You've Found Them – Now What? презентация

Содержание

WITH A 25% RESPONSE RATE 3 OUT OF 4 PEOPLE AREN'T RESPONDING TO MY MESSAGES

Слайд 1
Glen Cathey
SVP Talent Acquisition and Innovation, Kforce
Author, BooleanBlackBelt.com
You've Found Them –

Now What?

Слайд 2


Слайд 3WITH A 25% RESPONSE RATE
3 OUT OF 4 PEOPLE AREN'T RESPONDING

TO MY MESSAGES

Слайд 4>70% *Should* Respond…
Source: 2015 LinkedIn Talent Trends Survey of over 20,000

fully employed workers in 29 countries - http://linkd.in/1FLaMPa

Glen Cathey


Слайд 5Surprised?
Source: 2015 Stack Overflow Careers Global Developer Hiring Landscape - http://bit.ly/1JaglKW

? 26,086 developers from 157 countries were surveyed

Слайд 6InMails rate well with developers
Source: 2015 Stack Overflow Careers Global Developer

Hiring Landscape - http://bit.ly/1JaglKW ? 26,086 developers from 157 countries were surveyed

Слайд 7A RECRUITER SENT ME AN EMAIL TODAY
I GUESS YOU COULD SAY

THINGS ARE GETTING PRETTY SERIOUS

Слайд 8BRACE YOURSELVES
INMAILS ARE COMING


Слайд 10Glen Cathey


Слайд 11DON'T HAVE AN EFFECTIVE MESSAGING STRATEGY?
HOW'S THAT WORKING FOR YOU?


Слайд 12ONE DOES NOT SIMPLY
GET PASSIVE TALENT TO RESPOND


Слайд 135 Whys Exercise
Sakichi Toyoda
1867 - 1930
The 5 Whys is an iterative

question-asking technique used to explore the cause-and-effect relationships to determine the root cause of a defect or problem.

The technique was originally developed by Sakichi Toyoda and is "the basis of Toyota's scientific approach . . . by repeating why five times, the nature of the problem as well as its solution becomes clear." – Taiichi Ohno

The tool has seen widespread use beyond Toyota, and is now used within Kaizen, lean manufacturing, Asana (software), and Six Sigma.

Glen Cathey


Слайд 14
Problem: I don't get 100% response to my InMails


Слайд 15Be Human

Be Human


Слайд 16Cross reference on the Internet and other social networking sites


Слайд 17So, I would normally leave these first-contacts short and sweet, but

I am really intrigued by your statement "What you look for in that dream opportunity..." It is the most interesting statement I've come across [and it] makes me feel human. Out of mere excitement about the question, here's my first shot at answering it:

- candidate response

Glen Cathey


Слайд 20WHAT IF I TOLD YOU
YOUR EMAIL WAS 1 OF 100?
I'M NOT

LOOKING FOR A JOB?

YOUR MESSAGES ARE BORING?

I DON'T LIKE RECRUITERS?


Слайд 21Glen Cathey


Слайд 22Ain't nobody got time for that
SAY JOB OPPORTUNITY
ONE MORE TIME!


Слайд 23Ideal Recruiting/Sales Process
5 Steps to Recruiting (or Sales) Success

Developing the relationship
Creating/Identifying

the need
Preventing/overcoming objections
Filling the need/providing benefits
Advance/close the sale

Source: http://www.ere.net/2008/07/10/stop-telling-and-start-selling/

Glen Cathey


Слайд 24Most Recruiter Messaging

Filling the need/providing benefits
Developing the relationship
Creating/Identifying the need
Preventing/overcoming

objections
Advance/close the sale

Unfortunate Reality

Glen Cathey


Слайд 26"Unexpected ideas are more likely to stick because surprise makes us

pay attention and think. The most basic way to get someone's attention is to break a pattern. Humans adapt incredibly quickly to consistent patterns. Consistent sensory simulation makes us tune out."

- Chip Heath & Dan Heath, Made to Stick

Glen Cathey


Слайд 27What people want to know first
Source: 2015 LinkedIn Talent Trends Survey

of over 20,000 fully employed workers in 29 countries - http://linkd.in/1FLaMPa

Glen Cathey


Слайд 28What developers want
Source: 2015 Stack Overflow Careers Global Developer Hiring Landscape

- http://bit.ly/1JaglKW ? 26,086 developers from 157 countries were surveyed

Glen Cathey


Слайд 29Glen Cathey
It's not about you – it's about them. Instead of

leading with your job, first take the time to find out what they want

Слайд 31In 1994, George Loewenstein, a behavioral economist at Carnegie Mellon University,

provided the most comprehensive account of situational interest. It is surprisingly simple. Curiosity, he says, happens when we feel a gap in our knowledge. Loewenstein argues that gaps cause pain. When we want to know something but don’t, it’s like having an itch that we need to scratch. To take away the pain, we need to fill the knowledge gap.

