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THE 7 DEADLY SINS OF RECRUITING
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ATURED FE SPEAKERS Rachel Bitte Molly McKinstry Chief People Officer Enterprise Sales Manager
THE CHANGING JOB MARKET
JOBS HAVE CHANGED STEM fields job openings dominating global marketplace Bureau of Labor and Statistics believe STEM workforce in US will total more than 8.65 million workers by 2018 (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting.pdf
JOBSEEKERS HAVE CHANGED Research shows that Millennials workers will change jobs every 3-4 years — because they want more from employment than paychecks and benefits. (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting.pdf
TECHNOLOGY HAS CHANGED Mobile is powering job seekers to look for jobs more openly 41% 38% 36% 30% 18% SaaS platform, mobile technology, and social media now provides companies with new array of recruiting tools (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting.pdf
DAN FINNIGAN CEO OF JOBVITE “Companies must cast a wider net to capture this talent. Today, job seekers are using social and mobile to apply for jobs and gain insight into a company’s culture and values. Ignoring these platforms isn’t an option: companies must showcase their brand and be everywhere job seekers are.”
1 # DEADLY SIN “I USUALLY JUST FIND THEM AND FORGET THEM.”
66% OF SOCIAL MEDIA USERS EXPECT A RESPONSE WITHIN A DAY. (Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/
CONSIDER THIS OPTION: NURTURE YOUR CANDIDATES • Candidate relationship management (CRM) system • Multi-channel system
FOCUS ON OTHER CHANNELS Focusing all my sourcing on one or two job boards, or worse yet, the company ATS, is a huge mistake. - Tony Palm, Founder of Post-Military Employment
“I’M SUPPOSED TO TRACK THAT?” # 2 DEADLY SIN
CONSIDER THIS OPTION: TRACK YOUR CANDIDATE • Trace the source of your candidates • Keep record of communication between your candidate in addition to the level of activity • Send reports with real-time analytics
TRACKING WILL MAKE YOUR LIFE EASIER… AND HAPPIER…
“I HAVE ENOUGH PROSPECTIVE CANDIDATES TODAY, SO WHY FEED # THE FUNNEL?” 3 DEADLY SIN
THE BEST CANDIDATES AREN’T LOOKING How do you show prospects about what your company is about?
CONSIDER THIS OPTION: TAKE PROACTIVE MEASURES • Social media presence for recruiting • Meaningful, targeted campaigns • Employee referral programs
SOCIAL MEDIA AND JOB SEARCHING Nearly 2 in 3 say their employer does not (or know how to) use social media to promote job openings Nearly 3 in 4 say their employer does not (or know how to) promote their employment brand on social media
SOCIAL MEDIA AND JOB SEARCHING 79% are likely to use social media in their job search 86% of people in the first 10 years of their career are likely to use social media in their job search
MAJOR SOCIAL PLATFORMS
Employers who used social media to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels. 49 % (Source: Top Recruiting Statistics, http://blog.capterra.com/top-15-recruiting-statistics-2014/ )
# 4 DEADLY SIN “WHO NEEDS PR? OUR EMPLOYMENT BRAND IS FINE.”
CONSIDER THIS OPTION: YOUR EMPLOYMENT BRANDING ACROSS THE BOARD • Active Social Media pages • Incorporate Employees’ voices • Branding your career site
TURN EMPLOYEES INTO BRAND AMBASSADORS
5 WAYS TO DEVELOP BRAND AMBASSADORS 1 Encourage Them 2 Communicate the Importance 3 Incentive Them 4 Train Them 5 Make It Easy
LET EMPLOYEES BE WHO THEY ARE Encourage viral photos and videos in all departments Show the real “you” on a career blog or through social posts Let employees be who they are
INCREASE CANDIDATE QUALITY EMPLOYEE REFERRALS ARE THE #1 SOURCE FOR QUALITY NEW HIRES Referral candidates are 5X more likely to get hired than other candidates Source: Stafﬁng.org and ERE
# 5 “I’M STICKING WITH THE OLD DEADLY SIN SCHOOL APPROACH: SCOURING THE WEB FOR RESUMES.” “IT’S WORKED BEFORE.”
CONSIDER THIS OPTION: RECRUITMENT TECHNIQUES AND TOOLS • Recruitment-focused technology • Recruitment platform with an intuitive interface • Platform integration
You’re not an HR generalist; you don’t care about benefits and payroll — you simply want automated, efficient process workflow that speaks to your everyday needs. BEST-OF-BREED VS. THE SUITE Recruitment-focused technology (Source: Best of Breed vs. Suite, http://www.jobvite.com/blog/best-breed-vs-suite-choose/
INTUITIVE INTERFACE Easy-to-use technology that’s functional will produce more candidates that are happier.
# 6 DEADLY SIN “THIS IS BASIC MARKETING STUFF, SO I DON’T NEED EXECUTIVE BUY-IN.”
CONSIDER THIS OPTION: DEMONSTRATE THE VALUE • Show them how the new technology pays off • Give them the bottom-line cost-saving & time-saving benefit
SAVE MONEY WITH EMPLOYER BRANDING Companies with a good employer brand see an average of Companies with a strong employer brand enjoy 22% 50% in reduced recruitment fees Source: Employer Branding Global Study Report cost-per-hire savings Source: LinkedIn
POOR EMPLOYER BRAND Low Brand Awareness vs. STRONG EMPLOYER BRAND High Brand Awareness Attrition Retention Declined Offers More Job Offers Accepted Low Productivity Revenue Goes Up Long time-to-hire More Quality Applicants High Cost-Per-Hire Lower Cost-Per-Hire Poor Referral Programs Higher Number of Referrals Source: Allegis Group Services Study, August 2012 (1,010 US Workers)
“IF I BUILD IT, THEY WILL # COME.” 7 DEADLY SIN
CONSIDER THIS OPTION: ENGAGE YOUR CANDIDATES • Deliver content that candidates can relate to • Create a better application experience that’s memorable • Put yourselves in their shoes
SIMPLIFY THE MESSAGE
TOP 5 PIECES OF INFORMATION JOB SEEKERS WANT EMPLOYERS TO PROVIDE AS THEY SEARCH WHERE TO WORK: 1 Details on what makes the company an attractive place to work 2 Details on compensation packages 3 Details on benefit packages 4 Company mission, vision and values 5 Basic company information
LIKE MARKETING… To capture the most candidates, you need to make it as easy as possible for a them to apply.
QUESTIONS FOR US?