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Crawl, Walk, Run: Scaling Candidate Engagement for Every Organization

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Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.

Published in: Recruiting & HR
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Crawl, Walk, Run: Scaling Candidate Engagement for Every Organization

  1. 1. JD Conway Head of Talent Acquisition BambooHR Chad Roudebush Recruiter & Recruitment Marketing Manager Jobvite
  2. 2. The competition for talent is high. 3.9% unemployment rate 4 job changes within first 10 years
  3. 3. 83% a negative experience can change their mind 87% a positive experience can change their mind Candidate engagement makes the difference.
  4. 4. What are you doing now? What can you do to get to the next level? 1. Employer Branding 2. Recruitment Marketing 3. Applications and Sourcing 4. Screening and Interviews 5. Offer Letter and Pre-Onboarding
  5. 5. Employer Branding
  6. 6. Level 1 Use What You Have
  7. 7. bamboohr.com jobvite.com Level 1 - Use What You Have ● Create and refine careers page ● Maintain consistent contact with candidates ● Utilize social channels for clear, consistent branding
  8. 8. Level 2 Know Your Audiences
  9. 9. bamboohr.com jobvite.com Level 2 - Know Your Audiences ● Start personalizing content for various audiences ● Understand each team within your organization ● Work with marketing team to build content for career site or social channels
  10. 10. Level 3 Create Relationships
  11. 11. Level 3 - Create Relationships ● Forge relationships with candidates ● Maintain engaged talent pool ● Create brand advocates within organization and talent pool ● Expand recruiting team and delegate employer branding efforts 81% Vocalize positive experiences 66% Vocalize negative experiences
  12. 12. bamboohr.com jobvite.com Level 3 - Create Relationships
  13. 13. Recruitment Marketing
  14. 14. Level 1 Find Your Target
  15. 15. bamboohr.com jobvite.com Level 1 - Find Your Target ● Choose efforts wisely ● Target for highest priority positions ● Select channels where you’ll reach target candidates ● Build on strengths instead of branching out to new channels right away
  16. 16. Level 2 Maintain Contact
  17. 17. bamboohr.com jobvite.com Level 2 - Maintain Contact ● Create content for the right channels and in the right formats ● Build evergreen campaigns to continually send out content ● Watch trends and establish your own benchmarks ● Identify where your efforts have been the most effective
  18. 18. bamboohr.com jobvite.com
  19. 19. bamboohr.com jobvite.com Use email campaigns to reach out to new communities Use landing pages to collect more info about your audiences Email follow-ups keep talent engaged
  20. 20. Level 3 Get Specific
  21. 21. bamboohr.com jobvite.com Level 3 - Get Specific Use reports to understand and improve your marketing efforts: ● Source report conversions ● Funnel report conversions
  22. 22. bamboohr.com jobvite.com Level 3 - Get Specific ● Visit people in person ● Research user groups and discover where candidates are hanging out ● Attend events ● Seek out speaking opportunities
  23. 23. Applications and Sourcing
  24. 24. Level 1 Remove Obstacles
  25. 25. bamboohr.com jobvite.com Level 1 - Remove Obstacles ● Test your own application process ● Set expectations ● Keep application simple and focused on only the necessary info
  26. 26. bamboohr.com jobvite.com Shortening your time to apply increases your click-to-apply rates and lowers cost-per-applicant
  27. 27. Level 2 Narrow the Pool
  28. 28. bamboohr.com jobvite.com Level 2 - Narrow the Pool ● Focus on high-touch sourcing for key departments or evergreen positions ● Find the balance between personalization and high-touch communication ● Turn to your talent pools for initial outreach ● Research and cut down list ● Don’t be afraid to shut down job postings if you have enough candidates
  29. 29. Level 3 Specialize Your Efforts
  30. 30. bamboohr.com jobvite.com Level 3 - Specialize Your Efforts ● Scale your team ● Specialize recruiter knowledge bases ○ Candidate types ○ Channels ○ Departments or teams
  31. 31. Screening and Interviews
  32. 32. Level 1 Use What You Have
  33. 33. bamboohr.com jobvite.com Level 1 - Use What You Have ● Set clear expectations for candidates ● Set clear objectives for hiring committees ● Keep it short (fewer rounds of screening/interviews) ● Keep it simple (small hiring panels)
  34. 34. bamboohr.com jobvite.com
  35. 35. Level 2 Provide Guidance
  36. 36. bamboohr.com jobvite.com Level 2 - Provide Guidance ● Create interview kits for hiring team ● Provide insight into product, pitch, market of your organization ● Identify contacts for each step of the process ● Offer the right resources for each candidate (some may want to see the product they’re building; others may want to hear a demo of a sales pitch)
  37. 37. Level 3 Refine the Process
  38. 38. bamboohr.com jobvite.com Level 3 - Refine the Process ● Internal education ○ Train and scale recruiting team ○ Train existing managers ○ Incorporate training into leadership onboarding ● Document process (understand the what and why) ● Search for more ways to optimize processes and create positive experiences
  39. 39. Offer Letter and Pre-Onboarding
  40. 40. Level 1 Create Excitement
  41. 41. bamboohr.com jobvite.com Level 1 - Create Excitement● Send automated offer letter ● Provide a glimpse of what it’s like to work at your org ● Include benefits information early ● Maintain communication to prevent drop-off
  42. 42. Level 2 Amplify Your Efforts
  43. 43. bamboohr.com jobvite.com Level 2 - Amplify Your Efforts ● Communicate in between offer and onboarding ● Automate onboarding steps and initiate earlier ● Use self-onboarding to speed up process
  44. 44. Level 3 Involve Managers
  45. 45. bamboohr.com jobvite.com Level 3 - Involve Managers What are some things managers can do? ● Educate on job responsibilities ● Invite to team lunch ● Send pictures ● Introduce team members ● Forge personal connection ● Answer questions
  46. 46. Tracking and Measuring Your Efforts
  47. 47. bamboohr.com jobvite.com Top-of-Funnel Metrics ● Time on career site ● Application rates
  48. 48. bamboohr.com jobvite.com Process Efficiency Metrics ● Drop-off rate ● Voluntary turnover ● New-hire turnover ● Cost-per-hire/conversion ● Feedback from exit interviews
  49. 49. bamboohr.com jobvite.com Candidate Engagement Metrics ● NPS ● Candidate engagement surveys ● Post hire surveys ● Scorecards for each phase of the hiring process
  50. 50. Takeaways ● Candidate engagement can happen at every org level ● Analyze your current efforts and map where you want to be ● Identify your next level in each area: ○ employer branding ○ recruitment marketing ○ applications and sourcing efforts ○ screening and interviews ○ offer letters and pre-onboarding ● Measure the impact of your efforts
  51. 51. Questions?
  52. 52. Thank You! Follow BambooHR and Jobvite on social media: bamboohr.com/blog | jobvite.com

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