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![MyFitnessPal Example:
In this example, you made 1 Backend Engineering hire and there were 300 candidates and prospects total.
1. Pull Data
2. Sort by Source
=COUNTA(K2:K12) [Gives you the sum of that source]
3. In another sheet you can summarize the sums
I break down hiring into 3 funnels:
1. Inbound
2. Outbound
3. Referrals
Data-centric recruiting
#HIRINGHACKSGREENHOUSE + ENTELO](https://image.slidesharecdn.com/finalhiringhacks02-160302184013/75/Hiring-Hacks-Under-Armour-s-Formula-for-Data-Centric-Personalized-Recruiting-13-2048.jpg)
![MyFitnessPal Example:
In this example, you made 1 Backend Engineering hire and there were 300 candidates and prospects total.
1. Pull Data
2. Sort by Source
=COUNTA(K2:K12) [Gives you the sum of that source]
3. In another sheet you can summarize the sums
I break down hiring into 3 funnels:
1. Inbound
2. Outbound
3. Referrals
Data-centric recruiting
#HIRINGHACKSGREENHOUSE + ENTELO](https://crownmelresort.com/image.slidesharecdn.com/finalhiringhacks02-160302184013/75/Hiring-Hacks-Under-Armour-s-Formula-for-Data-Centric-Personalized-Recruiting-13-2048.jpg)
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Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
The document discusses a webinar hosted by Greenhouse, Entelo, and Under Armour to improve data-centric and personalized recruiting strategies. It covers tips for aligning recruiting strategies with product roadmaps, using data to enhance recruitment processes, and the importance of personalization in messaging to candidates. Key topics include metrics to track for recruitment success and insights from Leslie Dutton, a senior manager from Under Armour, on effective recruiting practices.
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Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
- 1. GREENHOUSE + ENTELO UnderArmour’s Formula for Data- Centric & Personalized Recruiting
- 2. GREENHOUSE + #HIRINGHACKS Today’sModerators Becky Higgins Greenhouse Kathleen de Lara Entelo GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
- 3. GREENHOUSE + What is Greenhouse? •Greenhouse is an end-to-end solution that optimizes your entire recruiting process • Talent is critical for building outstanding companies • World-class recruiting requires focused effort across your entire organization #HIRINGHACKSGREENHOUSE + ENTELO
- 4. Hiring Hacks •Each webinar in the series focuses on strategies and tools that help measurably improve the recruiting process • In this Hiring Hacks, Greenhouse partnered with Entelo & Under Armour to discuss: • Tips to align your recruiting strategies with your product roadmap • How to make sense of the data you’ve gathered • How to differentiate your employee value proposition with personalized messaging • Which metrics recruiters should be tracking GREENHOUSE + ENTELO #HIRINGHACKS
- 5. GREENHOUSE + #HIRINGHACKSGREENHOUSE+ ENTELO What is Entelo? • Entelo is a recruiting platform providing access to over 275 million candidate profiles • Identify diverse candidates and who’s more likely to change jobs • Send, coordinate, and track candidate emails • Export candidates straight to your ATS
- 6. Hundreds of high-performingcompanies use Entelo to build great teams #HIRINGHACKSGREENHOUSE + ENTELO
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- 8. Hiring Hacks FeaturedSpeaker Leslie Dutton Senior Manager, Talent Acquisition @ Under Armour www.linkedin.com/in/ledutton Leslie joined MyFitnessPal as its first recruiting hire and built the recruiting program from the ground up. Since then, MyFitnessPal more than tripled and was acquired by Under Armour. Leslie now leads the technical recruiting team for Under Armour, which has locations across the US in Austin, Baltimore, Denver and San Francisco. Previous to her role at MyFitnessPal / Under Armour, Leslie spent five years at Amazon where she did technical recruiting for the Kindle organization. #HIRINGHACKSGREENHOUSE + ENTELO
- 9. #HIRINGHACKS We’ll Cover Leslie’s tipsfor a data-centric & personalized recruiting approach Tip 1: Hiring to a product roadmap Tip 2: Data-centric recruitment Tip 3: Personalization Tip 4: Recruiter metrics GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
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- 11. GREENHOUSE + Hiring toa Product Roadmap • Organization’s goals • Talent gaps • Develop hiring timeline #HIRINGHACKSGREENHOUSE + ENTELO
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- 13. MyFitnessPal Example: In thisexample, you made 1 Backend Engineering hire and there were 300 candidates and prospects total. 1. Pull Data 2. Sort by Source =COUNTA(K2:K12) [Gives you the sum of that source] 3. In another sheet you can summarize the sums I break down hiring into 3 funnels: 1. Inbound 2. Outbound 3. Referrals Data-centric recruiting #HIRINGHACKSGREENHOUSE + ENTELO
