ConveyIQ sat down with Leslie Mitchell, recruiting manager at HubSpot, to talk about how the inbound marketing company screens and engages with talent.
ConveyIQ: Please tell us about HubSpot and recruiting initiatives there.
Mitchell: HubSpot is an inbound marketing software platform that helps companies attract visitors, convert leads and close customers. Over 10,000 customers in 65 countries use HubSpot’s software, services, and support to transform the way they attract, engage, and delight customers. HubSpot is headquartered in Cambridge, MA with offices in Dublin, Ireland, and Sydney, Australia, and has been recognized by Inc., Forbes, and Deloitte as one of the world’s fastest-growing companies.
My team handles recruiting across the entire organization including sales, marketing, services, IT, engineering, finance/accounting and G&A.
ConveyIQ: How do you source great candidates at HubSpot?
Mitchell: We get the majority of our hires from referrals, but often have to rely on outbound recruiting activities and inbound resumes. Our reputation is pretty strong in our market as being an employer that is in high-demand, so we get a lot of inbound applications. It’s sometimes more than we can handle for certain roles, so recently we decided to get creative with how we wanted to interview some of those applications.
ConveyIQ: What are some of the tactics you use to screen talent?
Mitchell: We decided to use Convey for Interviewing to help recruit for a new rotational program here at HubSpot. The process began by targeting several schools across the country and asking them to send us their best and brightest for a two-year program. We were not very specific with our requirements for this role because we wanted a broad range of candidates to apply.
We were essentially trying to break the mold of the typical candidate we hire into entry-level roles. For example, we were open to candidates coming from Mechanical Engineering and Pre-Med programs for this marketing-focused rotational program. We ended up with over 300 applications and only two weeks to whittle it down to about 50 for the managers to review.
ConveyIQ: So how did the screening and interview process work?
Mitchell: One of the recruiters on my team and I decided on a set of five questions for the candidates to answer in their digital interviews:
1. What accomplishment are you most proud of and why? This can come from either your previous internships, part time jobs, volunteer work, school work, or extracurricular activities.
2. What’s the toughest decision you’ve had to make (and how did you make it)?
3. What was one of your biggest failures and what did you learn from it?
4. Why should HubSpot hire you?
5. Why do you want to work at HubSpot?
We chose 100 applicants to submit video interviews through Convey for Interviewing and we received about 47 responses. Our next step was to get all of the hiring managers in a room to review the videos together. We scheduled a 3-hour block of time after work hours, ordered pizza, got some beers and wine and sat them all down for the show.
Convey for Interviewing was an extremely effective tool for for this program.
We got through all 47 videos in the 3 hours and ultimately chose 16 candidates to come in for face-to-face interviews. Managers never saw the resumes until they came in for their in-person interviews. We did this to keep the decision-making process fair and to have the videos be the only thing the managers could evaluate. In the end we hired three and they are all slated to start in July 2014.
Convey for Interviewing was an extremely effective tool for for this program. It was easy to use and allowed for us to screen candidates with such diverse backgrounds fairly. We’re confident that Convey for Interviewing helped us select hires that the managers may have passed on if they had instead reviewed resumes as the initial step in the interview process.
Click here to learn more about how Convey for Interviewing can improve your screening interview process.