Are You Considering Breaking Up With Job Boards That Aren’t Performing?
 

Are You Considering Breaking Up With Job Boards That Aren’t Performing?

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Will Staney, Glassdoor’s very own Head Talent Warrior, poses the question: "are you considering breaking up with job boards that aren’t performing?" in this thought provoking webinar

Will Staney, Glassdoor’s very own Head Talent Warrior, poses the question: "are you considering breaking up with job boards that aren’t performing?" in this thought provoking webinar

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  • Shay – hello everyone and welcome to our webinar today! Are you considering breaking up with job boards that aren’t performing? Than this is the webinar for you.
  • Shay - Just a few webinar tips – please make sure you are able to hear the audio by dialing in on your telephone or through your mic and speakers. To minimize background noise all lines will be muted. <br /> <br /> If you have any questions at all feel free to type them in to the question pane and we will get to them at the end of the session.
  • Shay - Our featured speaker is Will Staney, Glassdoor’s very own Head Talent Warrior. <br /> <br /> Prior to Glassdoor Will held recruiting leadership roles at SuccessFactors, SAP and VMware where he established himself as a thought leader in utilizing next generation online recruiting.
  • Shay - Here is a quick look at our agenda. We will first chat about the history and evolution of recruiting as well as some of the common confusion associated with job boards. The majority of the presentation will focus on the signs it may be time to consider breaking up with your job boards that aren’t performing paired with solutions and suggestions to fixing them. We will wrap up with a case study highlighting loadDepot.
  • We wanted to start off with talking about a little bit how recruiting has changed. <br /> It has evolved from reactive recruiting such as posting and praying to proactive recruiting – i.e. finding the right people. <br /> Now you need to care about retention when you recruit – so you have to find the right skills and culture fit <br /> It’s also almost more about mutual selection as well today. <br /> You choose the candidates but also the candidates now have the tools to do their research and make sure they want to chose you too. <br />
  • Recruiting, like all industries, need to progress as technology and job search behavior does <br /> Candidates are more informed now and do their research <br /> Pay attention to how candidates are getting information about your company and brand <br /> In order to attract talent in a competitive market, your recruiting tactics and tools need to progress too <br /> Methods of recruiting that don’t incorporate strong brand building and a true sense of your culture no longer give you the results you may want. <br /> <br /> <br /> <br />
  • It’s become increasingly difficult to determine what actually is a job board and that makes it confusing in our day and age of recruiting. <br /> Any where you are posting your jobs caould be considered a job board <br /> Some work well and are delivering the types of candidates that you want <br /> Some are stuck back in the old ways of recruiting and haven’t fully evolved to the two way conversation that candidates require today.
  • These are some common complaints I have heard and also had with job boards in my past experience <br /> if you have ever had one of these issues with your job boards, maybe it is time to consider seeing other solutions and considering your options.
  • These are some common excuses I have heard and also used in my experience in the past to “stay married” to my job boards I was using. <br /> Look at this list and ask yourself if you have ever thought or used one or more of them in your professional experience. <br /> <br /> Locked in a contract <br /> Management supports the channel <br /> Unclear on whether or not it’s performing well <br /> Need the candidate flow <br /> Price point is within our budget <br /> Haven’t had time to make the argument <br /> Unaware of a good replacement solution <br /> <br /> These are excuses we need to stop making and stop being afraid to try something new <br /> I will go through some of these in greater depth and solutions to solve some of these common issues.
  • Glassdoor surveyed nearly 500 HR and Talent Acquisition professionals about their satisfaction with the job boards they currently use. We actually found some interesting statistics from the results. <br /> And now I would like to talk about the 5 signs it might be time to re-evaluate one or more of your job board relationships.
  • Sign 1 – The numbers don’t add up. <br /> If you aren’t seeing a good applicant to hire ratio, a great cost per hire ratio, or cost per applicant, you may consider other solution being more strategic about which positions to post where. <br /> As an industry we just aren’t measuring like we should be. In fact, we found from our survey that 32% of the respondents did not even know their high cost per hire directly resulting from job boards. <br /> This is a huge problem if at least a third of people aren’t even sure of the results they are getting from these sources.
  • So what’s the solution? <br /> Measure what you are spending recruiting dollars on or work with vendors who will provide you with real-time, self serve metrics on the performance of your job postings <br /> Look at your recruiting funnel and how traffic is converting to pipeline, quality candidates, how it converts to hires. <br /> ROI, CPA, Cost per interview, CPH <br /> When you start to do the math you may realize you are spending large amount of money isn’t translating into the results you should be <br /> Recruiter productivity costs - spending more time sifting through resumes rather than pipelining <br /> <br />
  • These are the qualitative and ROI metrics you should be considering: <br /> <br /> Qualitative measurements <br /> Visits to apply by source <br /> Applicants per hire <br /> Interviews per hire by source <br /> <br /> ROI metrics: <br /> CPH by source <br /> Cost per apply <br /> Cost per interview <br /> <br /> <br />
  • You are not alone if you are doubting the performance of one of your job boards. <br /> <br /> It’s your recruiting budget and as recruiting evolves, you will be more responsible for delivering results for that budget <br /> <br /> So once you measure and find you aren’t getting your desired results, don’t be afraid to adjust your strategy till you find what does. Over time you become better and better at understanding which sources are best for each type of role.
  • In fact, from our survey data – the #1 reason those dissatisfied don’t switch is because they are unaware of a good replacement.
  • Measure what you are spending recruiting dollars on. <br /> Look at your candidate funnel and how traffic is converting to pipeline, quality candidates, how it converts to hires. <br /> <br /> When you start to do the math you start to realize just how expensive using some of those “big” job boards can be and how you aren’t seeing the results you should be <br /> Look at your Recruiter productivity costs - Spending more time sifting through resumes rather than proactively sourcing or targeted talent attraction activities can be costly as well.
  • If your job board is providing more quantity than quality, it is could be wasting yours or your recruiters’ time. <br /> From our survey, the #1 reason employers were dissatisfied with their current job board was because the applicant quality was so low. <br /> Many current job boards do not deliver quality applicant. <br /> At some point you have to start considering applicant quality instead of quantity. <br />
  • The solution here is to do your research and look for solutions that give you the opportunity to pair your job advertising with your branding efforts in a really meaningful way that helps you attract talent that is a good fit for your culture and roles…at the right time. <br /> Today’s candidates care more than they ever did before about what your company stands for and whether it is a fit for them personally. <br /> They do their research, so you should to. <br /> <br /> <br /> <br /> <br />
  • Use stat above. <br /> <br /> Are you having trouble finding millennials, seasonal workers, new grads, tech hires, diverse hires, healthcare workers or sales? <br /> To get to this highly sought after talent, its highly competitive and you need to put your best foot forward in every single interaction with them.
  • Candidates need to be convinced that you are worthy of their time as well. <br /> The tide has turned and they are seeking opinions about you before they even consider talking to you. <br /> Add platforms to your mix that allow those candidates to get a feel for what its really like to work for you rather than a purely job description based approach. <br />
  • One of the most common complaints we hear is that we don’t have enough brand awareness to attract quality candidates <br /> Even some of the best companies with the best culture and the most satisfied employees can struggle with this if they are not a household word <br /> But now there are solutions that allow you to boost your brand while you are recruiting
  • On sites like Glassdoor you can really showcase your brand and what you are doing from a social recruiting standpoint <br /> 69% wouldn’t take a job with a company that had a bad reputation even if they were unemployed! <br /> 84% would consider leaving their current jobs if offered another role at a company that had an excellent reputation – Allegis group services study – august 2012 <br /> Building your brand and making it really authentic and reflective of who you are as a company will attract and retain the right people. <br /> <br />
  • Only 12% of those we surveyed said they are with a job board they would grow old with <br /> And over half of you are considering finding other solutions <br /> Clearly you are all looking for a better way and either your current job boards need to deliver or you need to find a better solution
  • Shay to add notes
  • Not sure how I feel about this slide. I don’t really wear lipstick….very often.

