The Art of Woo: 7 Steps to Convincing Candidates to Take Your Career Opportunities презентация

Career Opportunities

the past 4 years.

Yet as a recruiter, it’s still hard to convince candidates to join your organization.

we interviewed 7 highly sought after candidates and 2 expert recruiters.

We asked them for their best advice on wooing candidates.

Here’s what they said:

steps:

Reach out
Brand
Listen
Be Honest
Make Connections
Advocate
Follow-up

experiences to your opportunities.

Step 1:

what exactly they are looking for and how they are differentiating between candidates and opportunities.”

Sung Kim
Financial Planning & Analysis Manager, The Honest Company

Step 1: Reach Out

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my master’s thesis which was about the London Olympics and thought I’d be a good fit this role.”

Émilie Gauthier
Assistant to the Executive Director of Sport, Canadian Olympic Committee

Step 1: Reach Out

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five or six pointed emails per day versus playing a numbers game. Make your communications count; people can feel your genuine 
interest that way.”

Alex Caiola
Manager of Corporate Recruiting, SoulCycle

Step 1: Reach Out

More 2015 job changer insights

that as a sign of how things work at that company. If there are communication lapses that can be a real turn off for candidates.”

Yoni Lateiner
Nerd / Recruiter, NerdWallet

Step 1: Reach Out

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their profiles to ensure they’re a good fit.

Less is more: Fewer personalized messages gets better results than more templatized messages.

Be reliable & fast: Stick to when you say you’ll follow up. This builds trust. Respond as quickly as possible.

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website and talking to employees.

Make it easy for them to get information. Provide discoverable online content, polish up your personal brand, and equip the hiring manager and employees to be brand ambassadors.

Step 2:

had three, separate unrelated connections to this company. There is an element of risk with any new job, but having informal conversations with the hiring manager and another employee outside of the formal interview process made me feel like I knew what I was getting into.”

Danna Klein
Senior Product Marketing Manager, Mixpo

Step 2: Brand

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companies have aspirations, but Gilead actually delivers on theirs. They aren't just satisfied with a drug that makes people better, they are going for a drug that cures disease.”

Wendy Goretski
Associate Director Business IT – R&D, Gilead Sciences

Step 2: Brand

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what we're all about. There are plenty of interviews to watch and read. Julie and Elizabeth do a great job of conveying our core mission.”

Alex Caiola
Manager of Corporate Recruiting, SoulCycle

Step 2: Brand

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discover what it’s like to work at your organization through rich online content.

Elevate your recruiter brand: Ensure your personal brand on LinkedIn is one candidates will trust and respect.

Cultivate brand ambassadors: Enable the hiring managers and their teams to help you recruit. Encourage them to seek referrals on social & professional networks.

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career goals. Then, match them with the right opportunities.

Step 3:

opportunity to build a new business, and wasn't particularly passionate about retail at the time. It was a recruiter that ultimately found the role that aligned to both my professional goals and my personal motivations. I was able to jump in and start K-12 Education for Kindle. It was the perfect landing spot.”

Dave Vasen
Founder, Brightwheel
(The first mobile platform for early education, serving schools, daycares, and families)

Step 3: Listen

More 2015 job changer insights

is right for everyone. Really try to figure out what people want, what their motivations are – help them talk through that.”

Yoni Lateiner
Nerd / Recruiter, NerdWallet

Step 3: Listen

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your career goals? What are you looking for in a new company, team, or role?

Test your understanding: Check whether your role fits their goals and motivations. If it doesn’t, understand why not & see if there’s a better role.

Confirm the role is a career move: If it’s not, it won’t make sense to move forward. If it is, move the recruiting process forward with them.

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homework to give them an accurate picture of the organization and role.

Step 4:

dishonest that potentially leads to attrition and unhappiness.”

Damien McCreath
Senior Assistant Brand Manager, P&G

Step 4: Be Honest

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no company is perfect. Let's talk about the strengths and the weaknesses, and allow them to make that call about what to opt in for.”

Yoni Lateiner
Nerd / Recruiter, NerdWallet

Step 4: Be Honest

More 2015 job changer insights

or a computer. Just be honest. Taking a new job is a huge life change that someone's livelihood is based on, so it should never feel like a 'sell'.”

Alex Caiola
Manager of Corporate Recruiting, SoulCycle

Step 4: Be Honest

More 2015 job changer insights

projects they’ll do, what success in the role means, what they’ll learn, and their potential career path.

Match the role with their goals: Candidly communicate how the role may or may not fit the candidate’s career goals.

