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5 Content MarketingBest Practices That CanHelp You Recruit презентация
Содержание
- 1. 5 Content MarketingBest Practices That CanHelp You Recruit
- 2. Tips for using WebEx Receiving
- 3. Featured Speakers Alicia Garibaldi Senior Content Marketing
- 4. Agenda Today’s Candidate Landscape Why Effective
- 5. Today’s Candidate Landscape
- 6. Today’s Candidate Landscape You face stiff competition
- 7. 1. Today’s Candidate Landscape: Mobile Optimized Pages
- 8. Talent Trends 2014 12% Actively looking 13%
- 9. Definition of Effective Messaging
- 10. Why Effective Messaging Matters
- 11. Your Messaging from Voicemail, to Email,
- 12. Every Company Has a Story to Tell What’s Yours?
- 13. 5 Best Practices to Help You Recruit
- 14. 5 Best Practices to Help You Recruit
- 15. 1. Measure Your Channels Measure beyond your
- 16. 1. Measure Your Channels: Glassdoor Budget
- 17. 2. Develop Personas Where are your candidates
- 18. 2. Develop Personas: Why? One size doesn’t fit all.
- 19. 2. Develop Personas: Why? Can’t we simply automate recruiting?
- 20. 2. Develop Personas: Why? It takes a personal touch. Connection Sincerity Kindness Compassion Empathy
- 21. 2. Develop Personas: Questions to Ask When
- 22. Create a content calendar Keep track
- 23. 3. Plan…Then Plan Some More: Recruitment Marketing Calendar Source: Marketo
- 24. Keep it humble Cater to the candidates’
- 25. 4. Make It About Them, Not You:
- 26. Make it about THEM Don’t start every
- 27. End message with: an open-ended question a
- 28. 5. The 3 R’s 3Rs The Repurpose Reuse Recycle
- 29. 5. The 3 R’s: Repurposing Content Source: Hubspot
- 30. 5. The 3 R’s: Repurposing Content
- 31. Questions?
- 32. Thank you for joining us!
Tips for using WebEx Receiving Teleconference Info The chat box
(asking questions/tech issues)
Слайд 2Tips for using WebEx
Receiving Teleconference Info
The chat box
(asking questions/tech
issues)
Слайд 3Featured Speakers
Alicia Garibaldi
Senior Content Marketing Manager
at Glassdoor
www.linkedin.com/pub/alicia-garibaldi/9/774/11a
@albagaribaldi
Allison Kruse
Senior Manager, Social
Media and Talent Acquisition at Kforce
www.linkedin.com/in/allisonkruse
@AllisonAKruse
www.linkedin.com/in/allisonkruse
@AllisonAKruse
Слайд 4Agenda
Today’s Candidate Landscape
Why Effective Messaging Matters
5 Best Practices to Help You
Recruit
Слайд 6Today’s Candidate Landscape
You face stiff competition
You must stand out!
of candidates list
their preferred method of contact by recruiters as email
Слайд 8Talent Trends 2014
12%
Actively looking
13%
Casually looking
a few times a week
15%
Reaching
out to personal network
45%
Open to talking
to a recruiter
15%
Satisfied, don’t
want to move
Source: LinkedIn Blog
Слайд 11Your Messaging from
Voicemail, to Email, to Social Is…
Something you have
100% control over
Often your first impression
An opportunity to differentiate yourself
Directly tied to your success
Often your first impression
An opportunity to differentiate yourself
Directly tied to your success
Слайд 145 Best Practices to Help You Recruit
Measure Your Channels
Develop Personas
Plan
Make It
About Them,
Not You
The 3 R’s
The 3 R’s
Слайд 151. Measure Your Channels
Measure beyond your career site
Monitor candidate messaging on
social channels
What jobs are candidates clicking on and which are converting to applicants?
Be agile
What jobs are candidates clicking on and which are converting to applicants?
Be agile
Слайд 172. Develop Personas
Where are your candidates coming from?
What are their pain
points?
Create personas of those you hope to hire for each role.
Why is your company different from their last employer(s)?
Create personas of those you hope to hire for each role.
Why is your company different from their last employer(s)?
Слайд 202. Develop Personas: Why?
It takes a personal touch.
Connection
Sincerity
Kindness
Compassion
Empathy
Слайд 212. Develop Personas: Questions to Ask When Seeking to Understand Your
Audience
What is our audience doing in social media spaces we
are interested in?
What motivates this behavior?
What social communities already are active in our space,
or even around your brand?
Where are the conversations taking place?
How are people referencing my brand and in what context?
Слайд 22Create a content
calendar
Keep track of goals
Measure results
against KPIs
3. Plan…Then
Plan Some More
Слайд 24Keep it humble
Cater to the candidates’
needs
Emphasize the experience
Treat the interview
process
as an extension of your
culture
Explain why you’re a match
Explain why you’re a match
4. Make It About Them, Not You!
Слайд 254. Make It About Them, Not You: Customizing Email and Social
Communication
Customize subject lines
Non-standard
Attention getting
Customized for recipient
Keep it short and sweet
End with an open-ended question
Reference specifics
Mention data points
when possible
Слайд 26Make it about THEM
Don’t start every sentence
with “I”
First message shouldn’t
be about the job posting
Be human—show your personality!
Be human—show your personality!
4. Make It About Them, Not You:
The Makings of a Good Message
Слайд 27End message with:
an open-ended question
a comment that compels recipient to respond
4.
Make It About Them, Not You: Closing the Message
What would you love
to focus on in 2015?
Слайд 32
Thank you for joining us!
A recording of this session will be
available on www.RecruitingTrends.com within a few business days.
You can visit our previously recorded event library at any time:
http://www.recruitingtrends.com/webinar/previous-webinars
This webinar is approved for 1 recertification credit hour through HRCI. If you have not already requested credit upon registration please email jill.adler@meeting-matters.com.
Please send your questions, comments and feedback to: bstevens@divcom.com.
You can visit our previously recorded event library at any time:
http://www.recruitingtrends.com/webinar/previous-webinars
This webinar is approved for 1 recertification credit hour through HRCI. If you have not already requested credit upon registration please email jill.adler@meeting-matters.com.
Please send your questions, comments and feedback to: bstevens@divcom.com.
