Emily Ballweber - IASA · 2019-11-21 · clearwateranalytics.com ＞ For example, Clearwater...

Emily BallweberClearwater Analytics

clearwateranalytics.com

Reviewing Takeaways and Why It Matters

Each step is important to overall satisfaction and attracting and retaining employees

Attract

Interview

Retain


Understanding the Shift in Economy


Tech Industry 10-Year Job Growth

Attracting Talent


Use employees as brand ambassadors

Build relationships with candidates

Leverage technology

—even if they are not readyto leave their current position


＞ For example, Clearwater created monthly posts on LinkedIn to highlight employees

＞ “Clearwater has encouraged me to grow as a developer, discover my own leadership style, and aim toward new professional goals.” — Jillian H, Division Lead, Development

＞ Regularly record short videos that give insight into the culture and environment

＞ Share employee stories and experiences via social media


Referral Programs

Employee Referral Effectiveness

• Seek out job candidates

• Prescreen candidates

• Provide realistic information

Job Candidates

• More qualified

• Realistic expectations

• Passive job seekers

New Employees

• Better performance

• Better retention

• Better morale

• Less transition time


Build Connections


Hiring Manager Interviewer/Team Member

＞ Maintain and build relationships with professors and university representatives

＞ Review historical data on universities and degree programs to make sure you’re meeting with students who align with the skill sets in your organization

＞ Give back to the university by providing resume workshops, interview trainings, or mock interviews

＞ Be prepared to discuss the organization as a whole ＞ Use this as an educational opportunity to give the

students insights and guidance＞ Be prepared to discuss topics that would be

interesting to a new graduate


＞ ATS (applicant tracking software)

＞ For example: the data garnered during the recruitment process can be used to help create a customized development program once the candidate is hired


Share Jobs

＞ Jobs that are shared are viewed 3 times more than jobs that aren’t and have a higher apply volume. Be sure to “like” and share jobs posted on LinkedIn to help your company fill open positions.


LinkedIn is the #1 recruiting tool with over 500 million users.＞ Network effectively with prospective

candidates and professionals＞ Build trust for your brand＞ Promote your brand’s culture and

employment benefits

＞ Encourage employees to share company updates, blog posts, and news articles

＞ Even though only 3% of employees share content, they generate 30% of all content engagement for a typical business

LinkedIn Connections Share Company Updates


Have a connection strategy. Connect with the following members on LinkedIn:• Your team• Leaders in your organization• People you’ve worked with at previous companies• People you’ve met at conferences, trainings, or

other work-related events• Key vendors you work with regularly

Connect Thoughtfully


Enhance Glassdoor Presence

Interviewing


› Metrics:

• Time to hire

• Cost of filling the position

• New employee retention rate

• New employee performance level

• Hiring manager satisfaction with the recruitment process

• Applicants’ perceptions of the recruitment process

Before starting the interviewProcess areas to be aware of


Before starting the interview


The longer you take to make an offer or have a candidate go through the interview process, the more opportunities they

can be presented with.

Stick with2-3 weeks

Don’t take more than a month

Good rule of thumb


Cohesive messaging across interviewing teams

Continued interview team;backing message

Not just a culture fit,but a culture addition


› Placement of candidates

› Understanding your organization’s current needs

› Underselling or misrepresenting the position

› Drawn out and lengthy interview process

› Under-preparing for the interview

› Recapping with hiring team

Interviewing Pitfalls

Retaining


What sets you apart from other employers?

Growth path Value Annual reviews Other




› Employees are more likely to stay engaged and committed to an organization if the organization invests in them and their career development

› Recognize your employees’ contributions




› Average tenure being a little more than 3.2 years (age 25-34)

» Instead of annual reviews

• Real-time feedback

• Ongoing feedback


Add each other!


Questions?

Emily Ballweber - IASA · 2019-11-21 · clearwateranalytics.com ＞ For example, Clearwater...

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