Hiring Made Easy by CEO Jerome Ternynck http://www.smartrecruiters.com/

2. “Hiring the best
is your most
important task”

3. Who are YOU hiring?

4. Who are YOU hiring?
• The only one we could find?
• The first acceptable candidate?
• Best we’ve seen
• Best on the market
• Best in the market?

5. What Drives Quality of Hire
1. Having options
2. Not losing them
3. Making the right choice

6. What Drives Quality of Hire
1. Source
2. Engage
3. Hire

7. Source

8. Healthy Candidate Inflow
1. Choice drives quality of hire
2. Volume, numbers game
3. Critical timing of 2 weeks
4. Source of best candidates
is unknown

9. 1
Clean Job Ad

10. Clean Job Ad
Informative Effective
Company, position, Drives conversion with
qualifications, process clear Call to Action
Short Social
500 words or less Social touch with Poster
and Insider Connections
Clear Viral
Jargon free, easy to Easy to share on popular
understand networks
The Job Ad is what converts your sourcing dollars into candidates.
A good job ad yields 100% more results than a bad one.

11. 2
Jobs on Your Website

12. Jobs on Your Website
Front and Center Location
List jobs clearly on List jobs by location on a
careers page webpage or blog
Branding Department
Configure jobs list to List jobs by department on
match corporate branding a webpage or blog
50% of your applicants visit your career website
before or after applying

13. 3
Let the Whole Web Know

14. Let the Whole Web Know
Free Sites Index Job Ad
Distribute jobs on free Make sure jobs are
sites indexed by Google, Bing
Job Search Engines SEO Optimized
Distribute jobs on job Optimize job landing page
search engines URL, tags, description
50% of job searches start on Google

15. 4
Ask Your Friends

16. Ask Your Friends
• Share jobs on LinkedIn, Twitter
and Facebook
• Ask all employees to share and
make intros (vs referrals)
• Don’t spam. Take the time to
personalize messages
When done properly, social referrals can
become your #1 source of hire

17. 5
Advertise on Job Boards

18. Advertise on Job Boards
• Use generalist sites for volume
(Monster, CB, LinkedIn, Indeed
Pro)
• Use niche sites for quality
and precise targeting
• 1 Generalist + 2 Niche boards
for every job (cost 1% of salary)
Advertising will give you 10-50 candidates
within a week with a great ROI

19. 6
Leverage Facebook

20. Leverage Facebook
• Turn fans into hires with a social
Career Site on Facebook
• Use Facebook Ads to drive hyper-
targeted candidates to your job
• Share jobs as posts on your
personal page (occasionally)
Facebook is a gold mine for recruiters

21. 7
Source Directly

22. Source Directly
• Search your existing Talent Pool
to find people already engaged
• Mine external databases, not just
LinkedIn, but TalentBin, Entelo,
Gild, Facebook…
• Don’t Spam. Personal message
yield better results than standard
emails
Assume a 10% conversion, i.e., contact 100
people to get 10 candidates. Intense but
effective.

23. 8
Use Agencies

24. Use Agencies
• Retained if you need results
• Contingent if you’re just being
opportunistic
• Give a clear brief
• Go for niche/specialized firms
“If you think hiring top professionals is
expensive, try hiring amateurs”

25. Cast a Deep, Wide Net
1. Clean Job Ad
2. Jobs on Your Website
3. Let the Whole World Know
4. Ask Your Friends
5. Advertise on Job Boards
6. Leverage Facebook
7. Source Directly
8. Use Agencies

26. Engage

27. 9
Build Your Brand

28. Build Your Brand
Culture Team
Use candid photos of Define roles, display work
employees and workplace samples
Be Authentic Social
Express the benefits of Use social networks to
your workplace honestly spread your brand
Video Blog
Show testimonials of Inbound marketing,
employees personable,…
Famous companies receive 10x more candidates. Investing in your
employer brand will increase your return on sourcing budget.

29. 10
Easy to Apply

30. Easy to Apply
• People should be able to express
% Conversion on Apply
interest in less than 1 minute
70
60
• Complex forms waste your money 50 Who are those
40 lost candidates ?
30
• Screening questions screen out the 20
10
best candidates 0
1 3 5 7 9 11 13 15 17 19 21 23 25 27 29
min min min min min min min min min min min min min min min
% that Complete Apply
Aim for >60% conversion from “Apply Now” to
“New Candidate Received”

31. 11
Don’t Leave Anyone Behind

32. Don’t Leave Anyone Behind
• Candidates are customers,
partners, coworkers…above
all, they’re human beings
• Provide timely feedback to
everyone, at every stage
• It’s easy, and not doing so is
mean and counterproductive
50% of our rejected candidates end up as
followers or fans of SmartRecruiters

33. 12
Two Weeks

34. Two Weeks
• Top candidates have many options.
You have 2 weeks to close
• If your process takes too long, you
lose the best candidates first
• Week 1 : Prescreen + 1st Interview
Week 2 : 2nd Round + Assessment
Week 3 : Offer and Check
Top performers stay on the market 4 weeks or less
and consider 3 offers before making a decision

35. Engage and Cherish Everyone
9. Build Your Brand
10. Easy to Apply
11. Don’t Leave Anyone Behind
12. Two Weeks

36. Hire

37. 13
The Science of Assessment

38. The Science of Assessment
• Assessment is not an art
• Behavioral measures
attitude, work style, cultural fit, job
fit
• Skills testing measures aptitude
for knowledge, skills and abilities
• Reference check provides 360
degree view of past performance
Back your evaluation with science and leverage
it to drive more productive interviews

39. 14
Hire as a Team

40. Hire as a Team
4 Minimum Feedback
Four interviewers over two Trigger
rounds discussion, structure
feedback
Better for you Better for the candidate
You get more Candidate understands the
perspectives, deeper company better and makes
evaluation and buy-in for an informed decision
the new hire
Collaboration - not automation - is the key to a successful hiring
process.

41. 15
Check

42. Check
• Ensure that the applicant meets the
minimum requirements for the job and
company culture
• Meet state requirements for
employment offers
• Provide a safe work environment for
all employees
• Verify that applicant is suitable for
specific tasks on the job
7 out of 10 companies use background
checks according to SHRM

43. Make the Right Choice
13. The Science of Assessment
14. Hire as a Team
15. Check

44. From Good to Great
Source
Big Bang Multi-Channel Sourcing.
50 Candidates in the first 2 weeks.
Engage
Make everyone feel great and keep
a strict timing. 2 weeks for interview.
Hire
Use Art & Science. Involve your
team and don’t forget to check.