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The 6 Traits of High Performing Recruiters

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Insights from Social Talent Perform Research Data #HRdergi Good to Great The anatomy of a world-class recruiter


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Johnny Campbell Co-Founder & CEO @socialtalent /johnnycampbell


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Metric Driven Recruitment


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Your standard Candidate Applications Invited to Interview 2nd Interview Offer Accept Start Recruitment Funnel


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Candidate Applications Invited to Interview 2nd Interview Offer Accept Start Lack of quality candidates = bottleneck


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Inbound Recruitment Funnel Career Website Visitors Average Conversion Rate: 100 Low application volume Clicks on “Apply” button Candidate Applications Invited to Interview 2nd Interview Offer 5


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Outbound Recruitment Funnel Average Conversion Rate: Potential Candidates Identified 100 2000 Potential Candidates Contacted 10 200 Engage Candidates 2 40 0.25 5 Submit Candidate Applications Invited to Interview 2nd Interview


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Your Goal: Potential Candidates Identified 100 Greater search accuracy Potential Candidates Contacted 95 Effective messaging Engage Candidates 70 Employer Branding Submit 16.6


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Granularly analyses recruiter web behaviour over time


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Recruiters’ Average Daily Web Usage • Recruiters spend 7x more time (46%) on LinkedIn than all Job Boards combined (7%) Professional Networks Other Social Networks Job Boards Others 2928 sourcers monitored 900 sourcers with performance data


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Number of Web Pages Visited 2 150 112.5 High Performers spend 36% less time on the internet than Low Performers 75 37.5 0 High Medium Average Daily Web Pages Visited Low


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1 High Performers use the internet more efficiently


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Professional Networks (LinkedIn) Usage 90 67.5 Low Performers spend 60% more time on LinkedIn than High Performers 45 22.5 0 High Medium Low Average Daily LinkedIn Pages Visited


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2 High Performers use LinkedIn less (but use it more effectively)


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Searches Conducted per day 16 12 8 4 0 High Medium Searches Conducted Low Highperforming Recruiters conduct 65% fewer searches per day than LowPerforming Recruiters


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How can you perform better if you search less?


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Java Developer


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("java" OR "j2e" OR "j2ee" OR "jee" OR "j2me" OR "j2se" OR "javaee" OR "javabeans" OR "jdk" OR "jsp" OR "jboss" OR "jsf" OR "json" OR "jquery" OR "jvm" OR "javascript" OR "js" OR "node js" OR "apache" OR "beans" OR "corejava" OR "eclipse" OR "ejb" OR "grails" OR "gwt" OR "hibernate" OR "hibernateorm" OR "maven" OR "mvc" OR "objective c" OR "scala" OR "scripting" OR "servlets" OR "spring" OR "struts" OR "tomcat" OR "uml" OR "unit" OR "weblogic" OR "websphere") ("developer" OR "dev" OR "programmer" OR "devops" OR "develop" OR "developing" OR "development" OR "developed" OR "developpeur" OR "design" OR "designer" OR "desinger" OR "architect" OR "analyst" OR "coder" OR "coding" OR "consultant" OR "contractor" OR "engineer" OR "engineering" OR "entwickler" OR "expert" OR "eng" OR "enginer" OR "enginner" OR "entwicklerin" OR "ingenieur" OR "guru" OR "ninja" OR " o n t w i k k e l a a r " O R " p ro g r a m " O R " p ro g r a m a t o r " O R "programmeur" OR "programmierer" OR "programista" OR "software" OR "softwareentwickler" OR "technical lead" OR "utvikler")


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3 High Performers spend less time searching


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% Use of Advanced Search 26 19.5 High-performing Recruiters use Advanced Search 4X more often than average 13 6.5 0 High Average Advanced Search % of all Search


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% of Searches that contain Boolean 15 High-performing Recruiters use Boolean 2x more often than average 11.25 7.5 3.75 0 High Average Advanced Search % of all Search


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4 High Performers leverage Advanced Search & Boolean to be more efficient


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What time of day do Recruiters Search? 60 High-performing Recruiters conduct less searches in the morning (before 2pm) 45 30 15 0 High Medium Before 2pm Low


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If high performing recruiters are spending less time searching in the morning… what exactly are they doing instead?


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Source: Yesware, December 2013


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5 High Performers spend their mornings engaging with candidates


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Use of Social Media 18 13.5 High-performing Recruiters spend 8x more time on social sites 9 4.5 0 High Medium Social Media Visits (%) Low


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Response Rates by size of LinkedIn Network 60 45 30 15 0 Highest (>40%) Lowest (<10%) <500 Connections


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Response Rates by size of LinkedIn Network 60 45 Poorly networked recruiters are over 10 times more likely to have low response rates 30 15 0 Highest (>40%) Lowest (<10%) >2000 Connections


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6 High Performers leverage Social to build trust


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Hi Johnny, Your experience with Social Talent over the last 5 years really made you jump off the page when I viewed your profile...


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Members with strong* networks report response rates 10X better than those with weak* networks * >2,000 LinkedIn Connections ** <500 LinkedIn Connections Source: Social Talent/ AMS Global Sourcing Survey 2014


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Robert Cialdini: 6 Key Principles of Influence


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Robert Cialdini: 6 Key Principles of Influence


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1. Smart Sourcers use the web less (but use if efficiently) 2. Master LinkedIn, don't be a slave to it (under-performers waste 60% more time on LinkedIn) 3. High Performers Search less but search better (65% fewer searches) 4. High performers use Advanced Search & Boolean more (4X & 2X) 5. Engage in the morning & search in the afternoon to be successful (6am emails, 8am calls) 6. Use Social to build trust & reputation online (convert more candidates & improve responses)


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Learn Recruit Perform


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