One important implication of the gap theory is that we need to open gaps before we close them. Our tendency is to tell people the facts.

- Chip Heath & Dan Heath, Made to Stick

Glen Cathey


Слайд 32The basic architecture of the brain ensures that we feel first

and think second.

- Neuroscientist Joseph LeDoux

Glen Cathey


Слайд 33Source & suggested reading: Start With Why, Simon Sinek
Glen Cathey


Слайд 34Suggested reading: Start With Why, Simon Sinek


Слайд 35IPA dataBANK (the UK-based Institute of Practitioners in Advertising) contains 1400

case studies of successful advertising campaigns submitted for the IPA Effectiveness Award competition over the last three decades.

Campaigns with purely emotional content performed about twice as well (31% vs. 16%) with only rational content, and those that were purely emotional did a little better (31% vs 26%) those that mixed emotional and rational content.

Source: Neuromarketing by Roger Dooley http://bit.ly/1sK1UA1

Neuromarketing

Glen Cathey


Слайд 36Ads (messages) that engage people emotionally work better than those that

don’t.

Source: Fractl – The Emotions of Highly Viral Content http://slidesha.re/1xenFMk

Neuromarketing

Glen Cathey


Слайд 37Source - http://bit.ly/1Q8iY47
"Charles Darwin…developed the Facial Feedback Response Theory, which suggests

that the act of smiling actually makes us feel better (rather than smiling being merely a result of feeling good)."

Facial feedback modifies the neural processing of emotional content in the brain, in a way that helps us feel better when we smile. Smiling stimulates our brain reward mechanism in a way that even chocolate -- a well-regarded pleasure inducer -- cannot match. British researchers found that one smile can generate the same level of brain stimulation as up to 2,000 bars of chocolate." 

Glen Cathey


Слайд 38Surprise gets our attention. Surprise makes us want to find an

answer – to resolve the question of why we were surprised. If we want to motivate people to pay attention, we should seize the power of big surprises.

- Chip Heath & Dan Heath, Made to Stick

Glen Cathey


Слайд 39No Surprises Here
Source – TalentBin http://bit.ly/1iLsPON
Glen Cathey


Слайд 40My profile…
An obvious InMail blast I recently received. I am not

a Spotfire consultant, nor do I live in Canada.


Glen Cathey


Слайд 41YOU SHALL NOT
BLAST!


Слайд 42
Energy and persistence conquer all things.
- Benjamin Franklin


Слайд 43Source – Yesware http://bit.ly/1imcxvl
Glen Cathey


Слайд 44Leverage Data
Source: The Recruiter’s Guide to Writing Effective LinkedIn InMails http://bit.ly/1IIs5zC
Glen

Cathey

Слайд 45Leverage Data
Source: Yesware study, 500K sales emails http://bit.ly/1d6e1HJ
Source: Constant Contact http://bit.ly/1HW6Yy0
Source:

Science of Email by Hubspot and Litmus – 6.4M emails studied http://bit.ly/1LQoiTL

Слайд 46Leverage Data
textio
Glen Cathey


Слайд 47Leverage Data
Glen Cathey


Слайд 48Candidate personas are fictional, generalized representations of your target talent, divided

into unique segments that group current situations, what they do, goals (what they want to accomplish), motivations and attitudes into groups. Personas can:

Help you better understand and relate to the people you are trying to source & recruit as human beings and not just potential candidates

Allow you to strategically tailor your approach & messaging content to the specific needs, behaviors, and concerns of each persona to increase response

Candidate Personas

Adapted from Hubspot and Krux SMB

Source: Bufferapp.com http://bit.ly/1pcEqUu

Glen Cathey


Слайд 49

Talent acquisition campaigns
Recruiters’ social media profiles
Training
Career website
Onboarding
Job descriptions
Employer branding projects
Sourcing strategy
Application

process





Social media strategy

Candidate Personas

Glen Cathey


Слайд 50I HAVE A VERY PARTICULAR SET OF SKILLS
THAT EVERY RECRUITER CAN

FIND

Glen Cathey


Слайд 51Find People Others Don't or Can't


People at the "bottom" of search

results rarely get messages!


Glen Cathey


Слайд 52
Be human!
Start with why
Do not blast - personalize your messaging
Gather additional

info through other social sites
Develop an arsenal of (anti)templates you can customize/personalize
Leverage empathy & perspective!

Key Takeaways

Glen Cathey


Слайд 53
Key Takeaways
Get creative with your subject lines and content – experiment!
Use

humor and surprise and leverage knowledge gaps
Develop personas for your target talent pool
Capture and celebrate successes
Perform your own 5 why exercise specific for your team/company
Read Social Engineering: The Art of Human Hacking



Glen Cathey


Слайд 54I've learned that people will forget what you said, people will

forget what you did, but people will never forget how you made them feel.

- Maya Angelou

Glen Cathey


Слайд 55Be Human

Glen Cathey


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