. So if you have any questions most likely I can either answer or guide you to the appropriate person with that prior to coming to smartrecruiters. I was a change Management

Consultant independently and then also did a stint at Deloitte. I personally I have two young girls. I live in San Diego and my youngest is turning one next week. So as I think about spirit animals and you will today to write now I am in the cheetah mode with like a million things going on every minute and it just continuing to keep going Alright, so today I'm going to take you on a journey as it relates to spirit animals and as we think about Spirit Animals, we may have a number of different associations. But the way I want you to think about it today is as it relates

to hiring. So how many of you are recruiters. Excellent. Excellent. How many of you are in the talent space should all be all of y'all most awesome. Alright, so we are going to look at hiring as a we're going to start from the initial attract to select focusing mainly on select and higher and so what I'm going to do with you will see 3 slides associated with everyone is that initial spirit animal? How are we feeling relative relative to an area of opportunity right? Some common problems that we may have and then what do we aspire

to be as it relates to hiring and that I guess better version of a spirit animal or a different animal. So today I'm going to need your involvement but two things that I want you to walk away today from have fun, right? I mean, I want to stand up sit down raise hands D interactive interject where appropriate and then also I want you to do one of two things either one learn something new that you can take back to your organization. As an area of opportunity and solution or to validate what you already have in place also to I'm around for the next few

days. If you have any questions or kind of want to take it to that next level feel free come on up and then I have my email at the end to so if I don't see you again, please feel free to reach out. Alright, so are we ready for this adventure got our safari hats on okay. So let's start with the first pillar of a track how many of you have had struggles with sourcing? Yes, maybe sure. All right. How many of you are currently using the smartrecruiters platform? All right. I do know

how many of you have heard of the term post and pray it. Okay, if shoes areas of opportunity as it relates to sourcing post and pray right put it out there and pray that I get the right candidate for the job. Also too and I always associate this one with dating. I met my husband on Match and I think about like that match that they put so candidates that are qualified for the role, right? You read that profile. You're like you are not an engineer. Like why did you apply to this job? And so I think about

the match of just because we both have dogs doesn't mean we're the right match. So we've all had that experience no candidates. Have you ever posted a job where you didn't get candidates and you thought something was wrong with sourcing. All right, and then drop off due to link the applications. so as we think about this the spirit animal that we associated with this was the Penguin and the reason for this is their considered picky not flexible and not very strategic in their mine thought so as we look to the Future as we look to improve hiring and the topic of sourcing

we want to look to expand into other areas of opportunity. So what animal comes to mind for you as you think about someone that's more strategic or an animal that's more strategic Network. Stop yelling out. Want me to help you? Alright stuck around I'm not helping. parrot I kind of ran out of a lot of animals. So I have to spread them thin. Okay, so we think of a parrot. My husband was kind enough to point out. This is a macaw today. I am not going to get into species or type of animal show in

my mind. This is a parrot as we think about areas of opportunity as it relates to sourcing how many of you have seen or heard about smart jobs. All right, that's not enough hands for you for me. Eric Smith. He's here. I would love to introduce you. This is an opportunity where we are strategic about sourcing. We are helping you to think and plan accordingly with your sourcing also to our Marketplace. How many of you use the marketplace? Also lots of vendors over 500 vendors there that you have to choose from to help you and the number of those are related to

sourcing screening questions. Alright, who's not using screening questions? The job steam validation right there. This is a great opportunity including taking it one step further to include knockout questions. Right? So anyone that doesn't qualify with in a certain parameter having them go to Project. And then if you think about getting candidates for a number of roles, we also have our nice job board. So has anyone ever had to use any of our veteran job boards or specific to a different type of expertise and

looked at the marketplace for that. Excellent, excellent recommended for all of you to just kind of go into that Marketplace and search and then lastly easy apply. I don't know if you guys remember the last time you applied for a job. I do not to look for a new job Charlie not looking for a new job but more so just to stay within the candidate experience and I will tell you it should not be difficult. It should not be long but easy apply is very important. Alright smart job as I mentioned. So if you have an opportunity Eric Smith is your man learn more about this awesome

opportunity. Now we get into the focus of today, which is around select. So everything that happens after those candidates come into the system and the first area that we look to is stagnant candidates. Now, I see some shoulder-shrugging. Alright stand up. If you have any of these areas of opportunity, so overwhelming amount of candidates coming in after you're already moving people to the process. Thank you. A lot of candidates that are not qualified for the job. Thank you. No movement of candidates through the hiring process. He kind of want to get

behind. Turtle right now and just threw him along right? Minimal to no communication after a candidate receives that initial message. So if you think about smartrecruiters you get the auto reply but then how long are those people sitting in that new orlea bucket and not getting any communication and then lastly you may have completed your hires for that but the job is still out there and some more candidates are funneling in so the opposite of the sourcing problem. Now we have so many people we don't know what to do with them. Lots of you. All right. Thank you have a seat told you I'd get that

