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Marc Cenedella, founder of Knozen, on "Recruiting Hacks"
Transcript of Marc Cenedella, founder of Knozen, on "Recruiting Hacks"
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Marc Cenedella
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Recruiting Hack
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I. How to source the right people
!
II. How to close the right person
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Speaks native.
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Memorable.
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Connects with your audience.
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Candidates are your audience.
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Candidates are your customers.
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Recruiting is a Marketing opportunity, not an HR problem.
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1. Improve your lead funnel
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• Visited your company’s own career page?
• Applied for a job on your own career page?
• Applied for your job on the public job sites?
• Applied for a job on your competitor’s site?
• Gone yourself (or your VP) to interview at your competitors?
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Understand your customer’s experience to make it better.
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2. Referrals
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Word-of-mouth
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50% of your hires
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• We have an employee referral program.
• Celebrate each referral hire publicly.
• Reward HR for increasing referral success.
• Persistently ask each employee about their most recent referral.
• Ask reference checks for referrals.
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Be shameless.
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Candidates are your customers. How are you marketing to them?
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!
I. How to source the right people
!
II. How to close the right person
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“War”
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Your most important position
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Does your team agree on what you’re looking for from this hire?
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“On the hiring side, we found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t predict anything. They serve primarily to make the interviewer feel smart.
Instead, what works well are structured behavioral interviews, where you have a consistent rubric for how you assess people, rather than having each interviewer just make stuff up.”
Laszlo BlockSVP, People Operations, Google
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bit.ly/firstmark2014
@cenedella
Topgrading method
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Topgrading CompetenciesIntelligence
Stress Management Likability
Accountability Selecting A Players
Vision Conflict Management
Resourcefulness Organization / Planning
& 42 more….
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Prioritize
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Make trade-offs
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Topgrading CompetenciesIntelligence
Stress Management Likability
Accountability Selecting A Players
Vision Conflict Management
Resourcefulness Organization / Planning
& 42 more….
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So that everybody is recruiting for the same behaviors.
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Exclude the wrong candidates.
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By never interviewing them.
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Select the right people.
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Past performance is the only guarantee of future success.
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Interview specifically and deeply.
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Interview behaviorally.
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Not:
“Are you a team player?”
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Instead:
“Tell me about a situation in which you felt others were
wrong and you were right.”
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Not:
“Do you hire As?”
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Instead:
“What have your two most recent teams looked like?
Grade each person A, B or C.”
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Not:
“Are you a good leader?”
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Instead:
“Which of your teams has been the biggest disappointment in terms of cohesiveness or effectiveness?”
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Don’t ask about the attribute.
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Ask about the moment of truth.
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Ask about the behaviors.
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Confirm they’ve done the stuff you all want them to do.
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Live example: VP, Engineering
• Selecting A Players
• Tech Leadership
• Inspring Others
• Product Innovation
• Resourcefulness
• Team building
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What’s your process for selecting technologies? !
When have you been burned by a technology choice?
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For your last two products, what process did you use to build them? What was kept in / thrown
out? !
How did you manage feature requests from customers, developers, other executives? (Look
for prioritization and cut-offs)
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What have your two most recent teams looked like? (A / B / C)
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Exit
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!
Candidates are customers. How are you marketing to
them? !
Confirm they’ve done the stuff you all want them to do.
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Marc Cenedella
@cenedella