INBOUND15 Using Inbound to Source, Interview and Hire Talent Learn how to leverage the inbound methodology to find new employees Patrick Biddiscombe CEO, New Breed @pbiddiscombe
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Using Inbound to Source, Interview and Hire Talent
Learn how to leverage the inbound methodology to find new employees
Patrick Biddiscombe
CEO, New Breed@pbiddiscombe
① Introduction to prescriptive growth
② About New Breed
③ Traditional recruiting is dead
④ Creating a talent acquisition funnel
⑤ Applicant persona development
⑥ Creating a culture code
⑦ Inbound recruitment process
⑧ Takeaways
AGENDA
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Introduction
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GROWTH.Need to adopt a prescriptive growth model–based on how fast you want to grow, you can pinpoint when you need to hire.
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Two funnels you need to fillLeads Candidate leads
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Two funnels you need to fill
Generate as many leads as possible to meet revenue
goals.
Leads Candidate leads
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Two funnels you need to fill
Generate as many leads as possible to meet revenue
goals.
Generate the best talent to help build
business and deliver
Leads Candidate leads
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2 About New Breed
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52Launched websites on the HubSpot COS in 2014
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Our team has grown exponentially!• 18 new hires• 20 intern hires• 32 full-time employees
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We have 6 interns currently!
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Located in Burlington, VTNamed one of the 10 most innovative tech hubs in the US by Forbes magazine.
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We live in a hub of exceptional colleges
Designer and Developers
Copywriters Analytics and Sales individuals
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3 Traditional recruiting is dead
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Over time, it has become less and less effective to invest time and resources into traditional
methods of recruiting, such as:
• Newspaper ads
• Recruiting agencies
• Job boards
• Word-of-mouth/referrals
The recruiting process has drastically changed
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But these methods don’t work anymore
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Great people never need to apply for a job.Finding great salespeople requires a passive recruiting strategy.-Mark Roberge
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Rather, there are new and effective methods to recruit top talent to your company:
• Passive recruiting
• Inbound recruiting
• Social recruiting
The reThe recruiting process has drastically changed
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Passive recruiting
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Say one of your close friends has some type of relationship, have it be personal or
professional, with someone who seems to be a great fit for your company. You work with your
friend to connect you with this prospective employee. Over time, you slowly (and passively)
build a relationship, that can later be leveraged to recruit that person to your company.
Passive recruiting
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Inbound recruiting
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The process of helping potential new hires find your company often before they are even
looking to make a job change decision and then turning that early awareness into brand
preference and ultimately, into new hires.
Inbound recruiting
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Social recruiting
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Leveraging social media channels such as, Twitter, Facebook and LinkedIn to:
• Identify potential new hires
• Learn more about applicants
• Nurture them further from the application process
• Target (or retarget) using paid advertising options
• Have conversations with potential new hires
Social recruiting
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4 Creating a talent acquisition funnel
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Growing your team can be tough.We all have talent acquisition growing pains but the inbound methodology can help scale your team.
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Build out your funnel for new hires and
interns, and most importantly always
keep your funnel full.
Leverage your inbound process to grow your team
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5 Applicant persona development
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Applicant persona creationAs you do for customer acquisition, you must create a persona geared toward your ideal employee.
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Ways to Score Candidates
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Get to know you.Applicants should be able to articulate what the company does.
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Be social with you.Applicants should follow the company across social media channels, attending events, participate in the same conversation.
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Fit culture code.Applicants should read the culture code prior to the interview and should be able to ask questions about it.
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Know your industry.Applicants should be well-versed (or at least familiar) with the industry or industries the company works within.
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Challenge you.Companies like to see applicants ask hard-hitting and specific questions back to the interviewer.
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6 Creating a culture code
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• Define what it means to be Z, Y, and X at your organization
• Define what makes your organization unique from others
• Define the characteristics that you want every single employee to embody
A culture code can help you…
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① Be insanely driven to unify marketing + sales
② Innovate, educate & empower others
③ Question things & drive positive change
④ Embrace transparency, honesty & selflessness
⑤ Get sh*t done
⑥ Turn metrics into action
⑦ Be awesome
New Breed Culture Code
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But what if an employee doesn’t align with your culture code?
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But what if an employee doesn’t align with your culture code?
Fire them
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7 Inbound recruitment process
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① Top of the funnel: Recruitment sources
② Middle of the funnel: Form strategy
③ Bottom of the funnel: Interview process
④ New hire onboarding
Inbound recruitment process
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Always be recruiting.
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The process of helping potential new hires find your company often before they are
even looking to make a job change decision and then turning that early awareness
into brand preference and ultimately, into new hires.
Inbound recruiting revisited:
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If your dream hire was on your website, would you know?
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What if there was a way to engage potential hires and learn more about them before they even applied?
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Top of the funnel
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• Employee referrals
• Local colleges and universities
• Internships
• HUG events focused on recruitment
• Top local tech companies (#Poaching)
• Hackathons
Recruitment sources
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Assign a recruiting championThis person needs to exhibit exceptional sales skills
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Middle of the funnel
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Form strategy• Collect their resume• Screen ahead of time• Review level of due diligence
(Digital Body Language)• Look at their digital presence
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Qualification
How do you qualify an applicant?
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Pay attention to digital body languageAre they visiting the website? Connecting on social media? What are the looking at on the site?
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Nurture
How do you nurture an applicant further down the talent acquisition funnel?
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Utilize email communicationsLeverage emails to nurture applicants by directing the to your blog.
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Bottom of the funnel
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Interview process• 3 rounds of interviews• 1 culture-focused
interview• Non-leadership
interviews• Group dinner interview
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Recruiting-focused content offers• Why we choose New
Breed• What to expect on your
first day• Take a look at our office
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Inbound Recruiting Example
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Inbound recruiting example
Thanks for requesting the New Breed Culture Code
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Inbound recruiting example
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Inbound recruiting example
Thanks for requesting the New Breed Culture Code
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Inbound recruiting example
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• Certifications before the start date
• Start of 1-on-1s right away
• SMART goal setting and BHAGs (Big Hairy Audacious Goals)
• Training plan past HubSpot’s
• Prepared to be an evangelist
New hire onboarding
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8 Key takeaways
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• Leverage inbound recruiting
• Get creative to find talent
• Develop a candidate persona
• Develop a culture code (not a quick win, but totally worth it)
• Create an application landing page/form & nurturing process
• Create an application workflow and route to HR
• Have an onboarding plan
Remember to…
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Thank you!