blood flowing. All right, here's your chance guys. What do we associate with a turtle? Slow. Thank you. Does beat the hare in the race? Thank you passive may not be the most effective Communicator. I've never talked to a turtle, but that's what Google told me. I'm so now we look to the area of opportunity here is where we have items that we can basically improve that experience for the candidate. Right how many of you as an organizational goal have candidate first candidate experience. That is a Hot Topic right

thinking about that candidate. So here's some areas to think about we've heard about Knocked Out screening questions, but what about warm email templates? Does anyone have within their system a template that says hey just want to let you know we're still working through this. Thank you for being patient will get back to you as soon as we can anything in that Realm. Good good. If not talk to me. I will I'm happy to draw that up with you. It's very valuable because if you think about it from a candidate's perspective, they replied and they may have a day job they may not

but they're waiting and they're waiting and they're waiting and days feel like month where us we're on the opposite side and we are recruiters were busy with a lot of things going on. So we'll get to it but it's also part of our job to ensure that that experience is quality and that is done through effective and continuous communication. Isolate does anyone have SLA is associated with their role? They are measured on how they perform good. This is very effective. In order for all of us to do our job better. We should have goals and we should have metrics that we

measure that we are performing effectively and unposting the job. What a concept. So even though you may not have hired that individual it is okay to unpublish that job you can always put it back up there. But if you are continuing to get candidates coming in that initial source, and they're not being looked at you're not doing those people favor that is not well representation of your company that is not an effective experience for that candidate and who knows you might have another job for that quality candidate sitting there. So what is the animal that we would

associate with this in? This is back to our you know books you mind you I'd hang out with little one and three year olds everyday. So my mind is very simple these two so we got the turtle and we've got the Actually a hair I just Associated myself with a cheetah at the beginning but not too far and then also just maintaining those relationships. All right, how we doing? Everybody? Are we learning good? So here we have an example of knock out screen questions. If you are using screen questions

what you all told me you are awesome. If you're not using screen questions, I highly encourage you to take a look at it may not be for all but it's something that will also improve its effect. The other piece that I want you to think about a smart assistant how many of you have heard about smart assistant awesome. This is something that in the early stages. So I work with our larger customers and I will tell you hot off the press we have a lot of good data that supports this right. We are cutting stagnancy in the hiring process by 50% with some of our clients.

And so I highly highly encourage you to take a look at this in a little more depth and if you have any questions once again, I can set you up with the right people. Interview scheduling how many people hate interview scheduling me to meet you? So, you know, there is a lot of back-and-forth. I mean some people even have the role of sorcerer created to help with us and then we have the schedules are hard to coordinate how many of you and I want you to stand on this one have higher teams of three or more people.

That's a lot of people just coordinate, right? Yeah. Well, let's make it better and how many people want to ensure once again that that candidate experience is positive, you know, you have that initial communication and you continue to communicate with that candidate but scheduling is just as important want to make sure that they are feeling at ease through this process that they have gotten an acceptance calendar invite on their schedule. So as we think about this we think about the sheet there scattered they're unreliable or not necessarily the best planners.

And in order to be effective with our interviews and are hiring we need to ensure that we have an immigration. So how many of you have some sort of integration with Microsoft or Google is smart Critters Bravo. How many of you have seen the free busy for your hiring teens and use it Bravo and how many of you have looked to have something for the candidates to use like colony where they can pick X Bravo more hands on that one guy's that's something to look into if you need more information. Let me know but as we think about this we think about

an animal spirit animal that's smart Savvy thoughtful and ineffective planner. any guesses the smart Fox I want you guys to go back and be Fox like at effective in your interviewing. All right, next topic scorecards and reviews how many of you stand up do not use score cards. Thank you. Thank you. Thank you. This is the lowest hanging fruit. This is the most effective thing when I first get a client after they've gone through implementation and they've gone life. I do what I call an assessment of their environment. And the first thing I looked at is scorecards why because

it is the easiest thing to implement and it is the most effective for getting quality feedback on your candidates now second question for you on scorecard how many of you use it for both the values of your organization and skill set for the job that you're hiring for. Awesome. All right. Anybody now going to think about doing both of those now that I said it? Just want you to leave with one little learning piece. That might be it. So as we look at areas of opportunity, we look at detail, right we want to make sure that

we have enough information enough feedback from our reviewers on the candidate. How many of you in this is where I take a deep sigh has gotten feedback that says yeah does Canada great. Let's move them forward. Brighten your lights. That doesn't tell me anything. Tell me more. Tell me why tell me what area is they were strong what area is that we want to look to improve them. Tell me why and what about the one versus five star rating have any of you gone step up and Define that for your organization. If you use a one that person is already rejected

if we use a for we automatically move them forward. Yes awesome. No feedback on a candidate how many of you feel like you are pulling hiring managers to get their reviews in? Just not with another client a very large client and they had 20% engagement other hiring managers. No, no, no, no, no not. Okay. We got to get those numbers up. And then lastly is the candidate the right candidate, right are we looking at values and skillset or just one of the other let's think about both to ensure.

