The Future of Recruiting:

(HR) Open Source

What happens when HR and recruiting

practitioners around the globe open their

playbooks and share their secrets?

HR is HardRecruiting Is Hard

Learning

A community where members are as happy to

share resources as receive them.

Imagine a community of practitioners

dedicated to openly sharing with their peers.

A database of peer-reviewed resources,

available to inspire your work?

Downloadable templates that you quickly

action in your own organization.

At no cost to you.

This is the vision – and spirit – driving

HR Open Source.

Introduction to Open Source

Open Source

Comes to HR

OUR MISSION

To transform the field of HR to

become more impactful by

democratizing access to

progressive practices.

OUR VALUES Openness: Sharing is Caring

Action: Have an Impact

Humility: Community > Individual

Inspiration: Collaborative Learning

HR Open Source | Prospectus

Page

OUR COMMUNITY

4,000+ Practitioners in 60+ Countries

FUTURE OF WORK

Our sponsors allow us to ensure all resources are entirely free for the community.

How We Do It

OUR TOPIC FOCUS

1.Case Studies

1.WHO you are

2.WHAT you did

3.WHY you did it

4.HOW you did it

5.RESULTS and ROI

6.MISTAKES made

7.KEY TAKEAWAYS

8.TECHNOLOGY

HROS Case Study Format

CASE STUDY: HOOTSUITE

Problem

Hootsuite explosive global growth led

to inconsistent employer brand.

Solution

Develop a global playbook for EB so

all recruiters were in sync.

Results

• 50% increase in application (per quarter)

• 53% increase in #HootsuiteLife

engagement

• 43% of applicants influenced by EB

Building a Complete Employer Brand PlayBook

CASE STUDY: OPOWER

Problem

Wanted to become a more quantitative, analytics-driven recruiting team.

Solution

“Trystorming” analytics through Bersin’s maturity model, the quadrant

model in several key areas of the business identified for spot needs

Results

• 100% of goal in 2015 with a total of 237 hires

• Hired.com yielded ~2 hard-to-fill tech hires per month

• Increased capacity by ~20 roles per quarter

• Effectively increased capacity (time to fill decreased by an average of 4

days and each recruiter filled ~2 more roles than expected).

How We Use Data To Optimize Our Talent Acquisition Team

Celebrate Failure

Celebrate Failure

2. Sparks (case study light)

3. Free Resources

4. Events

5. Collective Intellect

NOW IT IS YOUR TURN….

1. Break Into Groups

2. Delegate one person in your group to take notes

3. Go around the group and share your biggest

work challenge (5 minutes)

4. As a group, pick one challenge that you will

collectively discuss and share ideas on how you

might tackle that challenge (10 minutes)

5. Share out your learnings and solutions (5

minutes)

LEARNING LAB

gettalk.at/hros

Want free templates now?

Join HR Open Source

HROS.co/join

Thank You

HROS.co

@hropensource

#HROS