This document summarizes a presentation about optimizing recruiting processes. It discusses how talent drives company performance and recruiting is the most impactful HR function. The presentation outlines a successful recruiting formula with four key areas: planning, sourcing, interviewing, and offering/closing. For each area, it identifies goals, metrics to measure success, and quick wins companies can implement like creating interview kits, using diverse sourcing strategies, and gathering candidate feedback. The overall message is that well-run recruiting brings huge value through higher quality hires and lower costs.

1. Talent Drives Performance:
What’s Driving Your Recruiting Process?
Presented to: Northern California Human Resources Association
July 30, 2015
Daniel Chait CEO, Greenhouse
@dhchait | @greenhouse

2. Introduction
About me
Greenhouse
What you’ll learn today

3. About me
1997-2000
Business Velocity: bank
presentation software
2002-2011
Lab49:Financial technology
consulting company
2012-present
Greenhouse: SaaS recruiting
platform
dhchait@greenhouse.io
http://about.me/dhchait

4. Greenhouse is software to optimize your
recruiting process.
Our offices
NYC
SF
Fast facts
fastest growing B2B SaaS solution
VC-backed with
in funding
Growing at
annually
Will surpass
customers in 2015
#5
$24MM
> 300%
1,000

5. Great companies using Greenhouse
Tech
Education
Finance
Agencies
Healthcare
Enterprise

6. What you’ll
learn today
How to run an effective,
competitive recruiting
process
Quick, actionable wins
across key areas:
• Planning
• Sourcing
• Interviewing
• Closing

7. Why this matters

8. Poorly designed recruiting is painful!
Getting vague feedback from a team member’s interview
Hiring someone technically competent but wasn’t a cultural fit
Thinking a candidate is great but others didn’t agree
Finding the right person and having them turn the offer down
Misalignment internally on what you’re even hiring for
Paying expensive agencies for poor candidates
Getting swamped with low quality applicants from job boards
Favorite candidate drops out and have no backup
Going into interview w/ no context, making up questions as you go

9. Well run recruiting is hugely valuable!
Quality of talent is the #1 driver of company
performance.
Recruiting is the #1 most impactful HR function.
Better hiring results in less turnover, higher
morale, better performance and lower costs.
For most of us, there are simple improvements
that will create huge wins.

10. Successful recruiting formula

11. Process overview
Planning
Sourcing
Interviewing
Offer/Close

12. Planning:Goals
Ensure alignment among the team
Clarify who what when were how
Consistent and well-understood process

13. Planning:Metrics
Hiring manager acceptance / approval
Candidate experience

14. Planning:Quick Wins
Make a good hiring plan (figure out sourcing,
interviewing, team, sales pitch, etc.)
Agree on service level expectations with hiring
managers
Calibrate with a few candidates

15. Sourcing: Goals
Find the best people efficiently
Continuous improvement as needs &
environment change

16. Sourcing: Metrics
Sourcing Quick Ratio
Sourcing Quality analysis

17. Sourcing Quick Ratio
[Propsects + Referrals]
All Candidates
Measures the % of candidates from the best
(most effective, cheapest, highest quality)
sources

18. Sourcing
quality

19. Sourcing: Quick Wins
Turn up the volume
Have a diversified strategy
End-to-end attribution to measure & optimize

20. Interviewing: Goal
Quality
Speed
Candidate experience

21. Interviewing: Metrics
Hiring speed
Pass rates
Candidate experience

22. Interviewing: Quick Wins
Interview kits (slide)
Interview techniques (slide)
Candidate surveys

23. Interview kit

24. Interview kit

25. Interview kit

26. Interview kit

27. Interview techniques
Experience/
Qualifications
Skills
Values
Pre-qualify
Probe for knowledge
Behavioral interviews
Early-stage
Late-stage
Verify
Practical testing
Reference checks

28. Offer/close: Goal
Hire the right people at a good price
Graceful declines

29. Offer/close: Metrics
Offer acceptance rate
Hires vs. goal
Price vs. market

30. Offer/close: Quick Wins
Figure out their motivation and state of mind
when interviewing
Have people they met during the interview
process reach back out
Tell people what they did well and what they’ll
improve when they join the team

31. G R E E N H O U S E . I O