Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
-
Upload
greenhousesoftware -
Category
Recruiting & HR
-
view
385 -
download
0
Transcript of Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
GREENHOUSE + ENTELO
Under Armour’s Formula for Data-Centric & Personalized
Recruiting
GREENHOUSE + SQUARESPACE
#HIRINGHACKS
Today’s Moderators
Becky HigginsGreenhouse
Kathleen de LaraEntelo
GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
GREENHOUSE + SQUARESPACE
What is 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
#HIRINGHACKSGREENHOUSE + ENTELO
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 Entelo & Under Armour to discuss: • Tips to align your recruiting strategies with your
product roadmap• How to make sense of the data you’ve gathered• How to differentiate your employee value
proposition with personalized messaging • Which metrics recruiters should be tracking
GREENHOUSE + ENTELO #HIRINGHACKS
GREENHOUSE + SQUARESPACE
#HIRINGHACKSGREENHOUSE + ENTELO
What is Entelo?• Entelo is a recruiting platform providing
access to over 275 million candidate profiles
• Identify diverse candidates and who’s more likely to change jobs
• Send, coordinate, and track candidate emails
• Export candidates straight to your ATS
Hundreds of high-performing companies use Entelo to build great teams
#HIRINGHACKSGREENHOUSE + ENTELO
#HIRINGHACKSGREENHOUSE + ENTELO
Hiring Hacks Featured Speaker
Leslie Dutton Senior Manager, Talent Acquisition @ Under Armour
www.linkedin.com/in/ledutton
Leslie joined MyFitnessPal as its first recruiting hire and built the recruiting program from the ground up. Since then, MyFitnessPal more than tripled and was acquired by Under Armour. Leslie now leads the technical recruiting team for Under Armour, which has locations across the US in Austin, Baltimore, Denver and San Francisco. Previous to her role at MyFitnessPal / Under Armour, Leslie spent five years at Amazon where she did technical recruiting for the Kindle organization.
#HIRINGHACKSGREENHOUSE + ENTELO
#HIRINGHACKS
We’ll Cover
Leslie’s tips for a data-centric & personalized recruiting approach
Tip 1: Hiring to a product roadmapTip 2: Data-centric recruitmentTip 3: PersonalizationTip 4: Recruiter metrics
GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
Tip #1
GREENHOUSE + SQUARESPACE
Hiring to a Product Roadmap
• Organization’s goals• Talent gaps• Develop hiring timeline
#HIRINGHACKSGREENHOUSE + ENTELO
Tip #2
MyFitnessPal Example:In this example, you made 1 Backend Engineering hire and there were 300 candidates and prospects total.
1. Pull Data
2. Sort by Source=COUNTA(K2:K12) [Gives you the sum of that source]
3. In another sheet you can summarize the sums
I break down hiring into 3 funnels:
4. Inbound
5. Outbound
6. Referrals
Data-centric recruiting
#HIRINGHACKSGREENHOUSE + ENTELO
#HIRINGHACKSGREENHOUSE + ENTELO
Candidates
Hires
Inbound Outbound Referrals
RS
PS1
PS2
Onsite
Reference check
Offer
GREENHOUSE + SQUARESPACE
• # referrals received• # applicants• # sourced by recruiters
#HIRINGHACKSGREENHOUSE + ENTELO
Once you know the breakdown you can then calculate:
Applicant: Job Site 61Applicant: Stack Overflow 29Prospected Entelo 136Prospected GitHub 59Referral 8Networking Lead 7
90
195
15
300
Inbound
Outbound
Referral
30%
65%
5%
100%
Total number of candidates and prospects it took to hire this 1 role
300
% of what you could expect for referrals, applicants, and the gap needed to fill by sourcing
• Inbound 30%
• Outbound 65%
• Referrals 5%
Gives you your worst case scenario expectations – if no referrals come in and applicant pipeline dries up, approximately how many prospects would your recruiting team need to generate in order to ‘guarantee’ a hire?
300
In this example, what does all of this tell you?
#HIRINGHACKSGREENHOUSE + ENTELO
Pull date recruitment began on the role and the date of acceptance and hire date
1. Tells you approximately what you could expect for amount of time it would take for your recruiters to receive an accept
2. Tells you approximately what you could expect for amount of time it would take for the new candidate to start
Additional data point (this is not 100%, but gives an approximation)
3. Pull prospects list per recruiter
4. Date range: 1 week
5. See # outbound messages the recruiter was able to send out
** NOTE, if you pull prospects list, it won’t necessarily show all work – doesn’t show you the # of follow up emails that went out and if someone was converted to a candidate, it won’t show.**
Next Step: Time to Fill
#HIRINGHACKSGREENHOUSE + ENTELO
• You know the # of total candidates it takes to make that 1 hire
• You know the % breakdown of referrals vs Inbound vs Outbound
• You know the time it took to fill
• You know about how many outbound messages your recruiter typically sends in a week
Now what?
What You Know
#HIRINGHACKSGREENHOUSE + ENTELO
#HIRINGHACKS
Calculating Workflow & Hiring TimelineRecruiter Output
• 300 candidates to fill a role• 5% referrals, 30% inbound, 65% outbound • Minimum = 195 outbound messages • Maximum = 300 outbound messages
Time to Fill
• Start Date Accept Date = 2 months • Start Date Hire Date = 3 months
** Budget 1 month extra to account for onboarding **
GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
#HIRINGHACKS
• It will allow you to project your hiring plan for the year and how many reqs any particular recruiter should hold at any given time
• Using Data can help you get the resources you need – good to be factual and honest instead of promising what you can’t deliver
• There are no guarantees ever, things can go slower or faster
How do I best utilize this information?
GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
Tip #3
#HIRINGHACKS
Personalization
Why send personalized messages?
1. Respect your candidate2. Respect your organization3. Respect your credibility4. Increase respect for our profession5. Efficiency
Goal: Continuously make the response rate go up and up.
GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
Tip #4
#HIRINGHACKS
Depends on how data driven you want to be…
1. At minimum• Track launch date, acceptance date, hire date, source
2. Want to be a pro? • Track all candidates you reach out to. Source, email used, subject line used, response, response yes in
addition to the above
• Show you what emails work best, what subject lines work best, what is your response rate and what is your positive response rate.
What metrics should recruiters track?
Why send personalized messages?GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
#HIRINGHACKSGREENHOUSE + ENTELO
Questions