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Part 2 — Sourcing and diversity recruiting
Our speakers
Zeenat Bhamani / @zeenatbhamani
Recruiting Researcher, Netflix
Maya Humes / @mayanjeri
Content Marketing Manager, Lever
Part 2 — Sourcing and diversity recruiting
#1
Use calendar “chunking” for sourcing, phone
screens, etc.
Block chunks of time on your calendar for
sourcing, phone screens, candidate
feedback, hiring manager meetings, etc.
Part 2 — Sourcing and diversity recruiting
#2
Make OneTab your best friend
Use a browser extension called OneTab. It will zap all of your open tabs into a
single one so you can re-open each tab as you’re ready to review it.
Part 2 — Sourcing and diversity recruiting
#3
Give tree ring sourcing a try
When you’re sourcing candidates, start narrow and work your way out. Use a
Boolean AND operator for both required and desired skills, and use a small
zip code search radius, then slowly expand your search from there (if
necessary).
Part 2 — Sourcing and diversity recruiting
#4
Find any candidate’s email address
Did you just come across your dream candidate, but you aren’t sure how to
contact them? Work emails tend to follow a pattern, like
“[email protected]”, or [email protected]". To find
the pattern, create this string using the company’s URL:
“contact OR email * * company name.com”
Part 2 — Sourcing and diversity recruiting
#5
Host team-wide sourcing jams
Make sourcing fun and find new candidates
faster by hosting a company-wide sourcing
session - complete with music, pizza, and
even beer.
Part 2 — Sourcing and diversity recruiting
#6
Tap into the “People also viewed” section of
qualified people on LinkedIn
Think of the most talented people on your
current or former team, and dive into their
“People also viewed” section.
Part 2 — Sourcing and diversity recruiting
#7
Pull all candidate profiles from online hubs into
your ATS
Forget the hassle of keeping track of candidates on GitHub, AngelList, and
LinkedIn. Bring their information into one centralized location - your ATS.
Part 2 — Sourcing and diversity recruiting
#8
Set up a Google alert for your top prospect’s
name
If there’s a candidate you’re courting, use Google Alerts to get notified when
there’s an article published about them online. That way, you can send a
related follow-up.
Part 2 — Sourcing and diversity recruiting
#9
Throw quarterly referral-a-thons
Wasting time asking your team to submit
referrals at every company meeting? Plan a
referral-a-thon once a quarter. Also, use a
tool like Drafted to make gathering referrals
easy.
Part 2 — Sourcing and diversity recruiting
#10
Send automated follow-ups to check in with
candidates
Second and third follow-ups can double your candidate response rate, but it’s
not easy to remember to send them. Save yourself time by automating your
follow-ups in Lever Nurture.
Part 2 — Sourcing and diversity recruiting
#11
Capitalize on engagement notifications
One Lever Nurture feature allows you to see when candidates open and click
your emails. Even if they don’t respond, this is key info that can drive you to
reach out again.
Part 2 — Sourcing and diversity recruiting
#12
Use Lever Nurture Recommendations to
resurface archived candidates
Why spend hours searching for new talent when you already have incredible
talent sitting in your ATS? Lever Nurture Recommendations suggests
qualified candidates you’ve already pulled into your recruiting software.
Part 2 — Sourcing and diversity recruiting
#13
Send for your hiring manager to increase
candidate response rates
Having trouble getting candidates to respond? Try sending for their future
manager or an executive.
Part 2 — Sourcing and diversity recruiting
#14
Identify, clone and improve your best performing
reach-out templates
Lever Nurture Reports helps you see
which reachouts get the most opens,
clicks and responses. Find what’s
working and socialize that with the
rest of the team.
Part 2 — Sourcing and diversity recruiting
#15
Reward employees who submit referrals with
restaurant gift cards
Referrals are one of the most rewarding recruiting tactics around. Lever’s
research shows that one in 16 referrals are hired, compared to one in 152
candidates who apply through your website or job boards. But it helps to
incentivize your employees to submit them.
Part 2 — Sourcing and diversity recruiting
#16
Share a new “Sourcing Tip of the Week/ Month”
in team meetings
Start a tradition wherein team
members share new tips regularly
- that way, you’re always keeping
your tactics fresh, varied, and
effective.
