THE 7 DEADLY SINS OF
RECRUITING

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Rachel Bitte Chief People Officer
Molly McKinstry Enterprise Sales Manager FEATURED SPEAKERS

#GDCHAT

THE
CHANGING
JOB MARKET

JOBS HAVE CHANGED STEM fields
job openings dominating global marketplace Bureau of Labor and Statistics believe STEM workforce in US will total more than 8.65 million workers by 2018 (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf

Research shows that Millennials workers
will change jobs every 3-4 years — because they want more from employment than paychecks and benefits. JOBSEEKERS HAVE CHANGED (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf

SaaS platform, mobile technology, and
social media now provides companies with new array of recruiting tools Mobile is powering job seekers to look for jobs more openly 41% 38% 36% 30% 18% TECHNOLOGY HAS CHANGED (Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DåeadlySinsofRecruiting[2].pdf

DAN FINNIGAN CEO OF JOBVITE
“Companies must cast a wider net to capture this talent. Today, job seekers are using social and mobile to apply for jobs and gain insight into a company’s culture and values. Ignoring these platforms isn’t an option: companies must showcase their brand and be everywhere job seekers are.”

START
LET’S

“I USUALLY JUST FIND THEM
AND FORGET THEM.” DEADLY SIN # 1

66% OF SOCIAL MEDIA USERS
EXPECT A RESPONSE WITHIN A DAY. (Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/

CONSIDER THIS OPTION: NURTURE YOUR
CANDIDATES • Candidate relationship management (CRM) system • Multi-channel system

FOCUS ON OTHER CHANNELS Focusing
all my sourcing on one or two job boards, or worse yet, the company ATS, is a huge mistake. - Tony Palm, Founder of Post-Military Employment

“I’M SUPPOSED TO TRACK THAT?”
2 # DEADLY SIN

TRACK YOUR CANDIDATE • Trace
the source of your candidates • Keep record of communication between your candidate in addition to the level of activity • Send reports with real-time analytics CONSIDER THIS OPTION:

TRACKING WILL MAKE YOUR LIFE
EASIER… AND HAPPIER…

“I HAVE ENOUGH PROSPECTIVE CANDIDATES
TODAY, SO WHY FEED THE FUNNEL?” 3 # DEADLY SIN

How do you show prospects
about what your company is about? THE BEST CANDIDATES AREN’T LOOKING

• Social media presence for
recruiting • Meaningful, targeted campaigns • Employee referral programs CONSIDER THIS OPTION: TAKE PROACTIVE MEASURES

SOCIAL MEDIA AND JOB SEARCHING
Nearly 2 in 3 say their employer does not (or know how to) use social media to promote job openings Nearly 3 in 4 say their employer does not (or know how to) promote their employment brand on social media

79% are likely to
use social media in their job search 86% of people in the first 10 years of their career are likely to use social media in their job search SOCIAL MEDIA AND JOB SEARCHING

MAJOR SOCIAL PLATFORMS

HASHTAGS

Employers who used social media
to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels. 49% (Source: Top Recruiting Statistics, http://blog.capterra.com/top-15-recruiting-statistics-2014/ )

“WHO NEEDS PR? OUR EMPLOYMENT
BRAND IS FINE.” # 4DEADLY SIN

• Active Social Media pages
• Incorporate Employees’ voices • Branding your career site CONSIDER THIS OPTION: YOUR EMPLOYMENT BRANDING ACROSS THE BOARD

TURN EMPLOYEES INTO BRAND AMBASSADORS

5 WAYS TO DEVELOP BRAND
AMBASSADORS Encourage Them Communicate the Importance Incentive Them Train Them Make It Easy 1 2 3 4 5

Encourage viral photos and videos
in all departments Show the real “you” on a career blog or through social posts Let employees be who they are LET EMPLOYEES BE WHO THEY ARE

Referral candidates are 5X more
likely to get hired than other candidates EMPLOYEE REFERRALS ARE THE #1 SOURCE FOR QUALITY NEW HIRES Source: Staffing.org and ERE INCREASE CANDIDATE QUALITY

“IT’S WORKED BEFORE.” “I’M STICKING
WITH THE OLD SCHOOL APPROACH: SCOURING THE WEB FOR RESUMES.” # 5DEADLY SIN

• Recruitment-focused technology • Recruitment
platform with an intuitive interface • Platform integration CONSIDER THIS OPTION: RECRUITMENT TECHNIQUES AND TOOLS

Recruitment-focused technology BEST-OF-BREED VS. THE
SUITE You’re not an HR generalist; you don’t care about benefits and payroll — you simply want automated, efficient process workflow that speaks to your everyday needs. (Source: Best of Breed vs. Suite, http://www.jobvite.com/blog/best-breed-vs-suite-choose/

INTUITIVE INTERFACE Easy-to-use technology that’s
functional will produce more candidates that are happier.

DEADLY SIN # 6 “THIS
IS BASIC MARKETING STUFF, SO I DON’T NEED EXECUTIVE BUY-IN.”

• Show them how the
new technology pays off • Give them the bottom-line cost-saving & time-saving benefit CONSIDER THIS OPTION: DEMONSTRATE THE VALUE

Companies with a good employer
brand see an average of 22%in reduced recruitment fees Companies with a strong employer brand enjoy 50%cost-per-hire savings Source: Employer Branding Global Study Report Source: LinkedIn SAVE MONEY WITH EMPLOYER BRANDING

STRONG EMPLOYER BRAND High Brand
Awareness Retention More Job Offers Accepted Revenue Goes Up More Quality Applicants Lower Cost-Per-Hire Higher Number of Referrals POOR EMPLOYER BRAND Low Brand Awareness Attrition Declined Offers Low Productivity Long time-to-hire High Cost-Per-Hire Poor Referral Programs vs. Source: Allegis Group Services Study, August 2012 (1,010 US Workers)

“IF I BUILD IT, THEY
WILL COME.” DEADLY SIN # 7

• Deliver content that candidates
can relate to • Create a better application experience that’s memorable • Put yourselves in their shoes CONSIDER THIS OPTION: ENGAGE YOUR CANDIDATES

SIMPLIFY THE MESSAGE

TOP 5 PIECES OF INFORMATION
JOB SEEKERS WANT EMPLOYERS TO PROVIDE AS THEY SEARCH WHERE TO WORK: Details on what makes the company an attractive place to work Details on compensation packages Details on benefit packages Company mission, vision and values Basic company information 1 2 3 4 5

LIKE MARKETING… To capture the
most candidates, you need to make it as easy as possible for a them to apply.

QUESTIONS FOR US?