Thinking Outside the Bots: How to Recruit with a Small Team and a Lean Budget
- 1. How to Recruit with a Small Team and a Lean Budget Tanya Bourque Naba Ahmed With: Moderated by: TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Webinar will begin: 11:00 am, PST TO USE YOUR TELEPHONE: If you prefer to use your phone, you must select "Use Telephone" after joining the webinar and call in using the numbers below. United States: +1 (914) 614-3221 Access Code: 732-986-571 Audio PIN: Shown after joining the webinar --OR-- Thinking Outside the Bots Webinar Series
- 2. Hiretual uses AI and machine learning to source the strongest talent, 10x faster. Source across 30+ platforms and 700M professional profiles with Hiretual's AI sourcing assistant. Engage the strongest candidates first with AI prioritization and save time with instant contact info, and hire efficiently with team collaboration, pipeline management, and intelligent engagement.
- 3. 3 Thinking Outside the Bots Webinar Series Click on the Questions panel to interact with the presenters www.recruitingbrief.com/webinar-series/thinking-outside-the-bots www.humanresourcestoday.com/webinar-series/thinking-outside-the-bots
- 4. About Tanya Bourque In the recruiting world, Tanya Bourque is a rarity. Before launching OpExpert in 2016, she spent nearly a decade working in corporate America where she recruited over 2,000 people for myriad of business categories. She understands the ceaseless challenges and changing hiring landscape facing HR professionals these days, because she been there. She knows what it’s like to have to fill over 100 positions simultaneously, because she’s done that. Tanya has been featured in ERE, SourceCon, Recruiting Daily, Recruiter.com, and TLNT. About Naba Ahmed Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the most interesting thought- leaders across a wide variety of industries with a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions. Thinking Outside the Bots Webinar Series
- 5. 5 Thinking Outside the Bots Webinar Series Let’s Get Started!
- 6. 6Thinking Outside the Bots Webinar Series Our Objectives • Calculating The Cost Per Hire. • Recruiting Smarter Not Harder • The Tools And Technology That Will Make The Hiring Process More Efficient • Behavioral Interviewing Techniques • Personality Testing • Organizational Physics • Offer Letter & Onboarding • Intake Meetings with Hiring Managers How to Recruit with a Small Team and a Lean Budget
- 7. 7 Thinking Outside the Bots Webinar Series Calculating The Cost Per Hire
- 8. 8Thinking Outside the Bots Webinar Series Calculating The Cost Per Hire How to Recruit with a Small Team and a Lean Budget 𝐶𝑜𝑠𝑡 𝑃𝑒𝑟 𝐻𝑖𝑟𝑒 = (∑(External Costs) + ∑(Internal Costs) Total Number of Hires in a Time Period External Costs Example Advertising & Marketing Background & Eligibility Checks Campus Recruiting Consulting Services Contingency to Regular Fees Drug Testing Employee Referral Awards / Payments Immigration Expenses Job Fairs / Recruiting Events Internal Costs Example Cost of Recruiting Staff Cost of Sourcing Staff Internal overheads Non-labor office costs Recruiting L&D Secondary Management – Cost of Time for Events Secondary Management – Cost of Time for Recruiting # of Hires Total number of hires in a time period New hires Backfill due to attrition
- 9. 9Thinking Outside the Bots Webinar Series How To Set A Budget How to Recruit with a Small Team and a Lean Budget List of Expenses (Not Including the cost of recruiter salaries): Job Advertising Employee Referral Bonus Program Recruiting Agency Costs Employer Branding Recruiting Events Recruiting Systems and Tools Other Costs / Candidate Travel & Expenses
- 10. 10 Thinking Outside the Bots Webinar Series Recruiting Smarter Not Harder
- 11. 11Thinking Outside the Bots Webinar Series Social Media Career's Website Job Boards Employee Referrals Recruiting Smarter Not Harder How to Recruit with a Small Team and a Lean Budget Recruiting As A Marketing Function Use the Power of Technology (e.g. Video- conference Interviews) Use the Power of AI (e.g. Algorithm Based Prospect Pre-qualification) Use the Power of the Web (e.g. Build Your Employer Brand Online) Use The Power of Social Media (e.g. Targeted Reach Even on the Move) Employee Referral Program (e.g. Pre-qualified; Statistically Lower Attrition)
- 12. 12 Thinking Outside the Bots Webinar Series The Tools And Technology That Will Make The Hiring Process More Efficient
- 13. 13Thinking Outside the Bots Webinar Series The Tools And Technology That Will Make The Hiring Process More Efficient How to Recruit with a Small Team and a Lean Budget Inbound Marketing Targeted Email Campaigns Or Auto-responders Posting Adverts Job Boards e.g. Indeed Targeted Paid Advertising On: Google Social Media Platforms Such As Facebook, LinkedIn And Twitter Search Engine Optimization – SEO Effective Use Of Artificial Intelligence (Ai) Chatbots On Career Page Effective Use Of Analytics & Automated Algorithms AI Tools Like Hiretuals Paid Social Media Advertising ‘On-the-go’ Recruitment (Mobile Presence) Website As Magnet To Potential Candidates Blogs And Subject Matter Expert Articles On Your Website Revamp The Career Page On Your Website
- 14. 14 Thinking Outside the Bots Webinar Series Behavioral Interview Techniques
- 15. 15Thinking Outside the Bots Webinar Series Behavioral Interviewing Techniques How to Recruit with a Small Team and a Lean Budget Use behavioral interviews to determine fit: A bad hire can be expensive Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values
- 16. 16Thinking Outside the Bots Webinar Series How to Recruit with a Small Team and a Lean Budget Talk about a time when you had to work closely with someone whose personality was very different from yours. Give me an example of a time you faced a conflict while working on a team. How did you handle that? Describe a time when you struggled to build a relationship with someone important. How did you eventually overcome that? We all make mistakes we wish we could take back. Tell me about a time you wish you’d handled a situation differently with a colleague. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do? Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values Behavioral Interviewing Techniques
- 17. 17Thinking Outside the Bots Webinar Series Behavioral Interviewing Techniques How to Recruit with a Small Team and a Lean Budget Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values Describe a time when it was especially important to make a good impression on a client. How did you go about doing so? Give me an example of a time when you did not meet a client’s expectation. What happened, and how did you attempt to rectify the situation? Tell me about a time when you made sure a customer was pleased with your service. Describe a time when you had to interact with a difficult client. What was the situation, and how did you handle it? When you’re working with a large number of customers, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your customers’ needs?
