Clean Job AdInformative EffectiveCompany, position, Drives conversion withqualifications, process clear Call to ActionShort Social500 words or less Social touch with Poster and Insider ConnectionsClear ViralJargon free, easy to Easy to share on popularunderstand networks The Job Ad is what converts your sourcing dollars into candidates. A good job ad yields 100% more results than a bad one.
Jobs on Your WebsiteFront and Center LocationList jobs clearly on List jobs by location on acareers page webpage or blogBranding DepartmentConfigure jobs list to List jobs by department onmatch corporate branding a webpage or blog 50% of your applicants visit your career website before or after applying
Let the Whole Web KnowFree Sites Index Job AdDistribute jobs on free Make sure jobs aresites indexed by Google, BingJob Search Engines SEO OptimizedDistribute jobs on job Optimize job landing pagesearch engines URL, tags, description 50% of job searches start on Google
Ask Your Friends• Share jobs on LinkedIn, Twitter and Facebook• Ask all employees to share and make intros (vs referrals)• Don’t spam. Take the time to personalize messages When done properly, social referrals can become your #1 source of hire
Advertise on Job Boards• Use generalist sites for volume (Monster, CB, LinkedIn, Indeed Pro)• Use niche sites for quality and precise targeting• 1 Generalist + 2 Niche boards for every job (cost 1% of salary) Advertising will give you 10-50 candidates within a week with a great ROI
Leverage Facebook• Turn fans into hires with a social Career Site on Facebook• Use Facebook Ads to drive hyper- targeted candidates to your job• Share jobs as posts on your personal page (occasionally) Facebook is a gold mine for recruiters
Source Directly• Search your existing Talent Pool to find people already engaged• Mine external databases, not just LinkedIn, but TalentBin, Entelo, Gild, Facebook…• Don’t Spam. Personal message yield better results than standard emails Assume a 10% conversion, i.e., contact 100 people to get 10 candidates. Intense but effective.
Use Agencies• Retained if you need results• Contingent if you’re just being opportunistic• Give a clear brief• Go for niche/specialized firms “If you think hiring top professionals is expensive, try hiring amateurs”
Cast a Deep, Wide Net1. Clean Job Ad2. Jobs on Your Website3. Let the Whole World Know4. Ask Your Friends5. Advertise on Job Boards6. Leverage Facebook7. Source Directly8. Use Agencies
Build Your BrandCulture TeamUse candid photos of Define roles, display workemployees and workplace samplesBe Authentic SocialExpress the benefits of Use social networks toyour workplace honestly spread your brandVideo BlogShow testimonials of Inbound marketing,employees personable,… Famous companies receive 10x more candidates. Investing in your employer brand will increase your return on sourcing budget.
Easy to Apply• People should be able to express % Conversion on Apply interest in less than 1 minute 70 60• Complex forms waste your money 50 Who are those 40 lost candidates ? 30• Screening questions screen out the 20 10 best candidates 0 1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 min min min min min min min min min min min min min min min % that Complete Apply Aim for >60% conversion from “Apply Now” to “New Candidate Received”
Don’t Leave Anyone Behind• Candidates are customers, partners, coworkers…above all, they’re human beings• Provide timely feedback to everyone, at every stage• It’s easy, and not doing so is mean and counterproductive 50% of our rejected candidates end up as followers or fans of SmartRecruiters
Two Weeks• Top candidates have many options. You have 2 weeks to close• If your process takes too long, you lose the best candidates first• Week 1 : Prescreen + 1st Interview Week 2 : 2nd Round + Assessment Week 3 : Offer and Check Top performers stay on the market 4 weeks or less and consider 3 offers before making a decision
Engage and Cherish Everyone9. Build Your Brand10. Easy to Apply11. Don’t Leave Anyone Behind12. Two Weeks
The Science of Assessment• Assessment is not an art• Behavioral measures attitude, work style, cultural fit, job fit• Skills testing measures aptitude for knowledge, skills and abilities• Reference check provides 360 degree view of past performance Back your evaluation with science and leverage it to drive more productive interviews
Hire as a Team4 Minimum FeedbackFour interviewers over two Triggerrounds discussion, structure feedbackBetter for you Better for the candidateYou get more Candidate understands theperspectives, deeper company better and makesevaluation and buy-in for an informed decisionthe new hire Collaboration - not automation - is the key to a successful hiring process.
Check• Ensure that the applicant meets the minimum requirements for the job and company culture• Meet state requirements for employment offers• Provide a safe work environment for all employees• Verify that applicant is suitable for specific tasks on the job 7 out of 10 companies use background checks according to SHRM
Make the Right Choice13. The Science of Assessment14. Hire as a Team15. Check
From Good to GreatSourceBig Bang Multi-Channel Sourcing.50 Candidates in the first 2 weeks.EngageMake everyone feel great and keepa strict timing. 2 weeks for interview.HireUse Art & Science. Involve yourteam and don’t forget to check.