#HROSOpen-Source Comes to HR

#HROSOpen-Source Comes to HR

Ambrosia VertesiVP Talent, Hootsuite

@Hambrody

Lars SchmidtFounder, Amplify Talent@ThisIsLars

@HootsuiteLife @AmplifyTalent

(Just to put things in perspective)Hootsuite Flight Path

Employees

Growth

Hyper Growth

Our ValuesPassion in all we doLead with humilityRespect the individualBuild a better way

A passionate, egoless team having fun

building something bigger than themselves

Our Culture

#BSU

= #Blow Shit Up

A brief history of #BSUA brief history of #BSU

Work out loud We strive to constantly give each other visibility into the bigger picture.

Keep open doors We have an open door policy for everyone, no matter what position. Our offices therefore have no walls or barriers (Physically or metaphorically)

Set visible, big picture goals Knowing what others are doing and seeing big picture goals helps us better support each other and share a greater sense of purpose.

How we #BSU

ROOTS OF OPEN-SOURCE

HOOTSUITE’S PATH TO HROS

Social Organizations!Mean “Working Out Loud”

Spark Innovation!Accelerate learning by openly sharing best practices and learnings.

Why HROS?Inspire Others!Empower leaders to become mentors. Lets use out expertise to inspire our peers to succeed.

Open Education!Make it easy for HR practitioners to access and share actionable resources.

Democratize Ideas!Your don’t need to be a blue chip company with a big global budget to have a best practice.

Give Back!Narrow the gap between leaders and laggards by sharing knowledge and practices.

Social Sharing!Leverage social with #HROS to remove friction from sharing and contributing.

• Applying ‘open-source’ approaches to HR

• Share best practices, learnings, failures

• Case studies breaking down HOW we do things

• HR team encouraged to share over one “guru”

• Permission to try, fail, share

Open Source HR - #HROS

#HOOTSUITELIFE CASE STUDIES

#1: How to Execute a Global Periscope CampaignProblem Deliver a cohesive global view of recruiting pipeline and key activities Solution Build a custom dashboard combining elements from Google Forms, Slides, iCIMS, HRIS, Google Analytics Results • Increased Executive awareness & visibility • Higher coordination among global teams • Greater operational focus in recruiting

#2: How to Design a Global Recruiting DashboardProblem Deliver a cohesive global view of recruiting pipeline and key activities Solution Build a custom dashboard combining elements from Google Forms, Slides, iCIMS, HRIS, Google Analytics Results • Increased Executive awareness & visibility • Higher coordination among global teams • Greater operational focus in recruiting

#3: Rethinking Candidate ExperienceProblem We had gaps in our CX that was impacting our potential talent pool Solution Audit our CX, resulting in new job descriptions, email templates, and CX survey Results • 30% increase in applications per job • Positive response from applications/candidates • Measure lift to CX survey feedback

#4: Hootsuite Becomes a #BCorpProblem Elevating our CSR approach to become a “Certified B Corp” company Solution Submit to the B Corp certification standards, and follow necessary eligibility steps Results • 40% of our employees volunteered to actively participate in CSR initiatives • Two new senior hires, and one agency partner joined due to B Corp status

#5: How We Created an Employer Brand PlaybookProblem As we continue to grow, it’s becoming more difficult to keep all stakeholders in sync on our global Employer Branding efforts Solution Build “Inside #HootsuiteLife”: a comprehensive global EB Playbook Results • Activities captured led to 50% increase in applications per job • Increased stakeholder engagement!

(Talent Team, Employees, Executives)

COOL. DOES ANYONE CARE?

#HROS Case Studies Viewed/Downloaded >10k Times#HROS Case Studies Viewed/Downloaded >10k Times

#HROS Gaining Momentum#HROS Gaining Momentum

HOOTSUITE.COM/HROS

HROS.CO

#HOOTHROS BECOMES #HROS

Earls #HROS Case Study:!How We Linked Culture & Strategy to Drive Engagement

Problem Earls employee engagement numbers were declining Solution Unify our language and vision through the “Earls Experience”; reinforced through leadership development program, bottoms up feedback & peer feedback Results • Reduced hiring costs by $1M • Increased retention from 28% to 43%

CA Technologies #HROS Case Study:!How We Fixed The Job Applicant Black Hole

Problem CA Technologies was only reviewing 12% of 100k+ global applications Solution Develop internal SLA’s and build talent assessor team to revamp their review and response process, resulting in 100% review Results • Response time trimmed to 3.5 days • 60 hires made from pool of missed applicants

Oracle #HROS Case Study:!How We Leveraged Google Forms for CandidatePipelining & Engagement

Problem Oracle wanted to generate junior sales prospects for recruiting events Solution Leverage Google Forms to build custom event invitations with branded content to attract targeted leads Results • Reaching 400k+ prospects on LinkedIn & Facebook • Initiative generated 600+ new applicants

READY TO OPEN YOUR KIMONO?

How to Get Involved1. Share: resources that you find educational and inspirational using the #HROS hashtag

2. Contribute: ideal commits to share at least two case studies each year

3. Activate: not able to share a case study but you want to take action? Message us below

HROS.co

THANK YOU