John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year. Register for more SMB webcasts: http://linkd.in/1wN7l4p

1. BUILDING A 2015 RECRUITING PLAN
For
Small & Medium Businesses
©2013 LinkedIn Corporation. All Rights Reserved.

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HOW TO ASK QUESTIONS DURING THE WEBCAST
①All attendees will be muted
①To ask questions
•Type in your question
•Select from “Send to” dropdown
•Option 1: Panelists
•Press “Send”
①Dedicated Q&A at the end

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INTRODUCTIONS
Moderator
Guest Speaker
Luan Lam
VP of Talent Acquisition
AppDynamics
John Ham
Founding CEO & Chairman
Ustream, Inc.

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AGENDA
The goal of this webcast is to help you build a
2015 RECRUITING STRATEGY FOR YOUR SMB
3 STEPS
1
START
Business Planning
(John)
2
EXTRACT
Hiring Plan
(John)
3
BUILD
Recruiting Strategy
(Luan)
Q&A

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BUSINESS PLANNING
Step 1:
1. Business Planning
2. Hiring Plan
3. Execution
Q&A

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BUSINESS PLANNING
Deliverable #1:
Operating Plan
①Measurable goals
②Identify objectives
③Discuss strategies
Deliverable #2:
Budget
①Operating expenses
②Hiring plan
③Discuss allocations
Management Team
2- 4 weeks

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HIRING PLAN
Step 2:
1. Business Planning
2. Hiring Plan
3. Execution
Q&A

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8
HIRING PLAN
3 Rs
①Schedule of hires by time and budget
②Requirements + Responsibilities = Requisitions
Stage
①Building
②Growing
③Managing
Skills
①R&D
②S&M
③G&A
Seniority
①IC
②Dir/Mgr
③CXO/VP
3 Ss Check

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TIPS
1. Business Planning
2. Hiring Plan (tips)
3. Execution
Q&A

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①Make business planning a best practice
–Integrate into day-to-day operations w/ progress-to-plan meetings and alignment of op plan/budget to dashboard and to financials
–Smaller orgs will have shorter business planning and vice versa so adapt as needed
–Better to start early and institute the discipline to regularly talk about all areas of the business
②Keep ratios in balance
–Financial: Ratio of R&D to S&M to G&A
–Management: Ratio of Direct Reports per Manager
–R&D/S&M/G&A: Ratio of Engineers to PM, QA Engineers to Engineers, Sales people to Sales Manager
①Shape Culture: What is it and why is it important?
–You will have one whether you shape it or not so pick a productive one
–Related to Operations: Example of innovation vs. execution
–Agile vs. process-driven
–Top-down vs. bottoms up
②Positive bias for promoting internally
–Signals career path
–75% of management team promoted up through the ranks
–Director layer most important layer to develop for fast-growth companies
③Minimize turnover
–Turnover is a lose, lose, lose
–Front load investment to get it right the first time
TIPS

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RECRUITING STRATEGY
Step 3:
1. Business Planning
2. Hiring Plan
3. Execution
Q&A

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CREATING YOUR RECRUITING STRATEGY
Mission is Simple
Finding “A” Players
Three A’s: Attitude, Aptitude, Appetite
“Game changers”
They emulate the company culture
Building a Strong Employee Brand
Branding is key in raising visibility
•Company recruiting messaging
•Recruiting marketing campaigns
•Diversity recruiting initiatives: Women in Technology, Tech Engineers w/ Disabilities, etc..
•Build your culture into your brand awareness
Leveraging Tools and Systems
Your employees are your best asset - “A” players attract other “A” players
Robust recruiting tools – Linkedin, etc…
An intuitive ATS to track, log, and record every stage of the recruiting process
Hire the Best
of the Best

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Define Clear Role Responsibilities
Role matches the job description
Role offers a chance for new learning
Role offers career progression path
Maintain Consistency
Communicate and manage expectations internally and externally
Evaluate all candidates consistently
Keep Timing in Mind
Immediate feedback loop from your interview panel
Keep candidates well informed on status
POSITIVE CANDIDATE EXPERIENCE
Define Clear Recruiting Process
Art of Storytelling: the market/technology/relevance story
Be deliberate about every step
•Purpose
•Be proactive
•Set expectations
•Answer questions

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Understand the Position
Align with the hiring manager
Ask questions:
•Why does role exist?
•Why is it important?
•What type of projects will it require?
•Prioritize skills needed v. wanted
Evaluate Fit
Don’t waste your time. Ensure there is a fit before starting the formal interview
Evaluate fit for company and company for candidate
Do they fit the hiring manager’s ideal profile?
Attract the Right People
Generate interest via storytelling
•Why does your company exist?
•Why is that important?
•Why is the company important to you?
•Getting excited for upcoming projects
Strike the Connection
Understand a candidate’s needs and wants
•How will they succeed?
•How are they different?
Why are they a game changer for your company?
INTERVIEW STRUCTURE

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Interview Debriefing
Collect feedback immediately
Learn why candidates were a fit/not a fit
Determine hiring decision after interviews
Useful Metrics
Overall conversion funnel =
•Total Candidates Submitted 
•Total Telephone Interviews 
•Total Onsite Interviews 
•Offers Made 
•Offers Accepted!
Track every stage in your ATS
•Understand the Funnel Conversion from phone screen to offer
•Track days spent in each step
Offer conversion
•Run post-mortem on each rejected offer
Sources
•Track where offers and hires come from
Employee referrals
•Encourage and treat referrals as VIP
Closing Candidates
Closing is pre-closing
Continuously communicate vision and fit
Prepare candidate for counter offer
Stay in contact
INTERVIEW STRUCTURE (CONT.)

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SUMMARY

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SUMMARY
Business Planning
•Op plan/budget > Hiring Plan > Recruiting Strategy Tips
•Organizations are built from the bottoms up like in 3D printing
•Founders > Employees > Managers > Executives
•Your first hire is a cultural hire
•Fit is as important as function
•Always try before you buy
•Minimize turnover Hiring execution is as important as planning
•Ensure you and your hiring team have a clear process
•Develop a compelling narrative and storytelling skills
•Implement a sound plan to attack to increase your talent pool

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Thank you
Luan Lam
VP of Talent Acquisition
AppDynamics
Luan.lam@appdynamics.com
John Ham
Founding CEO & Chairman
Ustream, Inc.

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Q&A
Join us for our next webcast
-------
“The Ultimate Hiring Tool Box for SMBs”
November 5, 2014
Register: http://linkd.in/1wN7l4p