How to improve your hiring outcomes by 30%

Hiring manager interviewing a candidate

By: Eilis McCann

For scaling companies, the cost of a bad hire is far more than the dollar investment that goes into recruiting as the consequences of poor-quality talent acquisition are felt company-wide. 

Here are just a few examples of how a bad hire can hurt your organization: 

  • Tainted company culture. As they say, it takes one bad apple to spoil the barrel and the same goes for culture. A toxic team member can eliminate the trust and camaraderie that’s been established at your organization. 

  • Lost productivity. Between the training hours put into new hires and the burden being short-staffed places on teams, a bad hire can tank productivity and result in missed business opportunities.

  • Poor retention. When organizations hire the wrong people, team members can become stressed and unhappy and decide to leave the organization for healthier workplace environments.

With such serious consequences to poor hiring decisions, companies must do everything they can to attract and hire good talent. And the best way to do this is by maximizing hiring manager engagement. Here’s why: 

1) Engaged hiring managers secure talent faster.

The job market today is a competitive place where top talent is off the market just 10 days after they enter it. The reality of this is that recruitment speed is one of the most crucial elements of making a successful hire. When hiring managers are engaged, they:

  • Are twice as fast to provide candidate feedback

  • Schedule interviews sooner; reducing the total needed to make a hire by 32%

  • Send out job offers as soon as possible

All of which speeds up the recruitment process by 30% and lets companies hire the best talent as efficiently as possible.

When hiring managers are engaged, the recruitment process is 30% faster. 

2) Engaged hiring managers are enthusiastic about candidates. 

One of the top differentiators for job seekers is the level of interest employers show during the recruitment process. With the most sought after talent in fields like software development and data science receiving 6+ job offers a week, it’s critical hiring managers make it clear when they want a candidate to join their team.

Which is luckily something engaged hiring managers do. 

Whether it’s sending a candidate a follow-up note or connecting with them on LinkedIn after their interview, engaged hiring managers make sure good candidates feel appreciated and wanted - two things that go along way when it comes to their final employment decision. 

3) Engaged hiring managers shout from the rooftops. 

Engaged hiring managers have a way of getting the word out that they’re hiring. Whether it’s water cooler talk at the office or promoting their open roles on professional networks like LinkedIn, they have a way of reaching top talent. It’s also the reason their job ads get 26% more views and why they generate 95% more referral traffic than the average hiring manager. 

Engaged hiring managers get 26% more views on their job postings and generate 95% more referral traffic.

How to maximize hiring manager engagement

Now that we’ve looked at the importance of hiring manager engagement, it’s time to look at how to maximize it. Below are some tips that will help your hiring managers succeed when it comes to recruitment. 

1) Communicate, communicate, communicate.

Whether hiring managers are working with internal HR teams or external recruitment partners, they need to provide them with feedback as quickly as possible. The reason for this is that qualified candidates don’t stay on the market long and usually find new jobs extremely fast. Engaged hiring managers recognize how quickly top talent is snapped up and make it a point to give recruiters detailed feedback within 3 business days. 

Engaged hiring managers give detailed candidate feedback within 3 business days.

2) Create a positive candidate experience.

It’s critical hiring managers make the recruitment process as easy as possible and that they are fully prepared when they meet with prospective candidates. Engaged hiring managers:

  • Read a candidate’s resume in advance and craft custom questions for their interview. 

  • Show up on time (or even early) for interviews.

  • Welcome candidates into their workplace.

  • Respond to follow-ups from candidates - even if they’ve decided to go with someone else for the role.

This type of engagement not only increases the rate of job offer acceptance but also leads to the higher performance of new hires when they start work. 

Facilitating a positive candidate experience increases job offer acceptance as well as employee performance. 

3) Make recruitment a priority. 

With 69% of job seekers losing interest in a role just two weeks after they’ve applied to it, hiring managers must look at new applications quickly and schedule interviews with qualified candidates as fast as possible.  Dedicating a block of your day to hiring related activities is a sure-fire way to ensure your hiring process moves as fast as your candidates’ interests do.

69% of job seekers lose interest in a role they’ve applied to after 2 weeks. 

4) Sell the opportunity. 

Engaged hiring managers make it a point to attend industry meetups and let local talent know about the awesome opportunity they’re recruiting for. They look for and post in online professional groups to promote openings on their team; sharing what’s exciting about the role, the impact a candidate will have, and the potential for growth and professional development at their organization. 

Wrap Up 

If you’re not yet focused on hiring manager engagement, you’re missing out on the number one way to successfully scale your teams. And the best thing about it - it’s free and can be implemented organization-wide fairly easy. If you’re ready to improve your hiring outcomes by more than 30%, it’s time to focus on the behaviour of your hiring managers and get them as involved in the recruitment process as possible.  