We're hiring the right people for the right rules. So as we look at the spirit animal associated with this, we think of our hermit crab no structure sporadic and once again, not the most effective communicator and so we aspire. Over here to be can anyone guess what's wise and aware and build strong Partnerships? owl or Shamu the whale I was a good one, too. I think I have that somewhere else. And so here we have opportunities to improve right looking

at the criteria that we set for the organization right love leveraging the scorecard to provide that level of detail. Ultra defining those ratings In addition, I want to hear from you. How do you get your hiring managers to use the system? How do you get them to provide a feedback? Let's say we've got 24 hours. They just interviewed a candidate. What do you guys do? Is there anything else we can provide this group knowledge of information anything effective besides emails chasing them down cornering them at the water cooler? debrief calls

12 people interviewing And it do you do that every round or the final stage debrief calls final stage. All right, so just to repeat so you can hear debrief calls with the hiring Team 15 minutes long just to hear what everyone has to say great any other areas of opportunity or recommendations that you've provided or used? All right, I like that one. How many of you use the system to communicate with your tiring teams? Awesome. Awesome. I will say. This is key. Right one source of truth. But also and we'll get that in just a second. It's important for you to understand that the three components

that make up hiring success are people process technology. Smartrecruiters is one piece of that. Hiring process is another piece of that right? So how do we work together? What are the definitive pieces throughout the hiring process and the people collaboration communication having you as a recruiters as the main point of contact which leads me to my next topic collaboration. All right here we've got our lovely dear. Teamwork Makes the Dream work so cliche but so true. Don't assume right. I feel like we always get people that say I thought

you knew that this meant that or I thought I told you that or I assume since I put a three-star rating you knew, you know, mine read up here right disparate systems destroyed effectiveness at smartrecruiters. We integrate with a number of vendors. And the reason we do that if we want you to have a holistic system for hiring we want you to have support along the way throughout that whether it be at the sourcing whether it be during select whether it being during offer all the way through to onboarding and that is important for you to ensure that that journey is successful.

Who do I ask who do I talk to how many of you are the main points of contact or the hub for smartrecruiters and your hiring process? Awesome, does everyone in your company know that? very true That just means you're doing a good job. So I will think about the deer we think about aloof all over the place. Shy not the most effective communicator. I mean want to Aspire to have that one Hub to have that one main point of contact what animal leader of the pack guys come on. This is like a

giveaway. Oh, that's a good one, too. another leader of the pack Roar, I did it. I ride on stage. Awesome. Yes, so we think of the Lion. This is where we have opportunity to clearly Define the method of our Madness, right? This is how we work through the hiring process. That's that communication piece. This is how you do it in the system. Stop system piece, and then we think about process. Unified hiring process. I already spoke to this getting everything in there.

Now today you guys have most likely met some of our vendors downstairs. I want you to stand if you have had time to talk with a vendor that you think is opportunistic for you to take back to your company and say hey, we should think about integrating with X Y and Z anybody stand up stand up good good. That's all we need. All right, and lastly, thank you. You can sit down giving you a little time to get that blood flowing right? You're a few more hours today and then we have to smarty

party. So keep it going. All right. Last one hire and retain quality hires. You have heard a lot about quality hires today and we're going to end with this. What is a quality higher. How do you measure a quality higher? How do you improve the quality of your hires? And what technology do you have to support this? So as we think about this week about a bear? Little aloof little quiet little unpredictable and we aspire. To hire the right people at the right

time and here's some areas of opportunity quality over quantity. How many of you are very thoughtful with your hiring? Good, you should be. And how many of you may take a little longer to do it because you are thoughtful through the process, right? You don't need to be the cheetah with your head just going and going and going need to be efficient. But you also need to be smart. How many of you know or measure a quality higher? Good job. So if you don't please please please come talk to me because

this is an area that we in the hiring success or are working on we want to work with you to measure your quality. Maybe 90 days after you hire sending out a survey. It may be leveraging your performance system and looking at their reviews post higher or it may just being asking your hand hiring manager. How is Joe doing? And how many of you are driven by data data making decisions? Yes. I want to see more hands. This is important. This is the way that we are going to be effective to our leaders with hiring success. How do you think

about the last spirit animal we think about a dolphin quality animal help others to achieve their goal and drives a harmonious State. Can you imagine hiring harmonious? For the future. Anyhow, I want to leave you with this. Hiring is an adventure kudos to you for joining me today on this as we think about hiring success. There is a lot of opportunity for improvement. But can you just give me a raise of hands if you learn something today or validated something about what you're doing? Awesome. Thank you guys. I'm Nicole Hammond. If you need

anything else or want to talk more. Please come talk to me.

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