Always Be Recruiting

HELLO! My name is Carmen. Ex-recruiter. Caught the tech bug in 2013. Start-ups to Corporations. Various industries. Internal and Agency recruitment. The hats I currently wear: ∎  Career Services Advisor (Canada West), Lighthouse Labs. ∎  Strategist, Mavrixx

TREAT IT LIKE SALES Source, Qualify, Close.

99% of the time your best hires can come from your team’s combined network.

First Map out your “search” criteria. Time Investment. Interview Process. Timeline.

Steps

Source like a pro. ∎  Inbound Strategy ▫  Job Postings ▫  Community Groups ▫  Marketing Campaigns (Content, Social Media, etc.) ▫  Referral Program

∎  Outbound Strategy □  Outreach (LinkedIn/Emails/Social Media) □  Customers/Community Followers! Best candidates

Place your screenshot here

∎  “Canned Responses” for you AND the team.

∎  Applicant Tracking Systems (ATS)

∎  Live recruitment docs

∎  LinkedIn; Angelist, LocalSolo, Slack

∎  Gamification

Get “techie” with it.

Application Review Resume + Cover Letter Phone Screen 15 minutes max. – Why, When, What, Salary, YES OR NO?

Qualify, Qualify, Qualify.

1st In-Person Interview Final Interview Reference Check

The Interviews Do they want

THIS job? Can they DO

the job?

Do YOU want them to do the

job?

Reference Check Technical

Skills Soft Skills Motivation Red Flags Would you hire again?

Manager

Colleague

THE OFFER

Recruitment Outsourced. Hourly -  Consultant/Contract -  Set milestones -  Conflict of interests?

Contingency - Pay per placement - % of salary (10 – 30%) - You pay for what you get - Guarantees

Retained - Upfront Costs - High-end, comprehensive, - Senior to Executive Level - Guarantees/Exclusivity - Search Report

Food for Thought: ∎  When to hire

∎  Who to hire - Junior vs. Senior ∎  Succession Planning ∎  Sustainable Growth ∎  Expiration Dates ∎  Hiring Grants

Final Thoughts

Timing + Transparency = Efficiency

THANKS! Any questions? Building your Dev team? Keep in touch: carmen@lighthouselabs.ca 778-998-7617