Recruiting with Friends: Why Candidate Experience Is Critical for Zynga
-
Upload
ashleighaa -
Category
Documents
-
view
545 -
download
3
description
Transcript of Recruiting with Friends: Why Candidate Experience Is Critical for Zynga
1
Recruiting Why Candidate Experience Is Critical For Zynga
Aaron Steinberger – Director, Talent Acquisition
Ashleigh Anderson – Manager, Research Recruiting
2
The History of Our Recruiting
The Fastest Growing Technology Company In Silicon Valley
3
• Summer of 2009: 7 Recruiters and 1 Coordinator
• Recruiters acted as account managers and aligned with Studios – worked with hiring managers to fill all functions for each team
• Studio teams interviewed only for their team’s open positions
A Small Team With Big Goals
4
• Winter 2010: Recruiting needed to pivot with the company to align with the overall priorities of Zynga
• Restructuring our efforts allowed us to hire faster than our competitors with a smaller recruiting organization - without compromising the talent bar or candidate experience
A Shift In Paradigm Identifying An Opportunity
5
• Recruiters moved into specialized pods becoming SMEs on disciplines.
• Studio roles moved to a Universal Hiring model: hiring committees not hiring managers
• Universal Hiring allowed us to grow from 130 to 3000 people in just three years – in a highly competitive market
Scaling Without Compromising
6
What happens behind the scenes
Internal Strategy
7
• Interviewers are selected by senior staff – it’s seen as an honor to be involved in interview panels
• All interviewers go through an in-depth training built by our Learning and Development Team
• Training is focused on the technical and human aspects of a successful interview
Interviewer Training
8
• Interview panels are personalized based on the candidate
• Interviewers are prepped on every candidate – interview location & time, background on the candidate, and focus of the interview
• Skype channels are created so the panel can be in constant contact during the day
• In-person wrap up sessions with the panel to determine the outcome of the interviews
Interview Day Preparation
9
What our candidates see
External Strategy
10
• Zynga’s success is reflected in the products we engineer, our work environment and the candidate experience we provide
• Even if a candidate is a “no-hire”, there is a good chance that he/she plays our games or someone he/she knows is a customer
• Our #1 priority is to ensure that everyone walks away with a positive impression of Zynga – regardless of whether they get an offer
Candidates Are Our Customers
11
• Utilize ATS social capabilities & features• LinkedIn, Facebook, Groups/Forums, etc.• We don’t just post externally …the usual
suspects might not always be the best bet. Let the marketing team help you track…and if not, there’s always Bit.Ly
Social +Viral = Success
12
• Twitter – @Zynga (250K), @ZyngaUniversity (38K), Mark Pincus (34K), Brian Reynolds (8K), @ZyngaEngineers (900)
• Code.Zynga.Com• Employee Involvement
Sample of Our Social
13
• Website - easy to navigate • Job descriptions - clear and easy to find • Employee Referral Program - lives up to
employee expectations
Barrier To Entry Is Low
14
• Response times - Recruiters have SLA throughout the process
• Set expectations early – map out the entire process in the first conversation
• Be accessible and check in even if there is no update on status
• Follow the candidate’s lead on timing but don’t let them run the process
• Get senior leadership involved
Communication Is Key
15
Why it’s important to pay attention!
Social Media
16
Experience Goes Viral Instantly
“The interview process was well managed, recruiter was great to work with. Only gripe I have is they ask you brain teaser question which has nothing to do with doing the job, and they spend a lot of time grilling you in areas you have told them you have little to no experience.”
“Every interviewer was on-time and showed evidence of having read my resume and thought it through. That level of preparation warmed my heart, since I had been the "tech interview guy" for years at a previous employer, and finally got a little karmic reward.”
Twitter, Facebook, GlassDoor, Quora
17
18
It’s more than just the
acceptance rate
Measuring Success
19
• Internal focus groups – talk to people hired from every channel (active, referral, passive)
• Employee surveys – set up a new hire survey
• New hire lunches – postmortem chat
Measuring Success
20
QUESTIONS?