Chris Russell: Better Ways to Post & Pray Your Job Descriptions to Life

February 14, 2019

"Post and Pray" yields mediocre results and yet It is the go-to method for most companies, especially startups. Look, dating apps have evolved so let's take a page from them and figure out creative ways to attract talent. After all, your companies success or failure hinges on it!

Today’s Quote:

"Pleasure in the job puts perfection in the work." Aristotle

Show Guest:

Chris Russell is the Managing Director of RecTech Media. He is a digital recruiting expert. He began his career as a job board owner where he first learned the craft of attracting talent online. He's also a former corporate recruiter with real-world experience in the recruitment process and technology implementation.

As as a recruiting technology/marketing consultant he advises both employers and vendors on how to attract candidates or clients. He frequently blogs on the news site, RecruitingHeadlines.com, podcasts a weekly show called “RecTech” and conducts live video training on recruitment marketing tools and tactics at RecTechLive.com.

Episode highlights:

  • Why you should look at approaching job postings differently
  • The best ways to market your opportunities
  • Tools available to help you automate the process

Let’s talk about the approach almost all companies take

  • Write “job descriptions” (wish lists)
  • Do Not copy old ones!
  • Post on job boards
  • Farm the Job boards
  • Passively work employee referrals

The Job Description Format

  • -short 300 words or less - According to Linkedin?
  • Employer value proposition
  • Q&A job descriptions
  • Video
  • Cybersn.com
  • Harry joiner - long form job

Rick’s Format:

  • Build your job descriptions around uncovering a Career Wound
  • Build in Performance Metrics! - Let people know how they will be evaluated in their first 90 days

Tools to Use

  • Ripl- social media video slideshows
  • Buffer, deliverance, smartercueue
  • Legend.im- turns text into animation gif
  • clipomac

Where & How to Post

  • Indeed- biggest board out there. - active candidate pool
  • Linkedin-
  • Facebook job board-blue-collar, hear
  • Google for jobs - Take advantage of all the free avenues
  • Take an Omnichannel approach- you need to be on all the channels. Be where your candidates are and continuously add content
  • Automate the flow of content out.
  • Be resourceful - text or email creative pictures (you next to a whiteboard with the person’s name written on it)
  • Angelist?
  • **Pushing out to facebook, twitter & LinkedIn. Video gets the most engagement and exposure
  • Times to post 4-6 pm at night FB- 3 pm on Wednesday

Key Take-Aways

  • Go Short or Go Long!

    • Re-format your job descriptions to Attract people! Define the % of time spent on tasks as well as performance metrics
  • Market your jobs by taking an omnichannel approach
  • Get Creative & use Tools to automate getting out your message
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Brendan Rogers: Lean & Scrappy, Then…Boom! You Receive Funding. Now What?

February 11, 2019

Today we are discussing the Steps to building & scaling headcount in growth mode. Making sure that execution & time to fill are aligned.

Today’s Quote:

"Growth is never by mere chance; it is the result of forces working together." - James Cash Penney

Show Guest:

Brendan Rogers, Co-Founder & Leading Recruiting of Wag Labs, has raised over $360 million in venture capital, most recently $300 million from Softbank's Vision Fund. Wag! connects pet parents to dog walkers and is currently live in over 110 U.S. cities. He co-founded a social discovery service to meet new people which grew to over 50 million users in over 10 countries and was acquired by IAC in 2014.

Brendan's next big event will be speaking at the ERE Conference on April 22-24th.

Episode Highlights:

  • How to ramp up from 0 to hero
  • Steps to put in place to avoid making hiring mistakes

You company closes your first round of funding

  • 10 -12 roles from Nothing
  • no resources & no systems in place
  • Spreadsheets, manual task-oriented, process

Preparation before go mode

  • Building out pipelines, similar spaces, consumer-related companies.
  • How to avoid making the wrong hire.
  • How to scale for maximum impact
  • Tools needed. Process in place, a foundation to scale.
  • Get really good at identifying the right people, connecting the dots, sourcing- research
  • He does a ton of research, knows his space.
  • Strive to keep quality really high. Target specific businesses.

Action Plan & Execution

  • First hire should be a recruiter
  • Identify what is needed & write job descriptions
  • Right messaging
  • Tackled building pipeline, hired.com
  • Spreadsheet
  • Hired a recruiter, brought in an ATS (applicant tracking system)

First:

  • Get an ATS system first! -like Newton, Google (hire with Google) Greenhouse, lever
  • - take open requirements and intake with each hiring manager. Know the roles from top to bottom

Second:

  • Build a pipeline, training managers on how to use the ats, become partners with the hiring managers

Third:

  • Hire a recruiter only after 5+ open roles.
  • Admin- for cost savings
  • Having a foundation will only help you to scale.

Key Take-Aways

  • Be best friends with your Hiring Managers
  • Be on top of everything
  • Always be available
  • Invest in the right tools
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