don charlton in hootsuite university

How Small Businesses Can Stand Out and Hire the Best People

Don CharltonFounder and CEO, The

Resumator

• “The Don” and The Resumator

• Deputies vs. Sheriffs

• Passive vs. Proactive Hiring

• We’re Hiring vs. We’re Awesome!

• Fake vs. Fanatical Referrals

• Social Networking vs. Socializing

• Wrap Up

Agenda

The DonDon CharltonFounder & CEOdon@theresumator.com

• Interface designer• Software engineer• “Deputized” hiring manager• Held his high school’s record

for most blocked shots until that stupid 6’8” sophomorebroke it 3 years later

The ResumatorOur Web-based software helps employers hire with confidence by providing tools, processes and data that help them make better-informed hiring decisions.

A Few Cool Customers

Deputies vs. SheriffsMost people have little or no experience hiring people. They’re actually “deputized” by their company to manage hiring. Is this you?

Hiring SheriffsRecruitersHiring ManagersManagersCEOs

Hiring DeputiesNew CEOsNew ManagersEmployees

The “Deputized” Hiring ManagerSmall businesses usually deputize the people who manage hiring.This creates all kinds of problems for the company:

• Their hiring process is best described as “winging it”

• Frustration with what feels like a second full time job

• Motivation is speed of hire first, quality second

• Limited ability to build an applicant pipeline

• General disdain for the role

Passive vs. Proactive HiringHiring novices think posting a job to the website is hiring. Hiring experts know you need to proactively promote your jobs to find top talent.

Passive effort• Posting job to website• Buying job board ads• Tweeting a job once• Browsing LinkedIn

Being proactiveSmart companies know hiring is basically self-promotion–and the “self” is the company. You need to make noise!

The Passive/Proactive Law

When you don’t work hard on hiring, only the people proactively looking for work find you. These people are usually not the best possible hire.

Passive Hiring = Proactive Job Seekers

Proactive Hiring = Passive Job SeekersWhen you work hard at promoting your company, even people not looking for work learn about you. These are the people you want to hire!

Passive job seekers will only see jobs that are proactively promoted.

The Perils of Avoiding the Passive

http://www.chalre.com/hiring_managers/active_vs_passive_candidates.htm

Passive Job Seekers

Semi-Active Job Seekers

Active Job Seekers

If you’re not effectively targeting passive job seekers, you’re not targeting as much as 70% of possible candidates!

5% to 10%

20% to 30%

60% to 70% OUCH!

So how do I proactively hire????

Proactive HiringGreat companies realize that building a great applicant pipeline starts with building a great company worth talking about.

Be Awesome! Encourage Quality Referrals

Socialize Online and Offline

Build an Applicant Pipeline

We’re Hiring vs. We’re Awesome!People don’t work for jobs – they work for companies. Start promoting how awesome your company is, and your jobs will promote themselves.

Learn how to “peacock”

1. Perform a gut check

2. Tell a great story

3. Entertain and educate

4. Overshare

Fake vs. Fanatical ReferralsNever ask for referrals from employees. Create a work environment that naturally creates them, and then reward the effort!

Good “carrots”

• Free lunch with referral

• Leave early for the day

• “Thank you” (no matter what)

Bad “carrots”

• Money

• Nothing

Social Networking vs. SocializingThe best way to recruit people is to meet them face to face.

Hackathon

Mixer

Job Fair

Volunteer OpenHouse

GuestSpeaking

CampusVisit

Panel

Thank You!

Don Charltondon@theresumator.com

blog.hootsuite.comslideshare.com/hootsuite

facebook.com/HootSuiteUniversity

twitter.com/hootsuite_u