Digest: Talent Acquisition Strategy

Workshop with David Bizer, CEO of Talent Fountain and the first recruiter at Google in Europe, building out the organization from 100 to over 5000 employees in 7 years., on: How to recruit a large amount of people in a small amount of time.

• How to improve your Talent Outbound Strategy?
• How to make the job description an asset?
• What role should the leadership team assign to hiring?
• Resources provided by David

🎯Below are David's tips to enhance a jobdesc:

You want people to react with: "This is for me/not for me" when they look at your jobdesc."

👇Here is the complete template:

⭐VP Product | Job Desc Example - Gorgias

👈 You can see a lot of detail and relevant numbers.

👈 They show the candidate how they differentiate themselves with insightful details (roadmap, links, their goals and objectives...)

🎯 Key learnings from David's experience:

✨Volume makes life miserable: You should aim for good volume!

✨To get through the right profiles right away, you should be clear with "Who you are?" and "What you want?".

When reading your job desc, people should be able to say: I don't want to work for this company / I do want to work for this company. And it's OK!

✨  For high quality sourcing, there is no magical alternative to manual sourcing.

✨  You have to put serious commitment into hiring: it starts with the founder or the executive team.

"Google itself invested not only money which everyone can do, but time into their recruitments. A big part of Google's success, is because of people we were able to bring in."