Recruiting 100 People in 60 Days: Difference between revisions
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#2 different start dates (Dec + Jan) to simplify onboarding | #2 different start dates (Dec + Jan) to simplify onboarding | ||
#2 week training | #2 week training | ||
# | #5% acceptance rate | ||
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[[File:recstatslinkedin.jpeg|200px]] | [[File:recstatslinkedin.jpeg|200px]] | ||
#A figure of 5-10 hour per week recruiting commitment was mentioned. Assume this was the majority - then 7.5 hr * 40 people * 8 weeks = 2400 hours of recruiting time for 100 people - 24 hours per person? Way too much. Initial screen of 2100. | |||
=More Success Notes= | =More Success Notes= | ||
Revision as of 20:23, 28 May 2023
About
Notes on keys to success for this specific example:
- Candidates skipped an interview step if scored well on initial screen
- 2 different start dates (Dec + Jan) to simplify onboarding
- 2 week training
- 5% acceptance rate
- A figure of 5-10 hour per week recruiting commitment was mentioned. Assume this was the majority - then 7.5 hr * 40 people * 8 weeks = 2400 hours of recruiting time for 100 people - 24 hours per person? Way too much. Initial screen of 2100.
More Success Notes
- This is information work, so work from anywhere is possible. Relevance to OSE - can do remote production option.
- Clear guidelines - for who they want
- Recruiting team - several weeks, 5-10 hrs per week with a team.
- Qaulifications->2100 candidates->100 hires - 1/21 acceptance.
- High score on initial screen sent candidate directly to onsite interview with hiring manager
- Mid score people got second interview, and a batch interview process on site: 40 candidates interviewed in one week. Batch session was 4-30 minute interview with role play as customer.