Talent Talk Webinar Recruiters Preparing For The Economic Recovery

627 views
562 views

Published on

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
627
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
7
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Talent Talk Webinar Recruiters Preparing For The Economic Recovery

  1. 1. “ Recruiters: Preparing for the Economic Recovery” Presented By: David Freeman Talent Management Solutions Consultant Hosted By:
  2. 2. Ask Questions Enter Question Press Send
  3. 3. “ Recruiters: Preparing for the Economic Recovery” <ul><li>Updating Technology to Prepare for Tomorrow </li></ul><ul><li>Revamping Your Brand Image to Attract the Best Applicants </li></ul><ul><li>Keeping Your Applicant Pool Engaged </li></ul>
  4. 4. “ Recruiters: Preparing for the Economic Recovery” <ul><li>Taking Advantage of Existing Technologies </li></ul><ul><li>Enhancing Your Career Site </li></ul><ul><li>Getting the Most out of Your Online Advertising </li></ul>
  5. 5. “ Recruiters: Preparing for the Economic Recovery” <ul><li>Taking Advantage of Technology </li></ul><ul><ul><li>This is a great time to implement new technology or update existing technology </li></ul></ul><ul><ul><li>Some Key Areas to Focus On </li></ul></ul><ul><ul><ul><li>Do your existing technologies interface with each other? ATS – Background Checking, ATS – Onboarding, Talent Management Tools – HRIS, </li></ul></ul></ul><ul><ul><ul><li>Do you have a structured onboarding and/or performance management process? Does your technology help you automate and enhance these processes? </li></ul></ul></ul><ul><ul><ul><li>Are you taking advantage of available tax credits? Is your technology helping you get the most out of these programs? </li></ul></ul></ul>
  6. 6. Adding Money to the Bottom Line…
  7. 7. What types of incentives are available? <ul><li>Federal Tax Credits </li></ul><ul><ul><li>Work Opportunity Tax Credits (WOTC) </li></ul></ul><ul><ul><li>Long-Term Assistance (WtW) </li></ul></ul><ul><ul><li>Federal Empowerment Zones </li></ul></ul><ul><ul><li>New Market Tax Credits </li></ul></ul><ul><ul><li>And more </li></ul></ul>
  8. 8. What types of incentives are available? <ul><li>State Tax Credits & Incentives </li></ul><ul><ul><li>Enterprise Zones </li></ul></ul><ul><ul><li>Job Tax Credits </li></ul></ul><ul><ul><li>Job Training Grants </li></ul></ul><ul><ul><li>Geographic Based Incentives </li></ul></ul><ul><ul><li>State Point of Hire Tax Credits </li></ul></ul><ul><ul><li>And others </li></ul></ul>
  9. 9. Who qualifies for these incentives? <ul><li>The truth is that companies small and large can take advantage of the various business incentives available today. </li></ul><ul><li>You’re probably already hiring eligible employees. </li></ul>
  10. 10. How much money could we be earning in business incentives? <ul><li>As much as 20% of your hires could qualify for incentives. </li></ul><ul><li>Qualifying hires can be worth as much as $8,500 or more in incentives </li></ul><ul><li>The average qualifying hire is approximately $1,000. </li></ul>
  11. 11. How much money could we be earning in business incentives? <ul><li>Example 1: 400 hires per year </li></ul><ul><li>400 hires x 20% = 80 qualifying hires </li></ul><ul><li>80 x $1,000 = $80,000 </li></ul><ul><li>Example 2: 2,000 hires per year </li></ul><ul><li>2,000 hires x 20% = 400 qualifying hires </li></ul><ul><li>400 x $1,000 = $400,000 </li></ul><ul><li>Example 3: 10,000 hires per year </li></ul><ul><li>10,000 hires x 20% = 2,000 qualifying hires </li></ul><ul><li>2,000 x $1,000 = $2,000,000 </li></ul>
  12. 12. Why isn’t every company taking advantage of this? <ul><li>Historically, 50% of credits granted are never claimed! </li></ul><ul><li>Companies often miss out on these tax credits due to the complexities of federal regulatory reporting, and ongoing monitoring that is required. </li></ul>
  13. 13. “ Recruiters: Preparing for the Economic Recovery” <ul><li>Four Keys to an Effective Career Site </li></ul><ul><ul><li>Content </li></ul></ul><ul><ul><li>Navigation </li></ul></ul><ul><ul><li>Functionality </li></ul></ul><ul><ul><li>Branding </li></ul></ul>
  14. 14. Enhancing Your Career Site “Content” <ul><li>Reflect your company’s culture </li></ul><ul><ul><li>Fun place to work? Make it quirky! </li></ul></ul><ul><ul><li>Casual environment? Show it off! </li></ul></ul><ul><li>Be compelling and written to capture the attention of the passive job seeker </li></ul><ul><ul><li>How would marketing build it? </li></ul></ul>
  15. 15. Enhancing Your Career Site “Content” <ul><li>Provide a wealth of information </li></ul><ul><ul><li>Company history </li></ul></ul><ul><ul><li>Values and Mission </li></ul></ul><ul><ul><li>Outline training, development and advancement opportunities (how can the candidate grow with your company) </li></ul></ul><ul><ul><li>Benefits information (it’s not just about insurance anymore) </li></ul></ul>
  16. 16. Enhancing Your Career Site “Content” <ul><li>Make it Personal </li></ul><ul><ul><li>Who are your candidates? </li></ul></ul><ul><ul><ul><li>Generation X, Y? </li></ul></ul></ul><ul><ul><ul><li>College students or recent graduates? </li></ul></ul></ul><ul><ul><ul><li>Experienced Professionals? </li></ul></ul></ul><ul><ul><ul><li>All of the Above </li></ul></ul></ul><ul><li>Your site needs to communicate effectively with your target audience. Avoid the one-size-fits-all career site. </li></ul>
