Diversity. How many times have you read or heard that diversity is the key to a company’s success? Most times you can turn to the good ole fashioned diversity statement in an organization’s careers page or a diversity message from the company’s CEO. Many employers believe the generic statements will bring diverse candidates into the workplace or that diversity is a one-size fits all approach. That simply is just not the case.Read More
Before diving into how we use data, let’s review a few things about our company and our Talent Acquisition team. Opower is the leading provider of cloud-based software to the utility industry, and our mission is to help utilities build a clean energy future. If you’ve ever received a home energy report in the mail that compares your energy usage to your neighbors, that’s Opower. Our Talent Acquisition team is comprised of 15 people, and we hire about 200 employees per year collectively (we reached 600 employees in 2016!). Although our budget for tools and resources is pretty lean, we have one person dedicated to analytics, who splits his time between HR and Talent Acquisition analytics.Read More
We needed to attract top Sales and Finance professionals in a highly competitive & demanding market (Sweden, Denmark, Finland, and Norway) to join our Oracle Applications Sales team. If you’re looking for the best way to approach your market, the first thing you should be working on is finding out everything about it. This is how we planned to take action – we researched key market insights to inform our recruiting outreach strategy.Read More
One of our five core values is “People Are Our Strength”, which we take very seriously at all levels of the organization. This value drives our emphasis on talent development, and inspires us to overcome limited resources to deliver for our employees. As a not for profit charitable institution, we work with limited resources to deliver meaningful training and experiences to our staff in order to support both career growth, and the needs of the business. The backbone of these development initiatives is our professional development programme, HR360.Read More
Referrals are one the the best sources of hire for most organizations, and Dell is no different. We’ve been working to enhance our referral program over the last several years to drive quantity, improve quality and make the experience more meaningful for our employees. This is how we did it.
Over the past several years, the Dell Talent Acquisition COE team reviewed, analyzed, updated, and enhanced our global Employee Referral Program. This included: reviewing and updating the policy so that it was consistent across all locations, providing clarity around payout amounts and timing, implementing a social sharing job tool/talent community, creating regional teams to promote the program and centralizing and improving the administration of the program.Read More
How do you help nearly 1,000 employees spread around the globe to understand, live, and bring an employer brand of a hyper growing global start-up to life each and every day?
This is one of the questions that keeps our Talent team, and surely many others, up at night. Hootsuite has experienced four years of explosive growth, growing from 20 to nearly 1,000 employees, and seeing our operations grow from one to nine countries (and counting) during that time. We’ve always been an organization with strong values, but scaling our Employer Brand with this type of growth takes more than a compelling Employer Value Proposition (EVP). We needed to find a way to iterate on our current frameworks. To articulate and capture what makes Hootsuite special, and make it easy for current and future employees to sing from the same sheet of music. Our answer was to develop an Employer Brand playbook, “A Guide to #HootsuiteLife”. The playbook was developed to share the why, what, and how we approach Employer Brand; including examples of Employer Brand campaigns and how our peeps can bring them to life. Focused primarily on equipping our talent department, we also wanted to build something that our employees felt equally empowered by.Read More
Our aim on this initiative was to create a clear culture that links to business strategy, foster and create an engaged workforce and take a stand for leadership. Therefore, beyond building a business that we’re proud of, we see our partners (our term for “employees”) thrive and become a leader in their life, and ultimately we become a top career destination for young people in North America.Read More
Statistically, only 25% of completed job applications will ever get reviewed by a hiring authority at an employer. Very few will ever receive a response from a real person. In an effort to improve our candidate experience, based on feedback from job candidates in 2014, we audited our process to find only 12% of the 100k applications received annually were being reviewed. We thought we could do better than that.Read More
This campaign was launched to explore ways to generate a simple yet efficient way for candidates to register for the events and for recruiters to access their information. The goal was to provide a positive user experience for prospects while adhering to brand standards and collecting the necessary information.Read More
We’re all familiar with Patagonia, Method, Warby Parker, and Etsy as brands that are using the power of business to address social and environmental problems. What you may not know is that all these companies are also B Corporations. In June Hootsuite announced that we joined this growing movement of changemakers using business as a force for good.Read More
We’ve recently audited our own CX at Hootsuite, and are beginning to make some changes in our process we think will better serve and support those interested in working with us. This is an iterative process, so we’ll continually look to refine and adjust our recruiting process with CX in mind. Our number one objective is to provide anyone, no matter their job offer outcome, an amazing candidate experience at each touch point.Read More
Like many companies experiencing hyper-growth, we had a problem at Hootsuite: as we continued to scale globally, entering new markets and adding new positions, it became increasingly difficult to keep our leadership team dialed in to our global talent acquisition efforts. Our executives needed better visibility into our recruiting progress, and we needed to find a way to provide it.Read More
#FollowTheSun was designed to showcase our global offices and colleagues, and experiment with how we might utilize a live streaming platform like Periscope for Employer Branding. It was a complex global operation on a brand new platform that was designed and executed across nine offices in two weeks. The following case study details how we did it, and what we learned.Read More