- 14. #HIRINGHACKSGREENHOUSE + ENTELO Candidates Hires InboundOutbound Referrals RS PS1 PS2 Onsite Reference check Offer
- 15. GREENHOUSE + • #referrals received • # applicants • # sourced by recruiters #HIRINGHACKSGREENHOUSE + ENTELO Once you know the breakdown you can then calculate: Applicant: Job Site 61 Applicant: Stack Overflow 29 Prospected Entelo 136 Prospected GitHub 59 Referral 8 Networking Lead 7 90 195 15 300 Inbound Outbound Referral 30% 65% 5% 100%
- 16. Total number ofcandidates and prospects it took to hire this 1 role 300 % of what you could expect for referrals, applicants, and the gap needed to fill by sourcing • Inbound 30% • Outbound 65% • Referrals 5% Gives you your worst case scenario expectations – if no referrals come in and applicant pipeline dries up, approximately how many prospects would your recruiting team need to generate in order to ‘guarantee’ a hire? 300 In this example, what does all of this tell you? #HIRINGHACKSGREENHOUSE + ENTELO
- 17. Pull date recruitmentbegan on the role and the date of acceptance and hire date 1. Tells you approximately what you could expect for amount of time it would take for your recruiters to receive an accept 2. Tells you approximately what you could expect for amount of time it would take for the new candidate to start Additional data point (this is not 100%, but gives an approximation) 1. Pull prospects list per recruiter 2. Date range: 1 week 3. See # outbound messages the recruiter was able to send out ** NOTE, if you pull prospects list, it won’t necessarily show all work – doesn’t show you the # of follow up emails that went out and if someone was converted to a candidate, it won’t show.** Next Step: Time to Fill #HIRINGHACKSGREENHOUSE + ENTELO
- 18. • You knowthe # of total candidates it takes to make that 1 hire • You know the % breakdown of referrals vs Inbound vs Outbound • You know the time it took to fill • You know about how many outbound messages your recruiter typically sends in a week Now what? What You Know #HIRINGHACKSGREENHOUSE + ENTELO
- 19. #HIRINGHACKS Calculating Workflow &Hiring Timeline Recruiter Output • 300 candidates to fill a role • 5% referrals, 30% inbound, 65% outbound • Minimum = 195 outbound messages • Maximum = 300 outbound messages Time to Fill • Start Date Accept Date = 2 months • Start Date Hire Date = 3 months ** Budget 1 month extra to account for onboarding ** GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
- 20. #HIRINGHACKS • It willallow you to project your hiring plan for the year and how many reqs any particular recruiter should hold at any given time • Using Data can help you get the resources you need – good to be factual and honest instead of promising what you can’t deliver • There are no guarantees ever, things can go slower or faster How do I best utilize this information? GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
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- 22. #HIRINGHACKS Personalization Why send personalizedmessages? 1. Respect your candidate 2. Respect your organization 3. Respect your credibility 4. Increase respect for our profession 5. Efficiency Goal: Continuously make the response rate go up and up. GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
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- 24. #HIRINGHACKS Depends on howdata driven you want to be… 1. At minimum • Track launch date, acceptance date, hire date, source 2. Want to be a pro? • Track all candidates you reach out to. Source, email used, subject line used, response, response yes in addition to the above • Show you what emails work best, what subject lines work best, what is your response rate and what is your positive response rate. What metrics should recruiters track? Why send personalized messages?GREENHOUSE + ENTELO #HIRINGHACKSGREENHOUSE + ENTELO
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Editor's Notes
- #3 Hello everyone, thank you for joining us in our 2nd Hiring Hacks webinar of 2016! Let me quickly go ahead and introduce who you will be hearing from today... Today’s Moderators are myself, Becky Higgins. (Casey is under the weather today, so I’ll be filling in for her!) and Kathleen de Lara our wonderful partner over at Entelo. Before we dive into this webinar, I’d like to quickly go over some house keeping items. Today's session will be recorded, and a link to the recording will be sent to you via email later this week. ALSO we love questions, so feel free to submit them in the Q&A box throughout the webinar, and Leslie will answer them at the end.
