Strategic Recruitment Walk-through 1

Lecture Notes

So what I'd like to do is kind of walk through the strategic recruitment model that your book lays out for you and breaks down in this chapter. And I think there's a few ways to go about this and what I found most helpful is to actually think of a real organization and pick out a job within an organization and then think through these different steps. So you might want to follow the link to InVision, an organization that helps web developers get through the design and the work flow required to build great websites, helps them get through it as efficient and effectively as possible. So their ideas to design better faster together. Now if you click the link to their web page and scroll down to the section titled ‘our core values' you see that InVision has several core values that they set out for themselves. So I'd like to go through them. The first is to ‘Question Assumptions': "True innovation and problem solving call us to question everything, even our own bias." Next comes ‘Think Deeply': "Good design thinking considers the task at hand as well as all the surrounding systems." Okay so we're getting in the mind of computer programmers here to some degree and designers. Then ‘Iterate as a Lifestyle': "We push for perfection, but never at the expense of progress." Okay so iteration. You can see how that might be very important for web developers. Next is ‘Details, Details', once again important, "Whether you're working with pixels are code, details will make the difference." Their second to last core value is ‘Design is Everywhere': "Everything our life is designed and is the driving force by business and culture." Finally they talk about ‘Iintegrity': "Say what you mean, mean what you say. Work hard regardless of who is or isn't watching." Okay so we can see here InVision house kind of core values, and these core values are linked up to their mission and vision as an organization. Now if I were to choose a job that we might define recruitment goals for within InVision, I could pick from several. And what I find here in in you might see this as well, but at the time the recording, an open jobs is enterprise account executive. So enterprise account executive exists to help sell the InVision product. Okay so this is a business to business sales job. And you can see some of their requirements if you're able to pull this job up, and you'll also be able to see some the benefits they offer. So within InVision it's clear that they're offering highly competitive salaries and a lot of kind of posh options like macbook pro, membership a health club you choice, unlimited books from Amazon, unlimited Starbucks card, half day Fridays. So some real nice are perks here so would appear that if we just go right after what they're looking at, they're looking to get the best of the best, right? They're looking to get top talent here and they're willing to pay a premium for it. So what I'd like us to do then is think about the recruitment goals that InVision might have for this job. And what's important here with the book's going to highlight and what I'd like for you to see the link to is strategy. So strategy is important. If we look back at the core values of InVision, this values to define a company that's looking to add significant value to the customers and probably charge a decent price for their services, right? This is not necessarily a discount operator, but InVision is instead an organization that that clearly wants to set themselves apart as kind of a premier organization when it comes to collaborative web development. They're wanting smart intelligent hardworking people who come in ready to hit the ground running. So if we look at the requirements of the job here, one of the things are looking for is a rolodex of contacts in leadership roles in design, product, marketing, or user research. So they're looking for people that have already have kind of been out there. Specifically they ask for 3 years or more inside sales experience, business to business sales experience. They want a track record of individuals who exceed their quotas for sales. So you can see that they're looking for people who can come in and hit the ground running, and this links up to their strategy. Now we might think through: Alright, we understand there's a person organization, and person job fit thing going on here that's going to link up to the values, the mission, and vision of the organization, but what about some of their goals are about speed? Do they need new employees right away? What are the long term needs? So we can imagine that this is a fast moving company. If they're hiring they probably need people coding, in helping develop their products as soon as possible. So our best guess might be that speed is important. They need new employees right away. If we read through it also find is a lot of venture capital behind this organization. And so clearly there's targets for big growth ahead. So in that regard we might also think about the long term needs: Likely this organization is needing to continue to vamp up they're hiring, especially people who might sell their product. Finally we'd want to think through: What's the timeframe here? Is their hiring kind of opening closed? Or do they always leave positions open? And this is something we want to come back to strategic decisions. So the opening closed hiring might be helpful in order to only collect applications, and have to deal with applications when needs exist but having hiring always open for this position, might be beneficial if the organization sees that this is a position that will likely always be in demand. Okay so we might see here how there's different things to be thinking about, different goals that we'll have to recruitment for a given job, and in the case of enterprise account executives at InVision, we can think through come a strategic decisions in different ways based on the strategy of the organization.

Lesson 5 Part 1

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