For more ways to increase hiring manager engagement, make sure to follow us on LinkedIn.

Image Credit: RaxPixel via Unsplash

Top Toronto tech companies hiring this summer

By: Eilis McCann

It’s no surprise that Toronto’s tech sector is one of the fastest-growing job markets in North America. With new startups popping up daily, it’s clear that there’s ample opportunity in this city for tech professionals. Which is exactly why we’ve decided to spotlight the top Toronto tech companies hiring this summer.

Let’s take a look!

1) iTMethods

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iTMethods was founded in 2005 and has been changing DevOps for the better ever since. Their DevOps SaaS platform allows organizations to produce high-quality software as securely and efficiently as possible by automating access to applications like Atlassian, CloudBees Jenkins, GitHub, and more. Noted as a front runner in the DevOps space as well as the 2018 MSP Partner of the Year, iTMethods is definitely a Toronto tech company to watch. 

Culture Snapshot

Learning is a big part of life at iTMethods. As part of the team, employees enjoy having access to the latest cloud-native architecture technologies, continuous partner training, and a professional development budget.

Now hiring: 

2) Tulip

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Tulip is a Kitchener-Waterloo based startup that’s grown from a handful of employees to a team of more than 150 in just a few years. Filling an untapped niche with their mobile platform for retail associates, Tulip’s taken the market by storm with brands like Chanel, Indigo, Frank and Oak, Saks Fifth Avenue and many more using their technology. 

With offices in both downtown Toronto and Kitchener, Tulip gives their employees the opportunity to work in two of the largest tech hubs in the country. And the perks don’t stop there as Tulip offers their teams work from home flexibility, catered lunches, stock options, and access to diversity and inclusion programs. 

Culture Snapshot

From celebrating Festivus to their weekly all-hands meetings, the team at Tulip really is one big family. If you’re looking for a fast-paced, friendly, flexible work environment, be sure to check out their openings

Now hiring: 

3) Altus Group

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A true Canadian success story, Altus Group had humble beginnings as they emerged as a startup in Toronto in 2005. Since then, they’ve been able to grow their team to more than 2,300 employees and have 60 offices around the world in places like London, Sydney, Singapore and New York. If you want to play a role in building software solutions that touch thousands of users worldwide, consider joining their team as a Front End Angular Developer or as a Software Development Team Lead

Culture Snapshot

Altus Group knows their people are their strongest asset and work hard to foster an environment where team members are happy, well-trained, and set up for success. Individualized career plans, board game nights, and a professional development budget are just a few ways they make this happen. 

Now hiring: 

4) CBC Digital Products

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The agile methodology and innovation focus that’s ingrained in the teams that make up CBC Digital Products is the reason we consider them the country’s biggest digital startup. With an audience in the millions, CBC Digital Products is a great place for those looking to make a national impact. If you’re ready to take on the challenges that come with innovating how media is made, sent and received, make sure to check out their current openings

Culture Snapshot

CBC Digital Products recognizes just how smart, creative and inventive their teams are and as a result, encourages employees to allocate 20% of their week to personal projects and professional development initiatives. If you’re looking for an environment that supports your professional and personal growth, this is the team to join. 

Now hiring: 

5) iNTERFACEWARE

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iNTERFACEWARE is another example of a Toronto tech company that’s dominating the market. With over 800 customers in the healthcare sector, their integration engine makes critical data like patient files more accessible to healthcare professionals; ensuring they have the information needed to provide patients with the highest quality of care. If you want to help create a healthcare ecosystem where professionals always have the information they need, consider joining the iNTERFACEWARE team as a Fullstack Developer or as an Integration Analyst.

Culture Snapshot

The iNTERFACEWARE team is passionate about solving problems with technology. They build trust through a culture of transparency and accountability; sharing their goals and expectations for the quarter with one another and striving towards them as a team. Their employees enjoy an awesome work-life-balance and genuinely support one another.  

Now hiring: 

6) Two Hat

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Although Two Hat technically isn’t a Toronto based tech company, we thought they deserved an honourable mention since they have an awesome mission, are Canadian, and have remote roles open right now. 

A Kelowna-based tech company, Two Hat’s objective is simple -- to improve the online experience of people everywhere. Their platforms Community Sift and CEASE.ai do this by leveraging content filters, AI, and natural language processing to reduce the incidence of cyberbullying, abuse, hate speech, threats, and child exploitation on social networks, games, and apps. 

