Prioritizing Online Channels as a Cornerstone to your Organization's Success
About this Episode
This episode is a treasure trove of insights for anyone involved in hiring and talent acquisition. Jim Miller leverages his experience from Ashby, Google, and Fullstory to dive deeply into the value of inbound recruiting and how to optimize online and internal recruiting sources.
Topics
This Episode's Guest
Jim Miller
VP of People and Talent @ Ashby
Jim is the VP of People and Talent at Ashby with over 22 years of experience in the recruiting space. He spent several years at Google, overseeing recruiting teams in APAC and EMEA, and later serving as the VP of Recruitment at FullStory. Jim is a strong advocate for internal mobility as the most effective channel to fill a role and believes in the power of incremental gains in improving the recruitment process.
Key Learnings
Jim Miller reveals that by reducing the number of applications a candidate can make, they are forced to consider the suitability of the job to their skills more closely. This results in a pool of talent that meets the minimum requirements, saving recruiters time and improving the quality of candidates.
Jim also explores the concept of A/B testing in recruitment. He shares real-world examples of how changing job titles or limiting applications can significantly impact hiring outcomes. He encourages recruiters to challenge traditional processes and to learn from other business units.
Major takeaways:
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The Myth of Online Channels and Candidate Quality Historically, recruiting teams have been told that online channels (inbound) cannot be a quality source of talent. Jim debunks this concept and highlights that by setting your online channels up for success, you can optimize your recruiting process and efforts. The major key to success? Considering search optimization for your open job - ensuring the job description, job title, etc. are optimized for what the organization is looking for to get the right applicants in the pipeline.
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The Power of Hypothesis Testing in Recruitment Jim suggests that recruiters should approach changes with a clear hypothesis, a method for measuring success, and an understanding that disproving a hypothesis is not a failure but a learning opportunity. For instance, when he proposed limiting candidates to three applications a month, the outcome was surprising - it doubled the number of hires in a year. This approach encourages recruiters to be brave, innovative, and data-driven in their strategies.
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The Impact of Limiting Applications According to Jim, limiting candidate applications creates a significant impact. By forcing candidates to consider the suitability of the job to their skills more closely, recruiters can improve the quality of their talent pool. This strategy saves recruiters time and results in a pool of candidates that meet the minimum requirements, leading to more effective hiring.
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The Importance of Internal Mobility Jim advocates for internal mobility as the most effective channel to fill a role. Filling a position with someone who already knows the company and the culture, and has a bunch of the skills for the role, leaves a more junior seat open, which is an easier hire to make if you have to go external. This approach optimizes the hiring process and builds cultural capital and trust within the workforce.
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