Are You Considering Breaking Up With Job Boards That Aren’t Performing? Are You Considering Breaking Up With Job Boards That Aren’t Performing? Presentation Transcript

  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style Are You Considering Breaking Up With Job Boards That Aren’t Performing?
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor  You can connect to audio using your computer’s microphone and speakers.  Or, you may select “Use Telephone” after joining the Webinar.  All lines will be muted to avoid background noise.  You can ask questions at any time by typing them into the Questions Pane. Webinar Tips
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleOur Speaker Will Staney Glassdoor Head Talent Warrior
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style The History of Recruiting Common Confusion 5 Signs To Consider Breaking Up with Traditional Job Boards Solutions to Fix the Problem Case Study: loanDepot Agenda
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleRecruiting Has Changed
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style Recruiting Needs to Progress as Candidate Behavior Does
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSo….What Is Considered a Job Board? ? ? ? ? ?
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleCommon Complaints “High cost per hire” “Poor applicant pipeline” “High volumes of low quality applicants” “Not enough diverse hires” “Can’t hire for hard to fill positions ” “Lack of meaningful analytics”
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style Unaware of a good replacement solution Common Excuses to Stay Married Locked in a contract Management supports the channel Unclear on whether or not it’s performing well Need the candidate flow Price point is within our budget Haven’t had time to make the argument ?
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style 5 Signs To Consider Breaking Up With Your Current Job Boards That Aren’t Performing
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSign 1: The numbers don’t add up ?
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style Start to measure the success of your relationship Solution
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleHow Do You Decide if You Should Make The Switch? Qualitative measurements - Visits to apply by source - Applicants per hire - Interviews per hire by source ROI metrics: - CPH by source - Cost per apply - Cost per interview Measure your quality and source effectiveness!
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSign 2: The Satisfaction Level is Not High Enough
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSign 2: The Satisfaction Level is Not High Enough #1 reason employers don’t switch when they are dissatisfied: unaware of a good replacement
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSolution Research & evaluate other options… It’s not too late to change now!
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSign 3: Quantity vs. Quality #1 reason employers were dissatisfied with their current job board: low applicant quality
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style Find the right candidates by moving beyond post and pray to something more meaningful! Solution
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSign 4: Not Meeting Your Needs
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSolution Find platforms that allow you to be the best you
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSign 5: Lack Of Brand Awareness/Influence BrandingRecruiting
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleSolution Showcase your brand on sites that allow you to create company profiles
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleRecap      Numbers Don’t Add Up  Satisfaction Level Not High Enough  Quantity vs. Quality  Not Meeting Your Needs  Lack of Brand Awareness  Measure Success Research Options Move Beyond Post and Pray Find Other Platforms Create Company Profile
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleKey Takeaways
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title style
  • Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Click to edit Master title styleClick to edit Master title styleQuestions? @WillStaney