  17. 17. Enhancing Your Career Site “Navigation” <ul><li>The button from your home page to your career pages should be prominent and eye catching </li></ul><ul><li>The career pages should be accessible from every page </li></ul><ul><li>The number of clicks from the home page to the job listings should be no more than 2-3 </li></ul><ul><li>Navigation bar and links should remain consistent throughout the entire website with easy access back to the home page </li></ul>
  18. 18. Enhancing Your Career Site “Functionality” <ul><li>Job search functionality should be easy to use and provide candidates the ability to search via multiple criteria </li></ul><ul><li>Refer-a-friend option should be available from all career pages </li></ul><ul><li>A job agent tool should be provided so job seekers can receive notifications about new opportunities </li></ul><ul><li>Utilize interactive media such as online video or interactive games to enhance the candidates experience </li></ul>
  19. 19. Enhancing Your Career Site “Branding” <ul><li>What is an employment brand? </li></ul><ul><ul><li>Your employment brand is your company’s image of being a great place to work in the minds of your current and future employees. It includes your company’s culture, employee stability, management style, training and development practices, benefits, etc. </li></ul></ul><ul><li>Building a brand image starts with understanding the current climate in the workplace. What do the employees think about working for your company? Ask them? </li></ul>
  20. 20. Getting the Most from Your Online Advertising <ul><li>Keep the application process simple </li></ul><ul><li>Give applicants the ability to upload and parse a resume </li></ul><ul><li>Avoid asking for sensitive information during the initial application </li></ul><ul><li>Limit pre-screening questions to 10 or less and keep them objective </li></ul><ul><li>Limit the time required to complete the application to 10-20 minutes </li></ul>
  21. 21. Getting the Most from Your Online Advertising <ul><li>Ensure that you communicate with everyone that completes an application even if it’s automated. Let them know what to expect from the process. Remember, they are your customers. </li></ul><ul><li>Take the time to complete your own application process anytime you make changes to see what the applicant experience is really like </li></ul>
  22. 22. Getting the Most from Your Online Advertising <ul><li>Make sure your job titles and descriptions use words that job seekers use and include variations </li></ul><ul><ul><li>Example: recruiter, recruiting, staffing, talent </li></ul></ul><ul><li>Use job titles that stand out and will get you noticed </li></ul><ul><li>Focus on telling the candidate about the benefits of working for your company vs. defining the job requirements. What’s in it for them? </li></ul><ul><li>Your job ads need to appeal to your prospective candidates. Define who they are and write an ad to catch their attention </li></ul>
  23. 23. Getting the Most from Your Online Advertising <ul><li>Don’t forget to incorporate your employment brand. Your message should remain consistent </li></ul><ul><li>Don’t over do the qualifications. Instead of listing what’s required, tell them what they’ll be doing with their skills. </li></ul><ul><ul><li>Ex: Instead of 5 years of management experience with a strong knowledge of profit and loss statement. You might say, You’ll be using your knowledge of profit and loss statements to manage a high-volume, fast-paced restaurant environment </li></ul></ul>
  24. 24. Getting the Most from Your Online Advertising <ul><li>Ask your existing employees and recent hires what they think about your ad and where they looked for opportunities during their search </li></ul><ul><li>Remember that your candidates are your customers. You need to sell them on your opportunity and treat them like customers throughout your entire hiring process. </li></ul>
  25. 25. “ Recruiters: Preparing for the Economic Recovery” <ul><li>Updating Technology to Prepare for Tomorrow </li></ul><ul><li>Revamping Your Brand Image to Attract the Best Applicants </li></ul><ul><li>Keeping Your Applicant Pool Engaged </li></ul>
  26. 26. <ul><li>Cytiva’s Free Webinar series </li></ul><ul><ul><li>Sourcing Talent in a Time of Scarcity </li></ul></ul><ul><ul><li>Getting the Most Out of Your Recruiting Investment </li></ul></ul><ul><ul><li>Six Steps To Implementing Performance Management Software </li></ul></ul><ul><ul><li>Interview Techniques and Strategies for Hiring top Performers </li></ul></ul><ul><ul><li>Retention: The Key to a Successful Recruiting Plan </li></ul></ul><ul><li>Download at: www.sonicrecruit.com/company/events.htm </li></ul>
  27. 27. “ Building an Effective Referral Program to Source Quality Hires” <ul><li>Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts. </li></ul><ul><li>Talent Acquisition System </li></ul><ul><ul><li>Custom career sites </li></ul></ul><ul><ul><li>Employee referral management </li></ul></ul><ul><ul><li>Career agents </li></ul></ul><ul><ul><li>Ad posting and tracking </li></ul></ul><ul><ul><li>Manager self-service </li></ul></ul><ul><ul><li>Contact management/Outlook integration </li></ul></ul><ul><ul><li>EEO/OFCCP compliance </li></ul></ul><ul><ul><li>Vendor Management Module </li></ul></ul><ul><ul><li>Onboarding Module </li></ul></ul><ul><ul><li>Hourly Recruiting System </li></ul></ul><ul><li>Consulting </li></ul><ul><li>SonicPerform Performance Management System </li></ul><ul><li>To learn more contact: </li></ul><ul><li>David Freeman </li></ul><ul><li>Talent Management Solutions Consultant </li></ul><ul><li>877-775-0888 </li></ul><ul><li>www.sonicrecruit.com </li></ul>

×