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Get ready for the New Year hiring rush


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Get ready for the New Year hiring rush

  1. 1. Are you ready for the New Year hiring rush? The January job spike:
  2. 2. 2 In 2016, the number of job changers increased by 29%in January compared to the rest of the year.* * LinkedIn Data
  3. 3. 3 So we’ve got time to recruit for 2017, right? It’s early. The pool of active candidates aren’t switching jobs yet.
  4. 4. 4 So we’ve got time to recruit for 2017, right? It’s early. The pool of active candidates aren’t switching jobs yet. WRONG. With 83% of job changers landing their new role in 60 days, your 2017 hires are considering a move right now.
  5. 5. 5 So we’ve got time to recruit for 2017, right? It’s early. The pool of active candidates aren’t switching jobs yet. WRONG. With 83% of job changers landing their new role in 60 days, your 2017 hires are considering a move right now. ARE YOU READY FOR THE NEW YEAR HIRING RUSH?
  6. 6. 6 * LinkedIn Data Twice as many people changed jobs in January 2016 compared to December 2015* But don’t be fooled by the lull in December job movement.
  7. 7. 7 It’s quiet around Christmas because job changers have already jumped ship or moved up the ranks. They’re actively looking for plum 2017 roles in October and November, NOW!
  8. 8. 8 What does this mean for HR & recruitment professionals? It means that if you wait until the pop of the champagne bottle in December, the best candidates might just fizzle out.
  9. 9. 9 What does this mean for HR & recruitment professionals? It also means that: • Your competition are also searching right now for the talent they need for 2017. • Job offers will be made by mid-November.
  10. 10. 10 What steps should savvy recruiters take now to attract and secure top talent looking for new roles in 2017? STEP #1 Get your LinkedIn house in order STEP #2 Get your hiring managers ready STEP #3 Test your candidate experience
  11. 11. 11 • Identify and talk to your target audience today so they know who you are. • Put all your jobs on LinkedIn now for maximum visibility: You want potential candidates to ind out about all available 2017 opportunities as soon as possible. Request a demo of LinkedIn Jobs here. • Consider LinkedIn Sponsored Updates and receive 30–50% more applicants for your high priority positions. STEP #1 Get your LinkedIn house in order Freshen up employee LinkedIn profiles and update Company and Career Pages to attract the right candidates. To prepare for the New Year hiring rush, make sure you:
  12. 12. 12 Ensure your LinkedIn Career Page is compelling, on-brand and up to date. A strong LinkedIn Career Page will: • Strengthen awareness of your talent brand. • Attract and engage active and passive candidates looking to change jobs with personalised content. • Build your brand at scale. STEP #1 Get your LinkedIn house in order
  13. 13. 13 STEP #1 Get your LinkedIn house in order Tips for a top-notch LinkedIn Career Page: • Tell your company story. Display a compelling mission, values and vision statement. • Feature all 2017 job posts on your Career Page where prospects can easily find them. • Personalise messaging and job recommendations based on member location, industry and function. • Bring your employer brand to life with testimonials and rich media. • Make it relevant to 2017. Adapt and change your recruitment messaging to meet your 2017 business objectives and target your ideal candidates. Find out more about LinkedIn Career Page here.
  14. 14. 14 STEP #1 Get your LinkedIn house in order Showcase your brand with a sparkling, up-to-date LinkedIn profile. Why does your professional Recruiter brand matter? • It increases your online visibility with prospective employees. • It lets you actively communicate your brand and values to candidates. • It can make the difference between attracting and losing the best talent.
  15. 15. 15 STEP #1 Get your LinkedIn house in order 56%of professionals start their job search by exploring online social professional networks (GLOBAL TALENT TRENDS 2015: WHAT TALENT WANTS).
  16. 16. 16 Genuine passion Recommendations Personalise messagingCreate content Headline 03 05 04 06 02 01 STEP #1 Get your LinkedIn house in order An impressive Recruiter profile includes: • A high-quality head shot. • A descriptive headline. • Engaging content. • Personalised messaging. • Great recommendations. • Genuine passion. Did you know that having a profile picture makes it 14 times more likely to be viewed by others?