- 18. 18Thinking Outside the Bots Webinar Series Behavioral Interviewing Techniques How to Recruit with a Small Team and a Lean Budget Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it? Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt? Tell me about the first job you’ve ever had. What did you do to learn the ropes? Give me an example of a time when you had to think on your feet in order to delicately extricate yourself from a difficult or awkward situation. Tell me about a time you failed. How did you deal with this situation?
- 19. 19Thinking Outside the Bots Webinar Series Behavioral Interviewing Techniques How to Recruit with a Small Team and a Lean Budget Tell me about a time you had to be very strategic in order to meet all your top priorities. Describe a long-term project that you managed. How did you keep everything moving along in a timely manner? Sometimes it’s just not possible to get everything on your to-do list done. Tell me about a time your responsibilities got a little overwhelming. What did you do? Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective? Give me an example of a time you managed numerous responsibilities. How did you handle that? Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values
- 20. 20Thinking Outside the Bots Webinar Series Behavioral Interviewing Techniques How to Recruit with a Small Team and a Lean Budget Give me an example of a time when you were able to successfully persuade someone to see things your way at work. Describe a time when you were the resident technical expert. What did you do to make sure everyone was able to understand you? Tell me about a time when you had to rely on written communication to get your ideas across to your team. Give me an example of a time when you had to explain something fairly complex to a frustrated client. How did you handle this delicate situation? Tell me about a successful presentation you gave and why you think it was a hit. Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values
- 21. 21Thinking Outside the Bots Webinar Series Behavioral Interviewing Techniques How to Recruit with a Small Team and a Lean Budget Tell me about your proudest professional accomplishment. Describe a time when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it. Tell me about a time when you worked under close supervision or extremely loose supervision. How did you handle that? Give me an example of a time you were able to be creative with your work. What was exciting or difficult about it? Tell me about a time you were dissatisfied in your work. What could have been done to make it better? Teamwork Client-Facing Skills Ability to Adapt Time Management Communication Skills Motivation and Values
- 22. 22 Thinking Outside the Bots Webinar Series Personality Testing
- 23. 23Thinking Outside the Bots Webinar Series Personality Testing Responses to questions in the personality test allow potential employers to make predictions about how one will respond across a range of vastly different work- related activities. These predictions assist employers to measure how suitable one is for a role. A Personality Test Is A Method Of Assessing Human Personality Constructs.
