Startup Recruiting (well, any recruiting process should move quickly today). Employers, it's not your market anymore, so stop pretending and get moving!

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The Talent Hunt – Intelligent.ly
Get Your Process Together
Marie Burns • @marieburns

2. Agenda
6-6:15 Open Discussion
6:15-6.30 Jobs Owner & Process Discussion
6:30-6:45 Break Out – 15 Min
- Build Your Own Process
6:45-7:00 Segmenting & Interview Questions
7:00-7:15 Break Out – 15 Min
- Build Your Own Segmentation Process
7:15 Q&A
What’s up for tonight?
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3. Open Discussion
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‣ What are you recruiting for currently?
Current challenges? Size of company?
‣ Who in the room has a formal interview
training process for your teams? If you
do, do you have parts that work
seamlessly?
‣ Do you have someone who “owns” your
hiring process? How many of you have
multiple hands in the process,
simultaneously?
‣ What’s the #1 reason you feel you lose
candidates?
Let’s talk about your experiences. Whiteboard time!
FORMULA
Planning =
Less steps =
Less of your time =
Faster hire
AND beating your
competition and
getting the talent you
WANT

4. Check it out.
100 Boston based hiring professionals surveyed (Dir of Talent,
CEO’s, VPs, Hiring Managers)
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5. Rapid Recruiting Process
‣ Must optimize time with candidates. Keep up with today’s market!
‣ Evaluate their craft first & foremost . Directly after first phone screen, give the candidate an
assessment of some sort. *Do NOT forget to assess their motivating factors for being the “right
fit” (NOW: quick chat about psychological motivating factors and profiling – to make sure they
STAY!)
‣ A candidate should never be in more than once if not a skills fit. **They shouldn’t actually make it
in the door if they don’t pass a quiz/assessment/test**
‣ There should be no more than 4 interviews in your process, including your phone screen! Process
should be no longer than 2 weeks. 1-1.5 weeks optimal. Move, my friends!
‣ If candidate is not a cultural fit, they shouldn’t make it past the first in-person round. Profile this
up-front.
‣ Let’s walk through an Example Rapid Recruiting Process (Appendix A)
‣ BREAK OUT SESSION (PAGE 1) – YOUR TURN
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Keep up!

6. Segmenting Your Interviews
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‣ Your Job Owner is in charge of
dividing interviewer responsibilities for
each member of interview team
‣ Each member of the interview team
should assess different: skill sets
related to the job, behavioral question
answers and cultural fit
‣ This should be accomplished before
anyone ever gets on the phone with a
candidate, ie, as soon as the role and
Rapid Recruiting Process is defined.
‣ Let’s walk through the
Segmentation/Evaluation Tool –
Appendix B
Division of Responsibilities for each of your Interviewers.
Do you have “that” problem
where your interview team
members come out with the
same information about the
exact same candidate? OR,
they all “like” the candidate,
but don’t feel like they have
enough information to make a
decision? Divide their
responsibilities. Fix this!

7. The Million Dollar Question (s)
‣ Let’s break down what types of
questions to ask depending on
what types of characteristics
you’re evaluating
‣ The @Job Owner should divide
these questions among their
interview team as part of their
segmenting process
‣ BREAK OUT – FINISH IT UP!
Segment & Choose who asks what
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What Do We Ask during Interviews?
See Appendix C

8. Q&A
That is, if you have any…
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Keep in touch: @marieburns
Email: Mburns@compete.com