Seven Great Videos on Recruiting, Hiring, and Talent Management

Most of the time you fall into a YouTube black hole, you’re watching videos of cats, movie trailers, late night talk show clips, or some other hilarious but useless nonsense. That's me most of the time, but last week I found myself watching a whole lot of recruiting and talent management videos.

After the first handful, I thought to myself: “Hey, some of these have been really interesting--maybe I should share them!” So, after sorting the wheat from the chaff, here are seven intriguing, educational, and fun talks about the world of hiring, recruiting, and talent. 

Speakers range from former Google Senior VP of People Laszlo Bock, famed entrepreneur Gary Vaynerchuk, a16z founder and partner Ben Horowitz, author Malcolm Gladwell and even a very young Steve Jobs.  The clips range in length from just a few minutes up to a half hour, but each includes fascinating insights, ideas, and takeaways that will benefit every talent pro, no matter how long you’ve been in the game. 

Metrics Get You a Seat at the Table: Lightspeed Venture Partners' Luke Beseda

Luke Beseda, talent partner at Lightspeed Venture Partners, joins Hiring on all Cylinders to talk with Rob and Amina about working with Lightspeed’s wide-ranging portfolio of companies, which includes consumer brands like Snapchat, Giphy, and Bonobos alongside enterprise firms such as Docker, PCH, and OrigamiLogic.

How Entelo Revamped the Onboarding Experience

Four years ago, I walked into the one-bedroom loft that doubled as Entelo’s office. I didn’t have a desk, so my boss encouraged me to set up my laptop wherever I could find room. One employee walked over and shook my hand; the rest didn’t look up from their screens. I opened my laptop and tried to figure out how to setup my company email address. I felt like a stranger in a strange land. As a seven-person company, Entelo had a lot to learn about onboarding.

Attracting, Hiring and Retaining Talent for the Long Term

This is the third in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

Every time an experienced employee walks out the door they take a boatload of experience with them.
That experience is valuable and losing it hurts. Whether a manager or individual contributor, the longer good employees stay, the better it is for your organization, which is why hiring for longevity should always be near the top of a recruiter’s list of priorities.  

Building a Mature Talent Acquisition Team, with Bersin by Deloitte’s Robin Erickson

As hiring needs evolve, how you master candidate engagement becomes your competitive edge. Part of that mission is having a strong employer brand. The other part is understanding what your team needs to build a sustainable, efficient recruiting and hiring strategy.

Growing an optimized talent acquisition team reaps long-term benefits for orgs – to start, improved recruiting, leadership, and financial performance. What does that mean for your team?

We spent time with Bersin by Deloitte* Analyst Robin Erickson, PhD to learn about the company’s recognized talent acquisition maturity model, her research findings on the current state of talent acquisition, and the impact of stronger relationships between recruiter and hiring managers.

How To Prep Interns for a Full-Time Role at Your Organization

Internship programs are one of the most cost-effective ways to find and hire new full-time employees. They give you the opportunity to engage, train, and get to know potential hires on a far deeper level than other hiring processes.

Yet it’s a common misnomer interns always get full-time job offers. In reality, around 52 percent of interns get full-time job offers. Compared to most other hiring funnels, a 50 percent intern to hire conversion rate is pretty darn good, especially compared to the uncertainty of other candidate streams. 

Here’s how to successfully turn your interns into hires.

Great News! Your Best Performers Will Leave

When you make hires, you do so under the belief that they’ll stick around for awhile. They’ll contribute to the culture, bring exciting new blood to the team, close deals, ship products, or write blog posts (ahem). While you want top performers to stick around for as long as possible, at a certain point you’ll need to level with the fact that most employees are not going to reach retirement still working for your company. Even when your organization has invested in talent, providing opportunities for growth and promotion, people will invariably move on. And that’s a good sign.