Part 2 — Sourcing and diversity recruiting
#17
Integrate “open role spotlights” into your
company’s weekly all-hands
Make key roles you’re trying to fill top-of-mind for the whole team. When you
give the recruiting updates during your next company-wide meeting (you do
do that, right?), focus on the highest-priority positions.
Part 2 — Sourcing and diversity recruiting
#18
Pore through your coworker's connections
Connect with an existing team member on
LinkedIn, source their connections, send that
employee the names of the people you found
in their network, then ask for a simple "Would
you refer this person? yes/no?".
Part 2 — Sourcing and diversity recruiting
#19
Find where candidates hang out (online)
No need to make it to every candidate meetup when you have the internet.
Are you looking for Social Media people? Try Instagram. Engineers? Try
Github. Or maybe Reddit. Or Twitter. Designers? Try Dribbble.
Part 2 — Sourcing and diversity recruiting
#20
Build rapport with candidates who aren’t right
If you build a great rapport with a candidate who ends up not being right for
the job, they’ll likely won’t mind sending you the names of other great people
who may be closer to what you’re looking for.
Part 2 — Sourcing and diversity recruiting
#21
Use the "Find more people like..." feature
LinkedIn Recruiter's search bar allows you to type in an exact name and pull
profiles similar to that individual. I like to use this with the existing team,
dream hires, or even people we've passed on whose backgrounds were great
otherwise.
Part 2 — Sourcing and diversity recruiting
#22
State your commitment to building a diverse and
inclusive culture on your careers page
Even if you just add one simple
sentence, you can send a strong
message to your applicants. Add it at
the end to your job descriptions too to
drive the point home!
Part 2 — Sourcing and diversity recruiting
#23
Conduct blind resume screenings
This will help you minimize unconscious biases. Studies have shown that
people with ethnic names need to send out more resumes before they get a
callback, for example.
Part 2 — Sourcing and diversity recruiting
#24
Ban “culture fit” as a reason for rejecting a
candidate
When interviewers want to reject candidates for “culture fit”, or a “gut feeling”,
it’s an indication that unconscious bias is at play.
Part 2 — Sourcing and diversity recruiting
#25
Explicitly request a diverse range of referrals
Challenge your employees to think
beyond the obvious – past their three
best friends that may or may not be all
from the same demographic.
Part 2 — Sourcing and diversity recruiting
#26
Ensure that underrepresented employees are
included in your interviews
But don’t go overload them either - steer clear of asking your
underrepresented employees for help nonstop.
Part 2 — Sourcing and diversity recruiting
#27
Check the temperature of your office
The temperature in most buildings defaults to what’s most comfortable for
men.
Part 2 — Sourcing and diversity recruiting
#28
Stray away from oddball questions like “How
many golf balls would fit inside a 747 airplane?”
Brain teasers and off-the-cuff questions have been found to be not that helpful
in predicting great hires vs. those who need to be rejected. Instead, focus on
behavioral interviewing.
Part 2 — Sourcing and diversity recruiting
#29
Intersect your conversion rates with the
demographic data collected through Equal
Employment Opportunity (EEO) questions
You might find that underrepresented candidates are passing phone screens,
but falling off after on-site panels at a high rate. This tells you there may be
some sort of bias in a particular stage.
Part 2 — Sourcing and diversity recruiting
#30
Change the reading materials you have in your
lobby
If you’re going to provide magazines,
try to make sure them relevant to your
industry as opposed to clearly
gendered options.
Part 2 — Sourcing and diversity recruiting
#31
Print inclusive bathroom signs
Lever’s bathroom doors have a sticker that says “For those who identify as,”
above the mens and womens signs. Try doing the same!
Part 2 — Sourcing and diversity recruiting
Download our entire 103 Recruiting Hacks Ebook here:
https://www.lever.co/resources/101-recruiting-hacks-to-accelerate-hiring
Register for our 4-part webinar series:
https://www.lever.co/recruiting-resources/webinars/103-recruiting-hacks-to-
make-2018-your-most-productive-year-yet