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The 7 Deadly Sins of Recruiting

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The 7 Deadly Sins of Recruiting

  1. THE 7 DEADLY SINS OF RECRUITING
  2. •  You  can  connect  to  audio  using  your   computer’s  microphone  and  speakers.     •  Or,  you  may  select  “Use  Telephone”   a=er  joining  the  Webinar.   •  All  lines  will  be  muted  to  avoid   background  noise.   •  You  can  ask  quesEons  at  any  Eme  by   typing  them  into  the  QuesEons  Pane.   WEBINAR TIPS
  3. Rachel Bitte Chief People Officer Molly McKinstry Enterprise Sales Manager FEATURED SPEAKERS
  4. #GDCHAT
  5. THE CHANGING JOB MARKET
  6. 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
  7. 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
  8. 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
  9. 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.”
  10. START LET’S
  11. “I USUALLY JUST FIND THEM AND FORGET THEM.” DEADLY SIN # 1
  12. 66% OF SOCIAL MEDIA USERS EXPECT A RESPONSE WITHIN A DAY. (Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/
  13. CONSIDER THIS OPTION: NURTURE YOUR CANDIDATES •  Candidate relationship management (CRM) system •  Multi-channel system
  14. 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
  15. “I’M SUPPOSED TO TRACK THAT?” 2 # DEADLY SIN
  16. 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:
  17. TRACKING WILL MAKE YOUR LIFE EASIER… AND HAPPIER…
  18. “I HAVE ENOUGH PROSPECTIVE CANDIDATES TODAY, SO WHY FEED THE FUNNEL?” 3 # DEADLY SIN
  19. How do you show prospects about what your company is about? THE BEST CANDIDATES AREN’T LOOKING
  20. •  Social media presence for recruiting •  Meaningful, targeted campaigns •  Employee referral programs CONSIDER THIS OPTION: TAKE PROACTIVE MEASURES
  21. 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
  22. 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
  23. MAJOR SOCIAL PLATFORMS
  24. HASHTAGS
  25. 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/ )
  26. “WHO NEEDS PR? OUR EMPLOYMENT BRAND IS FINE.” # 4DEADLY SIN
  27. •  Active Social Media pages •  Incorporate Employees’ voices •  Branding your career site CONSIDER THIS OPTION: YOUR EMPLOYMENT BRANDING ACROSS THE BOARD
  28. TURN EMPLOYEES INTO BRAND AMBASSADORS
  29. 5 WAYS TO DEVELOP BRAND AMBASSADORS Encourage Them Communicate the Importance Incentive Them Train Them Make It Easy 1   2   3   4   5  
  30. 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
  31. 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
  32. “IT’S WORKED BEFORE.” “I’M STICKING WITH THE OLD SCHOOL APPROACH: SCOURING THE WEB FOR RESUMES.” # 5DEADLY SIN
  33. •  Recruitment-focused technology •  Recruitment platform with an intuitive interface •  Platform integration CONSIDER THIS OPTION: RECRUITMENT TECHNIQUES AND TOOLS
  34. 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/
  35. INTUITIVE INTERFACE Easy-to-use technology that’s functional will produce more candidates that are happier.
  36. DEADLY SIN # 6 “THIS IS BASIC MARKETING STUFF,       SO I DON’T NEED EXECUTIVE BUY-IN.”    
  37. •  Show them how the new technology pays off •  Give them the bottom-line cost-saving & time-saving benefit CONSIDER THIS OPTION: DEMONSTRATE THE VALUE
  38. 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
  39. 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)
  40. “IF I BUILD IT, THEY WILL COME.” DEADLY SIN # 7
  41. •  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
  42. SIMPLIFY THE MESSAGE
  43. 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  
  44. LIKE MARKETING… To capture the most candidates, you need to make it as easy as possible for a them to apply.
  45. QUESTIONS FOR US?

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