  17. 17. 17 Content is King: Be active online and post regular, engaging content always, but especially before Christmas. Try out: • Sponsored Updates about career change and corporate culture to target job switchers and reinforce your talent brand. • Long-form posts on LinkedIn and your Careers Page. STEP #1 Get your LinkedIn house in order
  18. 18. 18 STEP #2 Get your hiring managers ready The second step to get ready for 2017 is to make sure hiring managers are informed, excited and raring to go with all the right tools at their disposal to make sure the perfect candidate has an excellent interview experience and ultimately says yes to your job offer.
  19. 19. 19 Nail the job requirement process In your haste to get your jobs posted don’t just fall back into asking the same old questions such as: • What do you want to pay? • What are the major responsibilities? • What kind of education does it require? • What technology does the candidate need to be proficient in? STEP #2 Get your hiring managers ready At this time of year your hiring managers might be thinking of slowing down but when it comes to recruiting you need them on top of their game. Your relationship with the hiring manager can make or break the success and speed of a hire at this critical time of year.
  20. 20. 20 All-important, but they will result in boring job descriptions that your perfect candidate probably won’t apply for. To make your job stand out, try asking unconventional questions such as: 1. What are three non-negotiable must-haves for the candidate? 2. What three qualities would immediately get a person fired from this job and why? 3. If you had to hire someone without any prior experience for this job, what kind of personality and aptitude would they need to quickly get themselves up to speed? STEP #2 Get your hiring managers ready To get more tips download 7 Tricks for an Irresistible Job Description here.
  21. 21. 21 Once you have got a killer job description then what? • Set the action plan together: Outline raw skills and personality requirements. • Tap their contacts: Ask your hiring managers to refer star performers for consideration. • Prepare them for candidate engagement: Ensure hiring managers tailor pitches to each individual’s goals. • Educate them on your employer brand: Build profiles that convey their excitement about working for your organisation. Want even more tips for a knockout hiring manager relationship? Download our LinkedIn book, Zen and the Art of Hiring Manager Maintenance, here. STEP #2 Get your hiring managers ready
  22. 22. 22 “It’s about talking to people and understanding their motivations, goals and dreams,” says Scott MacDonald, chief operating officer at Stellar Recruitment. “What’s special about LinkedIn Talent Solutions is that it allows that conversation to take place in a digital sphere.” STEP #2 Get your hiring managers ready Make sure your hiring managers have honest conversations about their prospective candidate’s career dreams and motivations for 2017. Relationships matter
  23. 23. 23 • Regardless of the job, there is a shortage of the best people in any field. • Most of the best people are not looking for another job. • The best will opt out early, unless the candidate experience is first class. STEP #3 Test your candidate journey If you want quality candidates to say yes and start in January 2017, you need to take a long hard look at your candidate journey to make sure it is the best it can be.
  24. 24. 24 The Airbnb story: Listen to and learn from candidates In its busy startup days, when it ran out of recruitment rooms, Airbnb discovered that people loved sitting out in the open, absorbing the exciting company culture. By listening to and learning from the candidates, Airbnb realised its biggest selling point was its fun and inclusive culture. Want to hear more about how Airbnb, The Iconic and Dell created a candidate-first experience with their talent brand? Check out the Airbnb candidate journey here. STEP #3 Test your candidate journey
  25. 25. 25 1. Put your process everywhere. 2. Brand your emails; especially the automated ones. 3. Contact candidates frequently and put the onus on them to check in. 4. Ask this question every single time: “Is there anything you didn’t get a chance to tell us today that you think we should know?” For more hiring tools to help you create a memorable candidate journey, download our free Hiring Toolbox Kit. It’s designed for small business, but big business will find it useful as well! Here are some quick tips to improve your candidate journey from the candidate’s point of view:
  26. 26. 26 Interested in learning more about getting ready for the 2017 January job spike? CONTACT US