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The 7 Deadly Sins of Recruiting

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THE 7 DEADLY SINS OF RECRUITING


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WEBINAR TIPS •  You  can  connect  to  audio  using  your   computer’s  microphone  and  speakers.     •  Or,  you  may  select  “Use  Telephone”   a=er  joining  the  Webinar.   •  All  lines  will  be  muted  to  avoid   background  noise.   •  You  can  ask  quesEons  at  any  Eme  by   typing  them  into  the  QuesEons  Pane.  


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ATURED FE SPEAKERS Rachel Bitte Molly McKinstry Chief People Officer Enterprise Sales Manager


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#GDCHAT


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THE CHANGING JOB MARKET


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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[2].pdf


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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[2].pdf


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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[2].pdf


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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.”


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LET’S START


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1 # DEADLY SIN “I USUALLY JUST FIND THEM AND FORGET THEM.”


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66% OF SOCIAL MEDIA USERS EXPECT A RESPONSE WITHIN A DAY. (Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/


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CONSIDER THIS OPTION: NURTURE YOUR CANDIDATES •  Candidate relationship management (CRM) system •  Multi-channel system


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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


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“I’M SUPPOSED TO TRACK THAT?” # 2 DEADLY SIN


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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


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TRACKING WILL MAKE YOUR LIFE EASIER… AND HAPPIER…


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“I HAVE ENOUGH PROSPECTIVE CANDIDATES TODAY, SO WHY FEED # THE FUNNEL?” 3 DEADLY SIN


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THE BEST CANDIDATES AREN’T LOOKING How do you show prospects about what your company is about?


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CONSIDER THIS OPTION: TAKE PROACTIVE MEASURES •  Social media presence for recruiting •  Meaningful, targeted campaigns •  Employee referral programs


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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


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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


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MAJOR SOCIAL PLATFORMS


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HASHTAGS


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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/ )


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# 4 DEADLY SIN “WHO NEEDS PR? OUR EMPLOYMENT BRAND IS FINE.”


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CONSIDER THIS OPTION: YOUR EMPLOYMENT BRANDING ACROSS THE BOARD •  Active Social Media pages •  Incorporate Employees’ voices •  Branding your career site


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TURN EMPLOYEES INTO BRAND AMBASSADORS


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5 WAYS TO DEVELOP BRAND AMBASSADORS 1   Encourage Them 2   Communicate the Importance 3   Incentive Them 4   Train Them 5   Make It Easy


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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


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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


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# 5 “I’M STICKING WITH THE OLD DEADLY SIN SCHOOL APPROACH: SCOURING THE WEB FOR RESUMES.” “IT’S WORKED BEFORE.”


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CONSIDER THIS OPTION: RECRUITMENT TECHNIQUES AND TOOLS •  Recruitment-focused technology •  Recruitment platform with an intuitive interface •  Platform integration


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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/


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INTUITIVE INTERFACE Easy-to-use technology that’s functional will produce more candidates that are happier.


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# 6 DEADLY SIN “THIS IS BASIC MARKETING STUFF,   SO I DON’T NEED   EXECUTIVE BUY-IN.”      


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CONSIDER THIS OPTION: DEMONSTRATE THE VALUE •  Show them how the new technology pays off •  Give them the bottom-line cost-saving & time-saving benefit


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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


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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)


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“IF I BUILD IT, THEY WILL # COME.” 7 DEADLY SIN


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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


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SIMPLIFY THE MESSAGE


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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


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LIKE MARKETING… To capture the most candidates, you need to make it as easy as possible for a them to apply.


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QUESTIONS FOR US?


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