The 3 Elements of Hiring At Scale

greenhouse_bincLast night, we co-hosted an event with Binc, during which its founders shared a presentation on the hybrid recruiting model. Hybrid recruiting is the method that Binc has developed, merging the best of the agency and in-house models to hire a large amount of people in a short amount of time. These are the three elements of the framework that they put in place to help companies hire at scale.

1. Plan

First, create a recruiting roadmap. You should know your baseline benchmark data and the amount of candidates that convert from each stage so that you can plan ahead. Doing this reverse-funnel math, “when we fall behind, we know” Binc’s founder James Hunt says.

It’s important to take a metrics-driven approach to recruiting. If you do fall behind, you should know why - and be able to identify any bottlenecks or areas where candidates are getting stuck.

Next, confirm your process flow, systems, and data tracking. What’s your mechanism to track those metrics?

And finally, develop a method for alignment with your hiring team. James implements a weekly meeting and reporting rhythm. “That way, nobody is surprised,” he says.

2. Attract

Too few companies flesh out their value proposition. As a first step to attracting candidates, you must develop, prep, and stress test your value proposition.Then, build a market map. Who are your target profiles and where are you going to recruit them?

Next, map out your sourcing strategy. This consists of both channels and programs.

Finally, execution.

3. Close

Be thinking about your candidate experience from the very beginning. “If you start thinking about the candidate experience when you’ve extended an offer, you’re screwed,” James says.

Also consider things you can be doing to stand out - James reminds us that the “get back to me by the end of the week” offer is dead. Companies are now sending videos, warm messages, and “bear hugs” to candidates to convince them to come on board.

Onboarding is also an important piece of this stage - it’s the Talent function’s job to ensure a smooth onboarding and that the hire is performing within one to three months. James checks in with his candidates every month for the first three, to ensure expectations are clear.

View the full presentation below:

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