Talent Acquisition Process Example

Ayslan Schmidt walks us through a talent acquisition strategy example she helped develop as international recruiter at FindHotel.

Interview with Ayslan Schmidt

International Recruiter at FindHotel

What you learn:

  • How to begin setting up your own talent acquisition process
  • An example workflow and outline of a successful talent acquisition strategy
  • Introduction to " Who: The A Method for Hiring "

Stay tuned for an analysis of this content on Medium.

To read the complete video transcript (plus timestamps) keep scrolling... 😉

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Intro Music (Tess Violet, "Crush"):
[00:00:03] Uh, alright. I can't focus on what needs to get done. I'm on notice hopin' that you don't run. Ah.

Ayslan Schmidt, FindHotel: [00:00:36] Um, last year we had a very important change, which was to use a little bit of design thinking methodology. So here we have the persona that we create a persona we establish who we are looking for before anything like anything we look for who is the persona we are looking for we understand who is this person. We use it a little bit of the "Who Methodology" to actually view the process in itself. So we have the hiring lead participating a lot in the process.

Ayslan Schmidt, FindHotel: [00:01:09] This person is going to be leading the process and probably leading that person that new person in the team. So the idea is to build the persona with this person, build the persona with the hiring lead, the hiring lead reviews what is exactly we are looking for. And if the recruiter can already start sourcing, after the sourcing part, let's say which is another process, it's another conversation.

Ayslan Schmidt, FindHotel: [00:01:35] We use very different tools for sourcing and various alternative ways. For example one of these days I found a UX designer just talking with some people on the street. I think that sourcing something that you can do everywhere. In an event in...

Ayslan Schmidt, FindHotel: [00:01:53] In anywhere actually, any tool you can use for sourcing. We have a "Who Screening" which is a very simple way of knowing how the person express themselves and also how we can ask more basic questions just to understand if the person is a fit or not. We have the "Who Interview" which is extremely deep. It's more related to how the person also sees the experiences she/he already had in their...

Ayslan Schmidt, FindHotel: [00:02:23] Their career, and this is a conversation they usually involves the hiring lead the person, who is going to be knowing that person and probably, if hired, developing that person so makes sense that this hiring lead participates in this step. So after that we have the technical conversation. So for engineering for example we're going to have maybe a code challenge, something that can, we can access the skills, the the hard skills, let's say that we said that we usually use, which is technical knowledge technical experience, for other positions let's say that we do an assessment. We can do for example a panel that the person can present a business case, can show how she or he would act in different situations or in...

Ayslan Schmidt, FindHotel: [00:03:16] Different challenges that we have in the company. And, after that we have a cultural assessment, which usually we bring the person to the office. This person spends time with the team, meets possible future colleagues. Also it's the moment that we...

Ayslan Schmidt, FindHotel: [00:03:34] Really evaluate their values. If the person is really a match with our values. If the person is going to be successful here, if the person is going to be happy doing what we do here.

Ayslan Schmidt, FindHotel: [00:03:46] And, after that we have — if everything goes right and the person succeeds in all these processes — we have the offer, which is another step that we talk with the person, we understand if it's exactly what they need. For some candidates we already had huddles, which is the methodology that Google uses, some big companies use, which is to really have a collaborative discussion. If we should hire, or not, that candidate. And...

Ayslan Schmidt, FindHotel: [00:04:15] This also gives power to the team to decide. Not only gives the powers like oh the recruiter did that, the recruiter is responsible, no everybody's responsible for recruiting and everybody participates in recruiting. So that's the main idea of that. And after this stage, which is like the most beautiful one, it's the heart one. We have the onboarding that is something, as I said is going to be different this year. We're establishing a new way of doing onboarding, engineering, as I mentioned, is right now creating a new onboarding so everything can change and that's what makes the work so, so interesting, I think, because everything can be changed and can be improved.

Fionna Faulk, Recruitsos: [00:04:58] Well thank you for sharing that. Thank you.

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January 21, 2019

Fionna Faulk

Co-Founder, Recruitsos
Co-Founder, Recruitsos

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Ayslan Schmidt

International Recruiter, FindHotel
International Recruiter, FindHotel