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Introductions

Allison Lyon

Director of Talent Acquisition

Founded in 1997, Think Together partners with schools to change the odds for kids by providing award-winning programs during and outside the school day. We’re one of California’s largest nonprofits working in school districts from San Diego to San Francisco.

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Session Objectives

Understand the relationship between the candidate lifecycle and employee job satisfaction and retention

Utilize multiple sourcing strategies to identify qualified and quality candidates

Create a supportive onboarding experience to support retention

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Icebreaker

“Are there any specific strategies or tools you’re excited to learn more about today that could help improve your team's hiring or retention efforts?“

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The Candidate Lifecycle

Preparing

Sourcing

Screening

Selecting

Hiring

Onboarding

First 90 Days

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Activity 1

If you could instantly improve one part of the candidate lifecycle (sourcing, screening, onboarding, or the first 90 days), which area would you choose and why?

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Candidate Lifecycle�Areas of Impact

Sourcing

Intentional outreach
Hunting, farming, and fishing

Screening

Behavioral based interviews
Red flags and must haves

Onboarding

Timeliness
Communication
Expectation management

First 90 Days

Planning
Peer support
Communication

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Attracting Talent

Hunting, Fishing, Farming

Fishing

Casting a wide net to attract a large pool of candidates, aiming to reach a broad audience and generate interest.

Job Board Postings-Indeed, ZipRecruiter, College job postings
Local Job Boards- Patch, Nextdoor, print media
Social Media and other advertising

Farming

Growing relationships with candidates over time through ongoing communication and engagement.

Previous applicants and interviews
On campus work shops and events
College sororities and fraternities

Hunting

Actively seeking out potential candidates who may not be actively looking for a job but possess the desired skills and qualifications.

LinkedIn searches
Professional networks & referrals
Degree specific college outreach

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Group Discussion

What's one unconventional place you've sourced a great candidate from that others might not think of?

What's one strategy you've used in the past that you feel was effective in finding the right candidate?

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Candidate Screening

Behavioral Interviewing

Incorporating the Role

Red Flags and Must Haves

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Candidate Onboarding

Communication

Timeliness

Expectation Setting

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First 90 days

Planning

Partnership

Ongoing Follow-Up

Information & Resources

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