- 24. 24Thinking Outside the Bots Webinar Series Most Popular Personality Tests 1. The Myer-Briggs Type Indicator (MBTI): sensation, intuition, feeling and thinking 2. Disc Assessment: dominance, inducement, submission, and compliance 3. The Winslow Personality Profile: career success and happiness 4. Process Communication Model: harmonizers, thinkers, rebels, imagineers, persisters, promoters 5. The Holtzman Inkblot Technique: reaction time, rejection, place, space, and form of ink blots 6. Hexaco Personality Inventory: humility, emotionality, extraversion, agreeableness, conscientiousness, and openness to experience 7. The Revised Neo Personality Inventory (Neo Pi-R): extraversion, conscientiousness, agreeableness, neuroticism, and openness to experience 8. The Personality Assessment System: person’s intelligence, skills, character formation 9. The Birkman Method: person’s reaction to stress; strengths and social behaviour 10. The Enneagram: reformers, helpers, achievers, individualists, investigators, loyalists, enthusiasts, challengers, peacemakers
- 25. 25 Thinking Outside the Bots Webinar Series Organizational Physics
- 26. 26Thinking Outside the Bots Webinar Series Organizational Physics: What Is It There are indeed some basic laws of nature that determine the performance of any organization……If “physics” is the science of matter and energy and their interactions, and “management” refers to principles and methods used to lead organizations, then Organizational Physics is the translation, or the common ground, between the two. ~ Lex Sisney ” “
- 27. 27Thinking Outside the Bots Webinar Series 1. An organization is a complex adaptive system. 2. An organization is subject to the 1st law of thermodynamics. 3. An organization is subject to the 2nd law of thermodynamics. 4. An organization must shape and respond to its environment and do so as a whole system, including its parts and sub-parts. 5. An organization is subject to the conditions in its environment. 6. An organization is subject to the laws of motion. Organizational Physics: The 6 Laws
- 28. 28Thinking Outside the Bots Webinar Series Organizational Physics: The Adaptive Systems Model Shaping change by managing the parts or tasks within the system Shaping change by driving forward big-picture innovations (the whole) Responding to change by managing the parts or tasks within the system Responding to the whole by keeping people working well together
- 29. 29Thinking Outside the Bots Webinar Series Organizational Physics: The 4 Forces Producing: Focused on what to do now Stabilizing: Focused on how to do things the right way Innovating: Asking “why not do it this way?” Unifying: Focused on who is doing what
- 30. 30Thinking Outside the Bots Webinar Series Organizational Physics: The 4 Styles Producer: Results-oriented; follows a structured approach Stabilizer: Process-oriented; follows a structured approach Innovator: Results-oriented; takes a long-term view and operates in an unstructured way Unifier: Process-oriented; but takes an unstructured, freewheeling approach and a long view of change
- 31. 31Thinking Outside the Bots Webinar Series Organizational Physics: Mind The Gap Measure what style(s) is showing up in an employee, team, or prospective new hire; Measure the style(s) they desire to express; Measure the style(s) they are expected to express. Then pay attention to any gaps! Any productivity or engagement “gap” starts to emerge by assessing how an individual wants to be compared with how they are.
- 32. 32Thinking Outside the Bots Webinar Series Organizational Physics: The 4 Styles
- 33. 33Thinking Outside the Bots Webinar Series Organizational Physics: Takes Out The Guesswork
- 34. 34 Thinking Outside the Bots Webinar Series Offer Letters & Onboarding
- 35. 35Thinking Outside the Bots Webinar Series Offer Letters and Onboarding: A Few Tips How to Recruit with a Small Team and a Lean Budget Have an offer letter template that you can tailor to each candidate. Stick to one company for background checks because some of them have volume based pricing or monthly pricing. Always revisit that cost to see what makes sense for your company. Have a standard onboarding process for everyone in the company and try to have onboarding only once a week to curb costs. Consider going completely digital to save costs. Consider the time of the year when relocating a candidate. You want to be mindful when travel costs are generally lower (e.g. Spring break time, just before and after the Holiday Season and for that matter, all Monday mornings & Friday evenings are high ticket slots).
- 36. 36 Thinking Outside the Bots Webinar Series Intake Meetings with Hiring Managers
- 37. 37Thinking Outside the Bots Webinar Series Intake Meetings with Hiring Managers : Top 10 Questions To Ask How to Recruit with a Small Team and a Lean Budget 1. Why is this position open? Is this a new position or a replacement? If a replacement position, why did the person leave? 2. What can you tell me that is not in the job description? (This question is great for finding out what type of personality and background would fit in this position.) 3. What challenges do you foresee us facing in filling this position? (Great question that will provide us with insight as to what is going on in the industry and the company.) 4. What is the career mapping for this position? (This question will outline the reporting structure and career advancement opportunities for potential candidates. Candidates often ask about advancement opportunities.) 5. What are the non-negotiables? (This is an important question to ask because it highlights what you will need to source a very basic candidate profile. The absolute must haves can decide whether a candidate is considered or not.)
- 38. 38Thinking Outside the Bots Webinar Series Intake Meetings with Hiring Managers : Top 10 Questions To Ask How to Recruit with a Small Team and a Lean Budget 6. What is the salary range? (This is a good time to inform the hiring manager of the market salary and what you can/cannot do within that budget.) 7. Can we agree on turnaround time for you to respond to my candidate submissions? (You should have a service level agreement with all of your hiring managers.) 8. What are the personalities of the people with whom this person will be working with closely with? (This question helps with team cultural fit.) 9. How urgent is this position? Can we schedule interviews right away? 10.What else should I know that we have NOT discussed?
- 39. 39 Thinking Outside the Bots Webinar Series Q&A Naba Ahmed With: Moderated by: OpExpert, Founder Linkedin page: in/toziel/ Twitter ID: @MsTanyaRecruits Website: https://opexpert.co/ Tanya Bourque Editor, Recruiting Brief Linkedin page: in/naba-ahmed/ Twitter ID: @recruitingbrief Website: recruitingbrief.com Email: naba@aggregage.com www.recruitingbrief.com/webinar-series/thinking-outside-the-bots www.humanresourcestoday.com/webinar-series/thinking-outside-the-bots