Talent Talk Webinar Recruiters Preparing For The Economic Recovery
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Talent Talk Webinar Recruiters Preparing For The Economic Recovery

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Talent Talk Webinar Recruiters Preparing For The Economic Recovery Talent Talk Webinar Recruiters Preparing For The Economic Recovery Presentation Transcript

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