Managing the Recruiting Process

Jason DupreeOkta, Sr. Recruiter

What is the Recruiting Process?

1 The Job2 Recruiting3 Candidates4 Interviewing5 Closing

The Job1 Budget and approval

Is the position approved? Does it have a targeted comp? Is it tough to fill?

2 Invest time in understanding primary responsibilities What is the career path? How is the position critical to the company’s success?

3 Draft and proofread the job description Look to see how it shows up on the web

4 Master the job and your own presentation!

Recruiting

1 The Story2 The Attack3 Execution

Recruiting – The Story1 What’s going on in the world?

Why is the company important? What problems are you solving? Where are you going?

2 What’s unique? Technology innovation Challenges

3 How will they fit in? Make it personal!

Recruiting – The Attack1 Publicize

Get the job out there2 Leverage networks

Referrals Associations

3 Sourcing Creative recruiting

4 Agencies

Recruiting – Referrals1 Don’t wait for them – actively go get them!

Use your people Hold referral meetings Go through their networks with them

2 Build a recruiting culture Ask for them on day 1

3 Teach others how to recruit At lunch At the gym On an airplane Everywhere!!!!

4 Above all, cherish every referral!

Recruiting – Groups and Associations1 Identify cross-connections

1st Degree Former coworkers Schoolmates Professional Groups Conferences

2nd Degree Who knows who that knows who

Recruiting – Sourcing1 Strategize

Identify your direction Who are your target companies?

Meet with your hiring manager Hit LinkedIn

Keep your message super short but personal Use randomness Keep it light Connect with them!

Dig, Dig, Dig What can you do that’s creative – that no one else has

tried?

Active Candidates - Execution1 ABC – Always Be Closing

G2 without them knowing it Extrapolate and deduce

2 Be polished You’re selling an opportunity, not a vacuum cleaner Be nimble on your feet

3 Build a relationship, but do it fast 15 min, you should know if they’re a fit or not Screen them first, then sell

4 Control the conversation, professionally

Passive Candidates - Execution1 For passive candidates

Acknowledge it Change the order

Speak to the company and the opportunity first Once they’re interested, then G2

Take the story a level deeper2 For agencies

Treat agency candidates the same as any other Control the process

You are the point of contact, not managers Same goes for candidates

Interviewing – Candidate Experience1 Time is key

The longer the process – the more room for variables Be expeditious with scheduling and follow-up

2 Keep things on-time Make sure interviewers are there Give them a 2 min warning Facilitate

3 Think on your feet If there is a gap, speak to it

4 Manage your managers and interviewers Make sure they’re prepared and ready

5 KEEP THINGS TIGHT!

1 Recognize that they are interviewing you as much as you are interviewing them Glassdoor Blogs Press releases Other random sources of information

2 Be there at the beginning and at the end

Interviewing – Candidate Experience

1 Recruiting is sales Have no fear Be the advocate and the matchmaker

2 Know the details Current comp, desired comp, availability, all up front Who else are they talking to? How far in the process are they? Where do we stack up? What’s important, cash or equity?

3 Don’t spin wheels Square pegs don’t fit in round holes

Closing the Deal

1 Do your homework Checking references Getting backchannel references

2 Curveballs Anticipate issues, challenges Enlist additional closing help

3 Know when and how to go to bat Have it backed up with data

4 ALWAYS PRE-CLOSE! 100% acceptance rate – it’s all about the relationship

Closing the Deal

1 Backing out of interviews Can you pull them back in? Behooves you to be honest

The end goal is a referral Make the best decision you can with the most information

possible2 Counter-offers

Be pre-emptive It’s really an 80/20 rule Don’t badmouth other offers or companies Enlist the hiring manager

Closing the Deal – It’s not done until they’re there

1 “You’re never known for the people you don’t hire.” Only the ones you do

2 Recognize red flags Don’t hesitate to bring it up anywhere in the process Learn the warning signs of high-maintenance

3 Know when to walk away Be professional and concise

Closing the Deal – Speaking of Curveballs

Closing the Deal – It’s not done until they’re there1 Stay in touch

Make sure everything is moving forward Help where needed Have the hiring manager and their new teammates reach out

2 Keep the excitement going!3 And ask them for referrals!

Questions?

Jason DupreeOkta, Sr. Recruiterjdupree@okta.com

THANK YOU!