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Top 5 tips for finding the world’s best talent Series Two, Master Class Five: 5th February 2014
 

Top 5 tips for finding the world’s best talent Series Two, Master Class Five: 5th February 2014

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Hiring and retaining the best talent is as tough as ever. In this season finale of the 20 Minute Master Classes, SuccessFactors’ own Will Staney shared his top five tips for finding the world’s ...

Hiring and retaining the best talent is as tough as ever. In this season finale of the 20 Minute Master Classes, SuccessFactors’ own Will Staney shared his top five tips for finding the world’s best talent. Known for his social recruiting tactics, web strategy and employer branding initiatives, and recognised by Huffington Post as among their “Top 100 Most Social Human Resources Experts on Twitter”, Will’s expert and relatable insights were guaranteed to be worth listening to.

Discover Will’s top 5 tips for finding the world’s best talent here: http://www.successfactors.com/en_us/events/the-talent-timeline-master-class-series-two.html

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Top 5 tips for finding the world’s best talent Series Two, Master Class Five: 5th February 2014 Top 5 tips for finding the world’s best talent Series Two, Master Class Five: 5th February 2014 Presentation Transcript

  • 5 Top 5 tips for finding the world’s best talent Master Class 5: 5th February 2014 Will Staney, Director of Recruiting, SuccessFactors
  • Hiring and retaining the best talent is as tough as ever. In this season finale of the 20 Minute Master Classes, SuccessFactors’ own Will Staney shared his top five tips for finding the world’s best talent. Known for his social recruiting tactics, web strategy and employer branding initiatives, and recognised by Huffington Post as among their “Top 100 Most Social Human Resources Experts on Twitter”, Will’s expert and relatable insights were guaranteed to be worth listening to.
  • How has the world of recruiting changed? Recruiting tools are no longer focused on automation but business results. The recruiting process is becoming more collaborative than ever, and doesn’t stop at hiring but integrates with the business. Today’s recruiting tools are for everyone, not just employers. Don’t limit your advertising to job boards, but expand your search to non license-based networks such as Twitter, Google and Facebook. Go fishing where the fish are – among niche online and social communities, and identify passive candidates as well as job hunters. Shift your emphasis from applications to referrals and don’t overlook internal candidates. SF_EMEA: Here’s #20mmc speaker @willstaney discussing how #SuccessFactors career site went from 10,000 views to 80,000 in 1 yr
  • TIP 1: keep pace with candidates’ changing expectations Almost half of today’s workforce was born after 1980, and typically use applications like Twitter, YouTube, LinkedIn and Facebook with dynamic content. Four out of ten are searching for jobs via mobile, but only 10% of employers have a careers site that’s mobile-enabled. Are you losing new talent to them?
  • TIP 2: “ Use tools like bufferapp to queue up content and get your social media updates done in 20 minutes with your morning coffee. ” use your corporate brand to enhance your recruiting strategy and reach Does your organisation have a corporate page or account on any social networks? If so, work with your marketing team to build out a career-focused side to your online presence and share what a great place to work your company is. Don’t just post jobs – mix it up with other types of valuable content. Harness news and PR, humanise your brand, and expand your reach to warm but passive candidates who already like your company as customers.
  • TIP 3: use analytics to see what works, and tweak your recruiting strategies in real-time By using analytics to measure the effectiveness of your multi-channel marketing, you can tweak your strategy in real-time. Some companies don’t know how many hires they get – just the number of applications. Highly targeted social hiring can reduce your apply-to-hire ratio, which means fewer CVs and interviews for you and a better candidate experience. TIP 4: tap your employees and their networks for candidates Start your search internally. Who did your employees go to college with or work with elsewhere? Empower them to define what makes your company a great place to work. Incentivise them to share jobs and content on their own social media channels.
  • TIP 5: proactive is the new reactive We’ve come full circle: successful recruiting is about who you know. Your social media following takes a while to build, but by investing a little time every day, you’ll soon have such a great network of prospective candidates that when a vacancy arises, you can fill it quickly. “ The average time it takes to fill a position on my team is 48 hours. ”
  • Why should EXPLORERS I change the way I hire? Proactive recruiting costs less and is less time-consuming. By recruiting reactively, you’re only targeting the 8% of the workforce that are actively job-hunting, and maybe the 5% of passive searchers. Explorers are open to opportunities if you reach out in the right way. Super-passives like their job, feel adequately compensated and won’t read or respond to traditional job ads. SUPER PASSIVE 40% TIPTOERS 28% HUNTERS 15% SEARCHERS 8% NETWORKERS 5% 4%
  • Isn’t targeting passive people a waste of time? Today, you need to target more passive people due to a skills shortage. Even taking hunters (the unemployed) into account, there are more jobs in the world than qualified people to fill them. In the technology sector, some developments are so new (such as big data analytics, mobile and cloud) that the skills being taught at college are 4-5 years out of date, so even employees who graduated a couple of years ago still need further training and professional development to keep pace.
  • What if my HR department sees social media as frivolous? “ Social media in HR Start by talking to your Legal and Marketing functions – they’ll have already had to solve this challenge. Develop a robust social media policy and get executive buy-in. Understand that you can’t control social media usage – candidates and employees will talk about your organisation whether you’re part of the conversation or not. But by not using social media, the risk is in letting other people tell your story. isn’t alike mobile fad – it’s a utility, phones or email. ”
  • Attract more, higher quality • Focus on effective channels: See which search, social, mobile and other channels reach the best candidates at the lowest cost. latest tools and techniques • Work efficiently: Build and maintain relationships systematically with sophisticated automation. candidates with the The quality of the candidates that you hire depends on the quality of the candidates who apply for your open jobs – not something you want to leave to chance. The number of channels to advertise your jobs has exploded in the past few years, complicating the task of finding and engaging the perfect candidate. To identify the best talent, you need to master the latest recruiting marketing methods. But what are the latest methods? And how can you tell what’s working and what’s not? Data-driven marketing best practices can help you attract and engage candidates, and get the right message in front of the right people at the right time. Using an interactive, multichannel approach, it’s easy to build relationships with the best candidates and get measurable results. • Attract passive candidates: Reach candidates who don’t apply the first time they see your opportunity. • Build campaigns: Engage, re-market, and repeat until you have hooked candidates with the right opportunity. • Earn more referrals: Market your jobs through your employees’ online relationships to multiply your reach. • See results easily: Use dashboards to monitor ROI, time to fill, budget savings and other key metrics. To find out more about how you readily apply these approaches to your own business: Call: +44 (0) 8450 742990 Email: cloudinfo@successfactors.com Carry on the conversation: LinkedIn bit.ly/20mmc Twitter #20mmc