Rusty Lindquist V P O
F S T R A T E G I C H R I N S I G H T S B A M B O O H R Thad Price V P O F P R O D U C T J O B S 2 C A R E E R S J O I N T H E C O N V E R S A T I O N O N T W I T T E R U S I N G # B A M B O O H R

The World Has Changed

1
Recruiting
10 years ago

Achangedperspective

Organizational Power Organizational power goes
to the group that deals with the biggest problems Alfred Marshall economist

1
Employment marketing

1 Candidate Personas “A candidate
persona is a fictional representation of your ideal hire for a specific role. It is based on as much real data as possible, along with educated guesses about experience, goals, motivations, and concerns.” -Recruiting Social

1 Candidate Personas • What
is their demographic (answering: who is this person)? • What inspires and motivates them? • What concerns are they likely to have? • What does their career history likely look like? • What constraints may they be having? • What pains might they be experiencing? • What is their level of seniority? • What do all these things imply about who they are? • What predispositions might they have? • Where do these people hang out? • What type of message do these people respond to? • What type of writing do these people respond to? • What does their typical day look like? • What is the best time of day to reach them? • What do they value most? • Where do they go for information? • What do they care about from an employer?

1 Candidate Personas • Identify
the highest-performing recruiting channels • Identify potential ad-placement opportunities • Build a message, and job description that resonates • Communicate in a language they respond to • Build a job description that addresses their pains • Create differentiation for your “product” and “message” • Elicit an emotional response from your candidate • Prepare you to interview for ideal characteristics and attributes, not just job history and talents and their results

1
Market Differentiation

1
Employer Brand

1 Employer Brand v HOW
OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE) WHY Values Mission Beliefs Culture | Corp. Brand HR ActivitiesEmployee Perception Candidate Perception WHAT

Employer Brand Recruitment costs Awareness
Recruitment funnel Candidate quality Candidate quantity Acceptance rate Negotiating power Employee Retention Employee Engagement Employee Performance Work Culture Organizational Performance

J O B D E
S C R I P T I O N S Employer Brand

1 Millennials of the workforce
by 2018 50% expect to stay less than three years 91%

1 Millennials Company culture is
critical, where they work is part of their social story. culture and their mindset Millennials place an especially high focus on finding work that is meaningful to them. They look for a “cause”. meaning Millennials have an “always on” job- seeking mentality, even when satisfied with their current job. search

28 15 1 Millennials and
their job-search weeks on average Take Search resources Use

1 Millennials Optimize it! 53%Visit
a company’s website what you can do about it

1 Millennials trust peer reviews
Be transparent Millennialswhat you can do about it

1 Company wins Share Millennialswhat
you can do about it

for awards Apply Millennialswhat you
can do about it

Create talent communities and take
advantage of all the resources job seekers use to look for work. Communities Attract millennials through several channels: social, awards, company pages, job boards etc. Channels what you can do about it Millennials

1 The gig economy The
same thing is happening in recruiting. On-demand employment is an alternative, or a supplement, to a full time job.

US workers are 1099 42million
Projected increase by 2020 of the workforce has a second job 34% Millennials freelance 1of 3 65million The gig economy

1 The gig economy Recruiting
technology has to keep up! 10% of the jobs on Jobs2Careers are gigs.

The gig economy Whatcanyoudoaboutit? •
Understand Your Enemy • Think Differently • Be accommodating • Think like a marketer • Try before you buy

The role of mobile of
job seekers search jobs from a mobile device 70% of them expect to be able to apply on a mobile device 27%

The role of mobile VS
Mobile Friendly Mobile Optimized Whatcanyoudoaboutit?

The role of mobile decrease
in time to hire 13% increase in quality of applicants 19% BENEFIT OF OPTIMIZATION: W H A T C A N Y O U D O A B O U T I T

The role of mobile Whatcanyoudoaboutit?
Urge your ATS to get mobile optimized Use sites that let you use mobile in their strategy

Employees are your greatest assets
• Get involved in the community • Build CSR programs • Promote company involvement • Wear company gear • Turn employees into brand ambassadors • Build referral programs

• Understand your value. •
Understand and speak to the goals • Speak their language and advocate Advocating for your Recruiting Needs

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