Talent42 2014 - Elaine Wherry - Sustainable Recruiting

80
SUSTAINABILITY Elaine Wherry Talent42 June 2014 The Secret to Making Recruiting Surprisingly Easy

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Talent42 2014 Presentation by Elaine Wherry

Transcript of Talent42 2014 - Elaine Wherry - Sustainable Recruiting

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SUSTAINABILITY

Elaine Wherry Talent42

June 2014

The Secret to Making Recruiting Surprisingly Easy

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Elaine WherryCo-founder, CXO of Meebo @elainewherry

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100 Mistakes A Graphic Novel about Leadership

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Your Problems1. Engineers complain you’re wasting their time

2. Your process is randomly based upon whomever is hiring that day

3. Managers want you to use the same job description as two years ago

4. You’re saying no to 99%+ of candidates

5. Leadership doesn’t value how important recruiting really is

6. Every time you go to a recruiting conference, every presenter and organization says their process is more awesome

7. But updating your company’s broken process is like asking people to volunteer for trepanation

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https://www.flickr.com/photos/acradenia/

What is Sustainability?

We’re in Seattle so it only seems appropriate to talk about sustainability.

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Sustainability

1. Self-reinforcing

2. Scalable

> Makes your life easier!

But I’m thinking about sustainability from a different angle. As an entrepreneur, I love recruiting but I also want a process that is low maintenance, scalable, and makes everyone’s lives easier so we can apply our efforts where it makes the most sense.

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Dirty Little Secret:The world’s best recruiting practices aren’t enough…

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Today: Three Stories

1. The problem employee

2. Sad panda

3. Honeypot

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Story #1: The Problem Employee

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https://www.flickr.com/photos/nazareth_college/

Hired Jonah

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https://www.flickr.com/photos/aguerra/

Difficult in meetings. People started to complain.

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https://www.flickr.com/photos/jessiejacobson/

Became fixated with a style guideline.

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https://www.flickr.com/photos/helga/

Started with a questioning approach. Didn’t work.

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Then I tried a checklist.

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https://www.flickr.com/photos/jonathansloan/

Started working on things at night instead.

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https://www.flickr.com/photos/johnjoh/

And then falling asleep during the day! But didn’t put it together that if he slept more, he wouldn’t have problems staying awake in the afternoon.

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https://www.flickr.com/photos/dougliz/

Forget coffees, walks, etc. We were doing office sit-down weeklies. The feedback I was giving him was so direct and so harsh, almost any other person on my team would have cried. He’d nodd. But then in a week or two, “oh hey, yeah I heard that… but I thought this would make more sense.” I couldn’t win.

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https://www.flickr.com/photos/usfbps/

About 9 months in, breakthrough.

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https://www.flickr.com/photos/16210667@N02/

You’re a 2. A 2. And not a 2 with potential. A 2 that needs a lot of work urgently.

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https://www.flickr.com/photos/adriensteamboy/

Ooooooooooooh.

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https://www.flickr.com/photos/russelljsmith/

Oh no - she’ll tell you. I was a 2 last year!

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What Just Happened?

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“Meebo’s great hiring process only selects the best…like me!”

Jonas’ Perspective…

At the end of this, Jonah loved Meebo’s hiring process. Obviously it selected him, so how could it be wrong?

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“Hey, maybe I’m just a super awesome manager!”

Manager’s Perspective…

But I know better — I was a mentally sharded, sleep-deprived founder who was stretched too thin. As much as I’d like to take credit, it wasn’t me.

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Let’s Break it Down…A problem employee:

1. Started interviewing

2. Became self-aware

3. Changed his behavior

4. Reversed his performance trajectory

5. Became a star employee

6. Became a recruiting advocate

Holy cow. That stuff does not happen!

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5 Parts of Culture

1. Hiring: who gets hired?

2. Ideas: Where do ideas and goals come from?

3. Decision-Making: How do decisions get made?

4. Accountability: How are people rewarded and held accountable?

5. Excommunication: When are people let go?

Let’s crack this open. In general, we usually think about it linearly. I’d argue that recruiting is first and therefore most important. When an employee starts, how they help the business progress towards its goal, and how an employee leaves. But that’s not totally true.

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HiringWe hire based upon the way team members will be reviewed.

We are evaluated based upon the criteria for which we were hired.

Review

Making it Stick

We’re constantly hiring and we’re constantly being reviewed in an organization.

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Hiring ReviewSkills

Team

110%

Making it Stick

When those two are linked, everything goes easier. It becomes self-reinforcing.

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Hiring Review

More Typical

Skills

Team

110%

Initiative

Respect

Strategy

!

When that connection isn’t linked, it’s a lot harder.

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Making it stick1. Hiring and reviews reflect organization’s core values

2. Job description outlines criteria for success and future review

3. Both the employee and the manager have practiced discussing behavioral issues, making reviews easier

4. The metrics for hiring & reviews are more consistent across organization

5. The hiring process and the review process are authentic, meaningful, and celebrated

What happens when these are linked together?