Share the good and the bad: Reveal both positive and negative parts of the job so candidates they decide for themselves if they want to opt in.

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who are similar to themselves. Employees can share the good, the bad, and the ugly about what it’s really like to work somewhere.

Step 5:

in that role or a similar role that I'm applying to or am interested in.”

Damien McCreath
Senior Assistant Brand Manager, P&G

Step 5: Make Connections

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so that the candidate could get a better sense of where the company was going and who they were as leaders.”

Yoni Lateiner
Nerd / Recruiter, NerdWallet

Step 5: Make Connections

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honest advice from those working in similar roles, with similar career goals, or similar values.

Ask those employees to give you feedback: This gives you more insights into the candidate’s fit.

Build a network of employees willing to talk to candidates: Having go-to employees speeds up the recruiting process.

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they’ve made the first cut. If they’re a good fit for the role, prepare them for the next steps in the recruiting process. Help the hiring manager and their team realize that they’re talking to a high quality candidate.

Step 6:

if you do not get this job, we want to find something else for you.’ It really made me feel that we were working together.”

Émilie Gauthier
Assistant to the Executive Director of Sport, Canadian Olympic Committee

Step 6: Advocate

More 2015 job changer insights

just not how it works. You have to help the hiring managers think about their ‘must-have’ qualities versus where the candidate can grow.”

Yoni Lateiner
Nerd / Recruiter, NerdWallet

Step 6: Advocate

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be hired: Help them through the process by giving them enough information to prep for interviews.

Help great candidates apply for another role: Sometimes the candidate is top notch, but isn’t a fit for one role. Help them consider another one.

Set hiring manager expectations: Ask them to consider their “must-haves” versus where they can take a risk.

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help you assess whether you did a good job placing them in the right role. If you have a good relationship, you might even be able to rely on the candidate for referrals or place them again in the future.

Step 7:

of what you’ve accomplished. They look out for your career. This is the type of recruiter that I will hire someday because I trust they will bring me the type of candidates that I want.”

Stacy Nagata
COO Stealth Film/TV/Digital NewCo

Step 7: Follow-up

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Nerd / Recruiter, NerdWallet

Step 7: Follow-up

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sure they like their new job and they feel invested in what they are doing.”

Alex Caiola
Manager of Corporate Recruiting, SoulCycle

Step 7: Follow-up

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improve. Is the job what they expected? Is there anything they wish they had known sooner? Do they love what they’re doing?

Stay in touch: This way, you can go back to them for referrals.

Connect with them: They may be a great candidate to place again in the future.

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has placed hundreds of MBAs in the world’s best companies. He also leads organizational development projects for the Wharton School. Sam is completing his doctorate the University of Pennsylvania.

Erica Marks, M.S.Ed.
Senior Associate Director, Wharton School MBA Career Management

Erica manages a team that advises companies on how to recruit Wharton MBA students. A former Corps Member with Teach For America, she regularly interviews prospective teachers. Erica completed her Masters degree at the University of Pennsylvania.

Esther Lee Cruz, MBA
Insights & Content Marketing Manager,
LinkedIn Talent Solutions

Esther enjoys connecting people with opportunities using her marketing, analytics, and design chops. She’s excited to work at the intersection of recruiting & technology to help people reach their full potential doing work they love.

of industry experience, gender, and generation. Changing jobs and/or careers was the common thread among all participants. We asked each person the same open-ended interview questions and probed them with additional questions to dive deeper. The average interview time was 30 minutes over Skype. We used applied thematic analysis techniques borrowing from case studies and grounded theory. We validated interview findings with a mini focus group of LinkedIn recruiters and participant member checks.

Limitations: Our sampling frame included invitations to internationally-based participants, but none responded with the exception of one person from Canada. Therefore all participants were from North America. The interviews included a high representation of MBAs, Millennials, and Gen X professionals.

Future research: Could use more extensive validity techniques such as multiple focus groups. In future research, we suggest including other countries, Baby Boomers, and professionals from a larger variety of functions.

One-on-one interview questions:
What are your short and long-term career goals?
Did you interact with recruiters at any point in your career changes? If yes, tell me about the interaction.
As you think about the job changes you went through, what were the circumstances prompting or motivating you to change jobs?
If they mention a generational motivator, use drill downs.
As a woman, what is important to you in a company or role? (Women only)
What about the company overall resonated with you?
What is your advice to a recruiter who wants to recruit you?
Probes: Can you tell me more? Can you elaborate?

Methodology

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