5 ways in which Mozilla launched its talent acquisition strategy

You may not know it, but Mozilla is more than just a web browser. It is a global community of forward-thinking technologists and builders working together for an open internet. But more interesting, it’s a non-profit organization.

Yes, you’ve read that correctly. A taste of the context – the Mozilla project was launched on Netscape in 1998 to promote Internet selection and innovation. The community-based project created the Mozilla Firefox web browser and eventually launched the Mozilla Foundation to manage its open source activities and daily operations.

As a non-profit organization, you do not have as many resources as large companies, especially in terms of recruitment. That’s why Mathew Caldwell, director of Global Talent Acquisition at Mozilla, thinks like a small or medium-sized business.

“Speed ​​is one of the factors that makes a small business compete with the big ones.” “You can acquire talent by working faster, more efficiently, and more agile.”

Mathew shared his thoughts with us in the video above, but we also asked him to share five ways in which small and medium-sized businesses can acquire their talents more quickly and make them more effective. Here’s what worked for him and can work for you too:

1. Training all employees of the company how to recruit them

As a talented leader, it’s important to communicate the importance of recruitment throughout your organization. For this reason, the Mathew team offers employees various “fingerprints” of training: one specifically for the hiring of managers, another for the quality of interviewees and another for qualification. During these trainings, employees learn their responsibility in the recruitment process, how important it is to write successful job descriptions, effectively interview candidates, and help them complete their projects.

Therefore, every Mozillian understands that it is a responsibility and a privilege to identify the best talents. If they perform this role well, they will have fewer interviews and bring the best people into the organization faster.

2. Build a strong and coordinated recruitment team
Mathew has been very successful in building strong and close teams within the talent organization. According to him, a strong team includes experienced recruits who can play the role of mentors and novices in the industry, but have a lot of potential. This mix of team and experience creates a well-oiled machine with constant opportunities for growth and individual and professional development. Mathew also directs each team to a specific group or department where recruiting agents work with human resource managers and focus on their needs.

3. Partnership with marketing to introduce corporate culture
Be effective and work with your social media and marketing teams to promote brand awareness. Interdepartmental collaboration provides larger budgets and more resources for talent development projects.

One campaign that worked well for Mozilla was: “Do not work for men, work for humanity.” Mathew’s talent acquisition team developed the campaign, but worked with marketing to promote them with billboards, T-shirts, and ads. Tweets and many more. The campaign has significantly impacted traffic to the Mozilla website and its applications. “One and a half years later, we still reap the benefits,” Mathew said.

4. Believe in less, bigger and better
As a non-profit organization, you do not have the money for all the tools and resources you want. You must be wary of the recruitment tools you invest in and the specific events in which you participate. For Mathew it’s about reducing, expanding, improving – he has to think about what has the most impact and then focus on those big bets.

5. Create a rewarding referral program (ERP)
LES are essential for small business growth as more than 50% of new employees are hired through referrals. To further this funnel, Mathew first sought the approval of the management. “Sometimes you have to attract, crowd or push people to invest,” he says.

He then asked senior management partners to share the value of ERP across the enterprise. “Think about whether it’s the best solution for the company and your best friend,” Mathew said. “If you are brilliant, your friend and Mozilla will be fine.”

Mozilla also offers a combination of financial and creative incentives to get referrals. Mathew firmly believes that monetary incentives should be a reward and not a motivator. Therefore, they offer many creative rewards such as exclusive T-shirts (they are a sought-after item among the Mozillians), quarterly drawings, charity giving on behalf of the employee, and unique recognition.

Feeling the need for speed? Try one of the tips above or download the Full Time Employment Guide for Small Business for recent recruiting techniques.

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