Recruiting For Culture Fit – Live Webinar

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Sourcing_For_Culture_Fit

Sourcing_For_Culture_Fit


 

Transcription:

00:03
hello hello everyone thanks for joining
00:06
us in the today's a little bit our jam
00:09
this is Larry Hernandez I'm gonna be
00:11
your host and I'm waiting for you guys
00:13
to everyone to log in and get settled I
00:17
know how it goes I'm just going to give
00:19
you another minute and then as you log
00:25
in just let me know if you can hear me
00:28
and if you can see me I'm just waiting
01:04
for everyone to log in perfect perfect
01:17
can they give it 30 more seconds
01:20
ish
01:35
hope everyone's doing good happy New
01:38
Year to those of you who haven't talked
01:40
to yet and just to kind of give you a
01:44
little heads up most webinars are very
01:47
structured kind of boring so these are
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what I call webinar jams I try to keep
01:52
these short educational and entertaining
01:56
and then if we have that way you get
01:59
what you came for you can leave and then
02:01
those of you who have questions I can
02:04
spend some time with some QA and it's
02:07
just better for everybody so I'm gonna
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go ahead and get started let's see how
02:13
how this works it's always fun doing a
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live webinar but just a little bit about
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me been doing this recruiting and
02:23
sourcing for about 20 years started in
02:26
the agency world and then got to go to
02:30
an RPO Accenture as an RPO and then went
02:34
to the in-house side so I've been lucky
02:36
enough to work for some companies like
02:38
USAA Zappos Rackspace and ThoughtWorks
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and so all of them the companies that I
02:46
choose to work for all pride themselves
02:49
and have very strong cultures each of
02:52
them very unique and different and so
02:55
each one of them as I spent time there
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as an internal employee and consultant I
03:00
learned I was on this journey of
03:02
figuring out what culture meant and what
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that means to tell an acquisition and so
03:10
one of the the projects that I was mo
03:12
that I am most proud of is that Zappos
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we I was looking at a lot of the data
03:19
basically had some help with our and our
03:21
our our talent acquisition analysts they
03:24
pulled a bunch of data for me and they
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set up a report and we could see what
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what we knew what we had felt was was
03:34
true I was there to start up a sourcing
03:37
team and also we wanted the recruiters
03:40
to source more and everywhere I go and
03:42
you probably hear this too is we don't
03:46
have time I'm making
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you guys don't have any questions as you
03:50
were chatting just bear with me if you
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have questions I'll try to get to them
03:53
afterwards but the recruiters and and
03:57
the team says we don't have time to
03:58
source because we were spending so much
04:00
time with the candidate experience and
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the administration those of you who come
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from an agency background and then go to
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corporate recruiting you realize that we
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don't have much time to recruit so we
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pulled the data and we looked at the
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tech I look at the the IT data and
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basically we were not getting or getting
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less than half of 1% of the people that
04:27
applied were actually getting to an
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on-site not even hired and we were
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spending all of our time dealing with
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those people so we decided to take down
04:36
job postings and anyway that was a real
04:38
cool project let's see here oh so this
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is interesting
04:45
so then as my as my career progressed
04:50
and like I said everywhere I've gone
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I've tried to improve and I'm just
04:57
fascinated with the process take
05:00
sourcing for instance we are kind of
05:02
isolated there there are silos whether
05:05
there's meant to be or not but we've got
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sourcing then you got recruiting then
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you've got the hiring team and then
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you've got the candidate and each one of
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them has different drivers so I came
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across this book called the goal and
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it's really I mean it's an amazing book
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for managers first-time managers
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managers leaders even though it's not
05:25
meant for what we do it's an amazing
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book and basically what it goes through
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and what I learned from it is any
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process right long as you have I don't
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care if it's making a cup of coffee
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there's a process right and so I thought
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what sourcing and recruiting every
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pipeline and every job every company
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every hiring team has a different
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process even though we try to
05:49
standardize it and and I would get a job
05:52
let's just say Zappos some of the the
05:56
the hard parts for the sourcing team in
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order for the sourcing team to be
06:00
successful eventually they have to be
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hired
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and we were finding the hard skills we
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could find no matter what it was we the
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the fortune team we could find the hard
06:09
skills it would just drop off and when
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you pull a report or talk to your
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teammates you're like how do they do how
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do they do that wasn't a culture fit or
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oh they don't want to move to Vegas so
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and coming from the agency side we would
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always since we only made money if they
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were hired we would always work this and
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we would always keep notes on what the
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the friction point was or what we call
06:39
in the goal what they call is the
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constraint or the bottleneck right so
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you have a process we find candidates we
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find candidates you find candidates and
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then loop it slows down when the
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recruiter has to phone screen and then
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they submit and then it slows down
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meanwhile sourcing team is is is I
07:01
wanted to stop sharing what Creek so I
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can see everybody
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okay
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there am
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so I'll talk with my hands what helps to
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communicate so the the sourcing team we
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would send boom boom boom once we got it
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down and we knew what they're looking
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for we could send lots of candidates
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right so here they come and then the
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bottom that comes okay
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now the one recruiter we're supporting
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or the two recruiters were supporting
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there's a delay there's a bottleneck
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right and so and then they would submit
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and there was a bottleneck so what this
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book says is to find that bottleneck
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okay or called the constraint so let's
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just say it was all the candidates are
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submitting are great technically but
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they're not a culture fit so you get
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that point and you move it to the front
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of the line if you can move the
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constraint whatever the hardest part
08:00
could be location salary culture fit
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whatever it is move that constraint and
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move it to the beginning of the process
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and then it'll speed the whole thing up
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so I was fascinating with that so that's
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why I spent time on well in this case it
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was culture fit so if we could move
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culture fit to the front of the line
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that way the only people that will pass
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are already more likely to be culture
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fits and then the whole thing speeds up
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so it's nuts typically not a sourcing
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problem typically it's a process problem
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or there's friction point so anyway let
08:36
me go back to the screen share
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so that was awesome that that was a key
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point and then let me see yes yes yes
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bear with me we are live and okay so um
09:03
culture now this is a tricky thing right
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what is culture it
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I guess the Zappos was my first time
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where I was hit hard with culture and so
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number one before we start going over
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how we're going to source for culture or
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screen for culture you really have to
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spend some time defining what your
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culture is and I want you to be
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realistic because there is what you have
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on the website and what we are told or
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what we tell candidates and then there's
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the real deal right personally and I I
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heard this from somebody else I think
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anyway so I like to think of culture is
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how do you
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how are you treated on your first day
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and your first week and how is an
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employee treated on their last day and
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their last week how do we almost like
10:02
using anthropology how do we as a team