Now What?
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You've Found Them – Now What? презентация
Содержание
- 1. You've Found Them – Now What?
- 3. WITH A 25% RESPONSE RATE 3 OUT OF 4 PEOPLE AREN'T RESPONDING TO MY MESSAGES
- 4. >70% *Should* Respond… Source: 2015 LinkedIn Talent
- 5. Surprised? Source: 2015 Stack Overflow Careers Global
- 6. InMails rate well with developers Source: 2015
- 7. A RECRUITER SENT ME AN EMAIL TODAY
- 8. BRACE YOURSELVES INMAILS ARE COMING
- 10. Glen Cathey
- 11. DON'T HAVE AN EFFECTIVE MESSAGING STRATEGY? HOW'S THAT WORKING FOR YOU?
- 12. ONE DOES NOT SIMPLY GET PASSIVE TALENT TO RESPOND
- 13. 5 Whys Exercise Sakichi Toyoda 1867 -
- 14. Problem: I don't get 100% response to my InMails
- 15. Be Human Be Human
- 16. Cross reference on the Internet and other social networking sites
- 17. So, I would normally leave these first-contacts
- 20. WHAT IF I TOLD YOU YOUR EMAIL
- 21. Glen Cathey
- 22. Ain't nobody got time for that SAY JOB OPPORTUNITY ONE MORE TIME!
- 23. Ideal Recruiting/Sales Process 5 Steps to Recruiting
- 24. Most Recruiter Messaging Filling the
- 26. "Unexpected ideas are more likely to stick
- 27. What people want to know first Source:
- 28. What developers want Source: 2015 Stack Overflow
- 29. Glen Cathey It's not about you –
- 31. In 1994, George Loewenstein, a behavioral economist
- 32. The basic architecture of the brain ensures
- 33. Source & suggested reading: Start With Why, Simon Sinek Glen Cathey
- 34. Suggested reading: Start With Why, Simon Sinek
- 35. IPA dataBANK (the UK-based Institute of Practitioners
- 36. Ads (messages) that engage people emotionally work
- 37. Source - http://bit.ly/1Q8iY47 "Charles Darwin…developed the Facial
- 38. Surprise gets our attention. Surprise makes us
- 39. No Surprises Here Source – TalentBin http://bit.ly/1iLsPON Glen Cathey
- 40. My profile… An obvious InMail blast I
- 41. YOU SHALL NOT BLAST!
- 42. Energy and persistence conquer all things. - Benjamin Franklin
- 43. Source – Yesware http://bit.ly/1imcxvl Glen Cathey
- 44. Leverage Data Source: The Recruiter’s Guide to Writing Effective LinkedIn InMails http://bit.ly/1IIs5zC Glen Cathey
- 45. Leverage Data Source: Yesware study, 500K sales
- 46. Leverage Data textio Glen Cathey
- 47. Leverage Data Glen Cathey
- 48. Candidate personas are fictional, generalized representations of
- 49. Talent acquisition campaigns Recruiters’ social
- 50. I HAVE A VERY PARTICULAR SET OF SKILLS THAT EVERY RECRUITER CAN FIND Glen Cathey
- 51. Find People Others Don't or Can't
- 52. Be human! Start with why Do
- 53. Key Takeaways Get creative with your
- 54. I've learned that people will forget what
- 55. Be Human Glen Cathey
Слайд 1
Glen Cathey
SVP Talent Acquisition and Innovation, Kforce
Author, BooleanBlackBelt.com
You've Found Them –
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 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.
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 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 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
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
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.
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 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.
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."
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 40My profile…
An obvious InMail blast I recently received. I am not
a Spotfire consultant, nor do I live in Canada.
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 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
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 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!
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
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