- #4 So you’re attending this webinar presented by Greenhouse but what is Greenhouse exactly? Greenhouse is an end-to-end solution that optimizes your entire recruiting process. A few points that we believe: #1 Talent is critical for building outstanding companies. Companies now recognize that finding the best talent is key to driving business success. You can have a great product or service but without top talent, it will be difficult to succeed in a competitive marketplace #2 World-Class recruiting requires focused effort across your entire organization. Companies that have done well at recruiting have made it a company wide focus and priority. Best practices have existed for years but companies often don’t have the tools or process-EEs to allow them to execute them
- #5 What is exactly Hiring Hacks? Each webinar in the series focuses on strategies and tools that help measurably improve the recruiting process In this Hiring Hacks, Greenhouse partnered with Entelo & Under Armour to discuss: Tips to align your recruiting strategies with your product roadmap How to make sense of the data you’ve gathered How to differentiate your employee value proposition with personalized messaging Which metrics recruiters should be tracking Now, I’d like to pass it onto Kathleen as she’ll provide a bit of insight into what Entelo does as well as introduce our talented speaker for the day!
- #12 1. Where is the company or your organization going in the next year? The next 6 months? 2. Timeline of hard deadline goals and product launches 3. What are the talent gaps needed in order to achieve those objectives? 4. Add a hire date that allows enough ramp time so that the new employee can help company achieve the objectives 5. Once you know the timeline, you can work backwards to great a hiring plan What can come up during this discussion with your clients? You need to come as the expert on hiring. If they want everything now, challenge that. Help them prioritize. If they truly need everything now, you can use the information you know about what it takes to make certain hires (next step) to let them know what it is you truly need in order to make that hire.
- #14 Define what each funnel is
- #15 NOTE: Should we write out what RS / PS stands for? Inbound Source examples: Applicants through jobs site Applicants through email Outbound Source Examples: Prospecting Entelo Referrals All referrals Networking leads
- #18 ** What exact metrics should a recruiter be capturing to be truly data driven? Last point we will make.
- #19 This is an example with easy numbers to give you an example, this is not indicative of expectations that you should have on your recruiters. Every single situation is different. We would expect a sourcer to be able to send out at least 100 personalized messages per week and a recruiter 50.
- #20 If it takes 300 candidates to fill a role. 5% referrals, 30% inbound, 65% outbound – you know you need at minimum 195 outbound messages to make the hire and at maximum approximately 300 outbound messages. If it took 2 months from start to accept date and 3 months from start to hire date, you know to budget 1 month extra to account for onboarding If your recruiter can send out 50 messages per week, you know that to achieve hitting 195 messages they need about 4 weeks. 300 would be 6. Budget time it typically takes for a candidate to go through the interview process (say, 3 weeks) and you have given yourself data needed to know how far in advance you need to start on that role to make the hire. In this case, we will budget 9 weeks to recruit + 4 for onboarding, or 11 weeks
- #21 1. You can’t control people – all kinds of factors can change all of this
- #23 You can create templates, but you want to make sure you leave room for personalization – call out that you noticed they were interested in nutrition, thought they might be interested in what we are doing at MyFitnessPal or saw you like running, maybe you would be interested in what we are doing with the running applications in connected fitness at Under Armour. NOTE: Include your personal anecdote about an outbound message example & success story (Example: Amazon & Personalized Subject Line)