Culture Snapshot

The Two Hat team is committed to stopping online bullying and child exploitation on the internet and are ready to put in the hustle needed to do so. An execution-focused team, they own their work and hold themselves accountable for the deliverables expected of them. This is a critical time in Two Hat’s journey as they continue to define their company culture and values. Being part of this evolution plays a big role in why their employees join and stay at Two Hat.

Now hiring: 

That’s all for this edition of Top Toronto Tech Opportunities, but stayed tuned for more hot tech jobs this fall. 

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Culture, mentors & sustainability: the right mix of ideas and execution

Culture, mentors & sustainability: the right mix of ideas and execution

HerStory is a series of conversations with some of the best women in tech, in all areas of business and at all levels. They share their stories on their career path, lessons learned and points of success and failure. Hope they inspire, resonate and help you on your own journey.

Today we’re speaking with Sarah Landstreet engineer turned entrepreneur. Sarah believes deeply in supporting her team through idea generation and hands-on involvement (hence her stint on the factory floor), educating her customers, and the irreplaceable, cathartic feeling of writing out a list with a pen and paper.

Shifting the way we look at ambitious women

Take the opportunity when it’s in front of you.

HerStory is a series of conversations with some of the best women in tech in all areas of business and at all levels. They share their stories on their career path, lessons learned and points of success and failure. Hope they inspire, resonate and help you on your own journey.

Today we’re speaking with Camas Winsor, recently appointed COO at Rangle.io. Camas was a Developer working in a corner of an office. Not to be confused with a corner office, she points out. Seeing a need to step up to an unofficial leadership role, Camas found her career taking a new direction; one that has proved to be incredibly challenging and rewarding.

What can you tell us about the path you took to become the Chief Operating Office at Rangle.io?

It definitely hasn’t been straight, but I chose to follow through with my ambition and to build that road when it wasn’t there. I worked hard to get where I am and I said yes to opportunities when they came up. I saw a way to make an impact and to gain exposure. I earned this title and I want women around me to see that potential in themselves. Solve the problems, drive the initiatives, make things happen. Do the work, stand up for what you’re worth and be confident that you deserve the recognition and the reward.

That’s what I did at Rangle: I put my hand up to take on the tasks that needed doing, but that nobody actually “owned.” I never said “That’s not my job,” and that’s the advice I would give to others. If you see something that needs to be done, volunteer to take it on, and maybe you’ll find out it’s something you want to make a full-time career. One big caveat here though: when you’ve proven yourself at something new, make sure you follow up by asking for what you’re worth. Too many times I’ve seen people either keep doing extra work for the same pay, or ask for the raise before doing the work. You need to prove yourself before you get the reward.

How did expectations of you shift as you moved up?

When I became COO, it became immediately clear that the skills and behaviours that got me here weren't enough to keep me in this position. I can sometimes be very single-minded about going after what I want, and I’ve experienced blowback on that. I’ve observed that women often feel they have to walk this fine line when it comes to being ambitious - too much and you’ll be criticized, too little and your career will stagnate. I haven’t always struck the right note but I’m working on it.

Are there any mentors who impacted your journey early in your career? What about now?

There are, though they might not know it. I had the opportunity early in my career to work for some really impactful women, including a Managing Director and a COO. I watched and learned - how to conduct myself, how to make myself heard and seen, how to be part of the conversation and the decision-making. Right now, my approach to mentorship is twofold: to meet women in similar roles for bouncing ideas off and gathering opinions, as well as mentoring the women around me in their careers.

How does one person manage all of this - relationships, parenting, being a successful leader?

You don’t, not as one person. It’s tough if you try to do it all; if you try to live up to the myth that you can - that you have to - do everything by yourself. Maybe, but not if you want to have a couple of hours of guilt-free sleep. You have to figure out where your energy goes and be ruthless about it. I’ve chosen to push ahead in my career; I didn’t let the prospect of late nights or travel stop me from going for it. It’s all about balance and choices.

What do you think needs to change to encourage more women to keep climbing the ladder?

We have this big management fall-off for women at the mid-range. All of this points to demands being too high. It’s generally a gender issue because the expectation is often that women end up the primary caregivers at home; it’s 2018 and far past the time we need to shift the way we look at ambitious women. We need to respect them for how far they’ve come; support them on their way up and do everything we can to get - and keep - them there. For women on the path, who are succeeding and want to grow, I’d go back to my first comment: go for it, take the chance, find the opportunity and work hard. You will get where you want to go - and there’s nothing wrong with pushing for it.

Thanks Camas for sharing your story!

Rangle.io is also hiring! Check out what makes Rangle.io a great place to grow your tech career.