Learn how to recruit, hire and develop top inbound marketing talent with special guest speaker Brad Voeller of Digital Creative Institute. The #1 challenge for executing effective inbound campaigns is actually not technology, but talent. Learn how to build an inbound recruiting funnel, rigorously vet candidates, and proactively develop key skills. Get equipped with resources and tools to build your own highly effective talent recruitment and development system.
7. Rethink Your Talent Strategy
Hire
â⯠Design your funnel using HubSpot and inbound
marketing principles
Train
â⯠Develop individual learning plans
Retain
â⯠Adopt the Alliance Framework
â⯠Coaching
10. The 3-5 Year Fear
âWithout 3-5 years
experience, talent
wonât be productive.â
"By far the least
important attribute we
screen for is whether
someone actually knows
anything about the job
they are taking on.â
Average
Manager
Laszlo
Bock
11. Who are you looking for?
"We wanted to hire "smart generalists"
rather than experts. We'd prefer hiring
someone who was clever and curious
over someone who actually knew what
he was doing.â
Laszlo Bock
12. Do you only have a 17%
conïŹdence level in your hires?
Unstructured interviews - 14%;
Years of work experience - 3%;
13. Predicting success is a
combination of . . .
Structured interviews - 26% (behavioral and situational);
Test of general cognitive ability - 26%;
Reference checks - 7%;
Leadership assessment - 10%;
15. How Many Interviews?
âFour interviews were enough to predict
whether or not we should hire someone
with 86 percent conïŹdence.â
Laszlo Bock
16. Simple but Awesome
Interview Questions
â ⯠What have you been great at?
- How did you work towards that?
- Can you explain how you achieved that?
â ⯠What is the largest audience that has seen your work?
- Have you grown something?
â ⯠What is the most difïŹcult problem you have solved?
â ⯠(ask the team) Would you be sad if this person didnât work
here?
â ⯠(ask yourself) Does this person increase the average of the
team?Â
25. Do you have a an outdated
approach to measuring skills?
26. Did Your Employee Say This?
It has never been explained to me what each
role entails and what I need to achieve in order
to progress. I have only been told by my
current and past team leader to âcarry on how
youâre doing,â which is a compliment. However
it would be better if everyone was given some
sort of document which consists of targets you
need to hit in order to progress in the
company.
â
Survey Respondent
â
31. Development is #1 for
Millennial Retention
0% 5% 10% 15% 20% 25%
Greater vacation allowance
Retirement funding
Free private healthcare
Cash bonuses
Flexible working hours
Training and development
Percent indicating job benefit in first place
32. Onboarding
"New grad hires who didn't understand their job
expectations left Google in their ïŹrst year 5X more often
than those who did." - Laszlo Bock
Discuss:
1.⯠OKRs
2.⯠How role impacts business objectives
3.⯠When performance will be reviewed
4.⯠How rating will be determined
33. The Tour of Duty
Framework
âąâŻ Rotational
âąâŻ Transformational
âąâŻ Foundational
34. âCompanies have long [crafted] personalized
roles and career paths for their starsâŠYet it is
possible, indeed necessary, to extend this
personalized approach to all employees.â
Reid Hoffman
39. Courageous and Honest
Conversations
âWe are going to
make you more
marketable in the
labor market in
general.â
âHelp me grow and
ïŹourish, and Iâll
help the company
grow and ïŹourish.â
Company Talent
40. Positively InïŹuencing Lives
Dan Tyre, executive at HubSpot,
lead a Saturday workshop for
apprentices on the sales/
marketing alignment.
Former apprentice, now Digital
Creative Fellow, Sam Mills
shares his local review
expertise with new apprentices.