Tc fo r_final_hn
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A look at how good marketing practice and agile technology are key to future success in recruitment.
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Tc fo r_final_hn
- 1. THE CHANGING FACE OF RECRUITMENT HOW TECHNOLOGY AND GOOD MARKETING PRACTICE ARE KEY TO FUTURE SUCCESS
- 2. Housekeeping • Presenter: Martin Bramall, Managing Director of idibu • 10 years with idibu & recruitment software • Previously worked across various PR & Marketing roles • The data in today’s presentation was collated in May 2016 • Over 200 candidates and recruiters were polled • The data was used in our recent white paper of the same name • The white paper can be downloaded from www.idibu.com/wp1
- 3. Hot Topic: The Experience
- 4. A great candidate experience starts with a great recruiter experience.
- 5. What candidates expect • Frictionless: make life easy • Mobile-centric: link up data • Loyalty: has to be earned • Authentic relationships: we are humans, not numbers
- 6. We’re all marketers now
- 7. Attract: Understand your target market
- 8. Referrals stand out amongst fragmented sources
- 10. Engage: Relationships develop through honest and authentic communication
- 11. Great relationships are a competitive advantage
- 12. Candidates only refer if they’ve had a great experience
- 13. Retain: The right message to the right people at the right time
- 14. To succeed, build better relationships
- 15. Qualify: Test and share
- 16. The recruiter of the future needs to be a full- stack employee
- 17. Technology should… • Offer a frictionless, mobile experience • Help navigate increased fragmentation and demands • Be simple to use & repeat automated tasks • Be flexible enough to play to each person’s strengths • Enable segmentation beyond locations, industry and skills
- 18. We believe that the relationships we have are what defines us. Life is all about great relationships and they are built on mutual respect, trust, honesty, support, good communication and good humour. Engage with us: • Email: martin.bramall@idibu.com • Tel: +44 (0)800 311 2750 • Web: www.idibu.com
Editor's Notes
- Candidates expect the process to be smooth & frictionless – for example like retail. From website design to treatment they receive on journey, it should be seamless, candidate centric and reinforced with authentic, honest interactions. Recruitment is only now beginning to feel influences & techniques from other disciplines such as product design, marketing & business intelligence and the stronger that influence becomes the greater the demand on recruiters. This will eventually change the profile & skillset of a recruiter.
- Recruiters are under more pressure than ever. They are having to deal with growing complexity across the process whilst often using old tech & traditional approaches which can lead to crack in the candidate experience. After all, a great candidate experience starts with a great recruiter experience. This presentation looks at how working to good marketing principles whilst utilising the right technology can help this change and transition and let you focus on what is important = BUILDING RELATIONSHIPS.
- Build relationships on mutual respect, trust, honesty, support & good communication. This helps with the perception of the brand. These four points are the cornerstones of a good recruitment approach. Keep them in mind when choosing technology and interacting with candidates. Ask yourself.. is this how i would want to be treated? Would I recommend this service?
- We’ve broken the recruitment down to four main stages. Each is more complex than before and requires new skills & behaviour Ask yourself, where can I find? (niché sources?), what can we offer to standout, how can we make it easy to apply? And then communicate afterwards? Answering these requires us to think like a marketer Look at your technology. Lots is too rigid and just re-inforces the status quo. It needs to be agile, flexible to enable candidate centric segmentation. BUILD TALENT POOLS & RELATIONSHIPS!
- Finding talent not as simple as once was. There’s been a significant fragmentation of candidate sources. Recruiters now need to use multiple channels…
- In the future it will be harder still and require new skills. Building landing pages, content management etc. Look at channels that not maybe in your 'playbook' now. To choose well need to research/understand needs and desires and think about the positioning of your offer. Is it attractive, insightful? Does it speak to the audience *REMEMBER, not just about bums on seats, you want impactful and productive additions to teams Good tech can help you segment and identify quickly - based on information gained from outside of CVs
- Crucial stage. All about the one-2-one. Have to build on the good work in the attraction program. The brand is strengthened here or can break apart. You have to live the brand values – people are the brand so re-inforce what it is you stand for.
- Honesty and good communication are so important. Sector knowledge and roles available are hygiene factors when choosing agencies.
- Use empathy, communicate via the candidates preferred channels.
- Qualification needs to happen with each opportunity. New tech can help - bring in tests to get good comparison. You have to have established a good relationship so candidates don’t drop out. Massively important to share the results and findings, to enable a learning experience out of a disappointing one. This only strengthens the relationship.
- Most recruiters don’t have the time, the tools or the skillset to make the impact they'd like – this can affect the candidate experience negatively. The recruiter of the future needs to be well versed at marketing, comfortable making decisions on based on data happy to use tests and be willing to experiment with approaches. Going to need better technology because the focus is shifting from less search, schedule and interview to more find, engage and build relationships...
- It's about future-proofing yourself with the technology that you use so that you can adapt to the changes to come. It’s the responsibility of the business to drive/initiate this change. Facilitate the right culture with - kpis, renumeration, the right tools, right skills and support. Ultimately, this will improve the recruiter experience and lead to a much better candidate experience.