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How to Win the Recruiting Battle презентация
Содержание
- 2. Rusty Lindquist VP OF STRATEGIC HR INSIGHTS
- 3. The World Has Changed
- 4. 1
- 5. A changed perspective Recruiting has changed The changed landscape
- 6. Organizational Power Organizational power goes to the
- 7. 1 Employment marketing
- 8. 1 Candidate Personas “A candidate persona is
- 9. 1 Candidate Personas What is their demographic
- 10. 1 Candidate Personas Identify the highest-performing recruiting
- 11. 1 Market Differentiation
- 12. 1 Employer Brand
- 13. 1 Employer Brand v HOW
- 14. Employer Brand Recruitment costs Awareness Recruitment funnel
- 15. JOB DESCRIPTIONS Employer Brand
- 16. 1 Millennials of the workforce by 2018
- 17. 1 Millennials Company culture is critical, where
- 18. 28 15 1 Millennials and their job-search weeks on average Take Search resources Use
- 19. 1 Millennials Optimize it! 53% Visit a company’s website what you can do about it
- 20. 1 Millennials trust peer reviews Be transparent Millennials what you can do about it
- 21. 1 Company wins Share Millennials what you can do about it
- 22. for awards Apply Millennials what you can do about it
- 23. Create talent communities and take advantage of
- 24. 1 The gig economy The same thing
- 25. US workers are 1099 42 million Projected
- 26. 1 The gig economy Recruiting technology has
- 27. The gig economy What can you do
- 28. The role of mobile of job seekers
- 29. The role of mobile VS Mobile Friendly
- 30. The role of mobile decrease
- 31. The role of mobile What can you
- 32. Employees are your greatest assets Get
- 33. Understand your value. Understand and speak
- 34. Thank you! Follow BambooHR and Jobs2Careers on social media: bamboohr.com/blog | jobs2careers.com/news
- 35. Questions? BambooHR Receive a free job
Rusty Lindquist VP OF STRATEGIC HR INSIGHTS BAMBOOHR Thad Price VP OF PRODUCT JOBS2CAREERS JOIN THE CONVERSATION ON TWITTER USING #BAMBOOHR
Слайд 2Rusty Lindquist
VP OF STRATEGIC HR INSIGHTS
BAMBOOHR
Thad Price
VP OF PRODUCT
JOBS2CAREERS
JOIN THE CONVERSATION
Слайд 6Organizational Power
Organizational power goes to the group that deals with the
biggest problems
Alfred Marshall
economist
Слайд 81
Candidate Personas
“A candidate persona is a fictional representation of your ideal
hire for a specific role. It is based on as much real data as possible, along with educated guesses about experience, goals, motivations, and concerns.”
-Recruiting Social
Слайд 91
Candidate Personas
What is their demographic (answering: who is this person)?
What inspires
and motivates them?
What concerns are they likely to have?
What does their career history likely look like?
What constraints may they be having?
What pains might they be experiencing?
What is their level of seniority?
What do all these things imply about who they are?
What predispositions might they have?
Where do these people hang out?
What type of message do these people respond to?
What type of writing do these people respond to?
What does their typical day look like?
What is the best time of day to reach them?
What do they value most?
Where do they go for information?
What do they care about from an employer?
What concerns are they likely to have?
What does their career history likely look like?
What constraints may they be having?
What pains might they be experiencing?
What is their level of seniority?
What do all these things imply about who they are?
What predispositions might they have?
Where do these people hang out?
What type of message do these people respond to?
What type of writing do these people respond to?
What does their typical day look like?
What is the best time of day to reach them?
What do they value most?
Where do they go for information?
What do they care about from an employer?
Слайд 101
Candidate Personas
Identify the highest-performing recruiting channels
Identify potential ad-placement opportunities
Build a message,
and job description that resonates
Communicate in a language they respond to
Build a job description that addresses their pains
Create differentiation for your “product” and “message”
Elicit an emotional response from your candidate
Prepare you to interview for ideal characteristics and attributes, not just job history and talents
Communicate in a language they respond to
Build a job description that addresses their pains
Create differentiation for your “product” and “message”
Elicit an emotional response from your candidate
Prepare you to interview for ideal characteristics and attributes, not just job history and talents
and their results
Слайд 131
Employer Brand
v
HOW
OUTSIDE-IN (CONVENTIONAL)
INSIDE-OUT (REMARKABLE)
WHY
Values
Mission
Beliefs
Culture | Corp. Brand
HR Activities
Employee Perception
Candidate Perception
WHAT
Слайд 14Employer Brand
Recruitment costs
Awareness
Recruitment funnel
Candidate quality
Candidate quantity
Acceptance rate
Negotiating power
Employee Retention
Employee Engagement
Employee Performance
Work
Culture
Organizational Performance
Organizational Performance
Слайд 171
Millennials
Company culture is critical, where they work is part of their
social story.
culture
and their mindset
Millennials place an especially high focus on finding work that is meaningful to them. They look for a “cause”.
meaning
Millennials have an “always on” job-seeking mentality, even when satisfied with their current job.
search
Слайд 23Create talent communities
and take advantage of all the
resources job seekers use
to
look for work.
Communities
Attract millennials through
several channels: social,
awards, company pages,
job boards etc.
Channels
what you can do about it
Millennials
Слайд 241
The gig economy
The same thing is happening in recruiting. On-demand employment
is an alternative, or a supplement, to a full time job.
Слайд 25US workers
are 1099
42
million
Projected
increase by 2020
of the workforce
has a second
job
34%
Millennials freelance
1of 3
65
million
The gig economy
Слайд 261
The gig economy
Recruiting technology has to keep up! 10% of the
jobs on Jobs2Careers are gigs.
Слайд 27The gig economy
What can you do about it?
Understand Your Enemy
Think
Differently
Be accommodating
Think like a marketer
Try before you buy
Be accommodating
Think like a marketer
Try before you buy
Слайд 28The role of mobile
of job seekers search
jobs from a mobile device
70%
of
them expect to be able
to apply on a mobile device
to apply on a mobile device
27%
Слайд 30
The role of mobile
decrease in
time to hire
13%
increase in quality
of applicants
19%
BENEFIT OF
OPTIMIZATION:
WHAT
CAN YOU DO ABOUT IT
Слайд 31The role of mobile
What can you do about it?
Urge your
ATS to get mobile optimized
Use sites that let you use mobile in their strategy
Слайд 32Employees are your
greatest assets
Get involved in the community
Build CSR programs
Promote
company involvement
Wear company gear
Turn employees into brand ambassadors
Build referral programs
Wear company gear
Turn employees into brand ambassadors
Build referral programs
Слайд 33Understand your value.
Understand and speak to the goals
Speak their
language and advocate
Advocating for your Recruiting Needs
Слайд 34Thank you!
Follow BambooHR and Jobs2Careers on social media:
bamboohr.com/blog | jobs2careers.com/news
Слайд 35Questions?
BambooHR
Receive a free job posting on our ATS and full HRIS
for one week.
We will contact everyone within the next few days to set this up.
Contact sales@jobs2careers.com for a free demo and assessment.
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