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You can have all of Meebo’s process. There you go — our questions. Take out your iPhones now. But unless it’s connected to the rest of the culture, it won’t matter.

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Story #2: Sad Panda

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This is our team circa 2008

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Chat Conversation

“hi elaine. how’s it going.”

“good. good.”

“we need to hire 100x faster. can you own that?”

“ummm… okay”

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What is Scalability?

1. One time set-up

2. Requires minimal effort, training, people, cost, or machines to grow

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Scalable or Not?Asking your Co-founder and CEO to handle tech phone screens when you’re busy with a deadline…

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Scalable or Not?Asking your Co-founder and CEO to handle tech phone screens when you’re busy with a deadline…

Not Scalable

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Meetups

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Meetups

Not Scalable

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Midterm Tees

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Midterm Tees

Not Scalable

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Secret Jobs in HTML

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HTML Secretjobs

Scalable!

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Google AdWords

In 2011, if you entered a technical JavaScript terms into Google, you’d see this Meebo ad. That would lead you to...

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Google AdWords

Scalable!

In 2011, if you entered a technical JavaScript terms into Google, you’d see this Meebo ad. That would lead you to...

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Hiring Recruiting-Savvy Managers with Talented Networks

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Hiring Recruiting-Savvy Managers with Talented Networks

Mega Scalable!

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The Most Sustainable of All…

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Story #3: The Honeypot

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2010 Plan

goal !2010 PLAN

hirebuild

Story - most difficult times of my career Become a self-sustaining business Web & UX teams - competitive edge, frameworks 25 - Google Tremendous pressure!

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alll-out crisis

surprise!surprise!SURPRISE!

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honeypot is born

2am - used a domain I owned and made the honeypot

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honeypot

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honeypot

Swapped out post-grad with my husband

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honeypot

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honeypot

1. Pete is based upon a real person

2. Pete is a static presence

3. I own it fully

4. No one should look bad

5. Share learnings

Rules

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honeypot

Time passed - NADA Failure last resort - LinkedIn finally - a few responses

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Hello my name is ...

and I am a recruiter...Hello my name is ...

and I am a recruiter...Hello my name is ...

and I am a recruiter...

Hello my name is ...

and I am a recruiter...Hello my name is ...

and I am a recruiter...

Hello my name is ...

and I am a recruiter...Hello my name is ...

and I am a recruiter...

Hello my name is ...

and I am a recruiter...Hello my name is ...

and I am a recruiter...

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HONEYPOT

BAM! door to the party

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2 1/2 years later...

Q12010

Q4*2009

Q22010

Q32010

Q42010

Q12011

Q22011

Q32011

Q42011

Q2*2012

Q12012

36

4

2736 38

42

58*

7088

656675

50

25

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Honeypot Results530 emails

382 recruiters

172 organizations

7 iPad incentives

1 Xbox incentive

1 MacBook Air incentive

5 $1k referral cash incentives

2 $10k referral cash incentive

8 coffees

7 phone calls

6 lunches

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Recruiter CommunityRecruiter Activity2010-2012

ewherry.com

0

20

40

60

80

100

Q12010

Q22010

Q32010

Q42010

Q12011

Q22011

Q32011

Q42011

Q12012

Q2*2012

Top Companies

Anonymous

Start-ups

VCs

75%

100%

50%

25%

15%

26%

56%

3%

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Talent Geography

ewherry.com

0

10

20

30

40

50

Q1*2010

Q22010

Q32010

Q42010

Q12011

Q22011

Q32011

Q42011

Q12012

Q2*2012

San Francisco

San Mateo

Redwood City

Menlo Park

Palo Alto

Mountain View

Sunnyvale

Cupertino

San Jose

Los Gatos

16 16 26 2627 50 42 50 4552

Silicon Valley Recruiting Geography2010-2012 50

10

30

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Email Content

35%“Hi, my

name is...”

36%Other

22%“I was impressed

with your profile...”

7%“Sorry for

the email...”

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Recruiters vs. Managers

= Top Company Recruiters

= Start-up Recruiters

= Managers

49% 42% 67%

20% 37% 37%

44% 67% 79%

RoleDescription

Personalized CompanyDescription

Recruiters vs. Managers

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Missed Followups

44%First-timeoutreach

44%Missed

follow-upopportunities

12%Follow-up

rate

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Still Going…

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Scalable or Not?

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Recruiting is Easier When It’s:

Self-reinforcing

• Simple is better: connect the hiring and review process together. The rest will follow.

Scalable

• Record metrics: interview ranking systems, pipeline analytics

• Know your bottlenecks: work from start to end of process

• Prioritize home runs: target long-term, easily repeatable techniques

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Thank You!

Elaine Wherry @elainewherry [email protected]

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But what if…

Q: We don’t have clear values? A: Cheat sheet: talent, proactivity, results-focused, team, adaptable

Q: Managers are too busy to switch A: Don’t boil the ocean — start with one team that is desperate that will set a great example for others to follow