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Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind

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Jennifer Seith & Leigh-Margaret Stull tell us how recruiting has evolved because of friction and the top 3 reasons friction is hurting your hiring goals.

Published in: Recruiting & HR
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Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind

  1. 1. 7/25/17 © 2017 CareerBuilder Jennifer Seith & Leigh-Margaret Stull Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind
  2. 2. 2 Agenda • How recruiting has evolved because of friction • The top 3 reasons friction is hurting your hiring goals • What you can do to make sure you’re not left behind
  3. 3. About Leigh-Margaret Stull 3 As CareerBuilder’s VP of Product Development, Leigh- Margaret Stull oversees the strategy and roadmap of CareerBuilder’s job advertising products including CareerBuilder.com website, global email and mobile app experiences, as well as CareerBuilder niche job board sites. In this role, Stull has led the successful transformation and redesign of the consumer facing experiences, with a passion for user-centered design. Prior to CareerBuilder, Stull held variety of marketing, product and change management positions at Grainger, Teletech, and General Motors. She currently serves on boards for various non-profits and digital start ups. Leigh-Margaret Stull CareerBuilder
  4. 4. About Jennifer Seith 4 As VP for Recruitment Technology Product Development, Jennifer oversees the strategy and roadmap of CareerBuilder’s Talent Network product. With over 18 years of experience in the recruitment technology industry, she is particularly focused on bridging the gap between recruitment processes and candidate acquisition. She holds a MBA from Brown University and a MBA in Global Entrepreneurship from IE Business School in Madrid. Jennifer Seith CareerBuilder
  5. 5. Friction, a definition © 2017 CareerBuilder5 Basically…it’s hard work.
  6. 6. Innovation centered around reducing friction 6 Grocery Shopping Ground TransportationMusic Shopping
  7. 7. Amazon changed the game © 2017 CareerBuilder7 “We see our customers as invited guests to a party, and we are the hosts. It’s our job every day to make every important aspect of the customer experience a little bit better.” Within the Talent Acquisition space, do we treat candidates like “invited guest to a party?”
  8. 8. What your candidates are saying 8 Grocery Shopping Ground TransportationMusic Shopping “I want to find jobs located near my house. I need to know where the jobs are actually located and not just the city.” “I filter out any jobs that don’t have salary data” “Some of these application processes are insane! I’m looking for jobs on my lunch break and from my phone. I don’t apply to any jobs that make me log in to another system.” What do these statements have in common?
  9. 9. Process Friction = Lost Opportunity 9 Grocery Shopping Ground Transportation Music Shopping Drop Off Speed to Connect Exposure Primary Recruiting Areas Impacted by Friction
  10. 10. 9/7/2017 © 2017 CareerBuilder #CBEmpower Drop Off
  11. 11. Candidate Perspective The journey to a new job is an emotional roller coaster. © 2017 CareerBuilder11 Anticipation and Inquiry “I need something close to my house that pays better than my current job” Search and Evaluate “I am not really sure how to use my degree to get a job” Action “I hope they can look past my resume and see my potential” Conversation “Why is it so difficult to get through to a person” Hiring, Orientation and Maintenance “I got my first job! It isn’t perfect, but a great next step” I’m ready for a different job. I’ve got a good pipeline I’m hired! So much paperwork! I’m getting into the groove here. I’m tired of this job. My supervisor is horrible and the pay is lousy. Where do I begin? I’ve found a few companies in my area that decent. These jobs say entry-level, but then require 2-3 years experience. Should I relocate? Registration, especially password requirements, is painful. Wow, this application is long I’m getting Applicant Viewed notifications! I’m getting interviews! My dream job rejected me. I don’t have a resume I am lacking experience for the jobs I really want Emotional Experience Key
  12. 12. 12 The Action Phase – TODAY  Searches for jobs on multiple sites  Clicks apply but get sent to an ATS  Finds job again in ATS job list page  Reviews job details again  Answers screeners  Completes application  Creates ATS login with password and password reminders
  13. 13. If your recruiting process is slow or painful, you’re losing out. 13
  14. 14. The data on drop off © 2017 CareerBuilder14
  15. 15. 15 The FRICTIONLESS candidate experience  Mobile Friendly  Simple  Fast NO HURDLES
  16. 16. Objection and Answer 16 “My recruiters don’t have TIME to screen all those candidates.” “We have to be COMPLIANT with …. (insert regulation here)” “If they don’t want to complete our long application process then we don’t want them!” Reconsider what information you HAVE to HAVE to consider an applicant. Screen candidates after they have applied with automated engagement emails.
  17. 17. 9/7/2017 © 2017 CareerBuilder #CBEmpower Speed to Connect
  18. 18. 18 24 The number of jobs a candidate applies to in one session.
  19. 19. 19 12 The number of times a candidate is contacted within the first 24 hours of loading a public resume.
  20. 20. 20 100+ The number of emails a candidate can receive within the first week of loading a public resume.
  21. 21. Objection and Answer © 2017 CareerBuilder21 “My recruiters don’t have time to reach out to candidates immediately.” “We have too many candidates to sort through.” Evaluate your technology options – consider ways to ensure applicants are engaged with immediately.
  22. 22. 9/7/2017 © 2017 CareerBuilder #CBEmpower Exposure
  23. 23. If you have poor recruiting processes, your jobs may now not even be SEEN by candidates 23 As algorithms evolve for search and recs, candidates preferences will increasingly impact ranking. RecommendationsSearch
  24. 24. 24 Google for Jobs is accelerating transparency in the TA space COMING SOON!!!
  25. 25. 25 Any other awesome news? Yes! There’s More!
  26. 26. SEO has massively changed (along with REO) © 2017 CareerBuilder26 Old School SEO Strategy Modern SEO Strategy Stuff as many keywords as you can. Clean structured fields which can easily be searched and filtered by.
  27. 27. 27 Job Posting SEO is now centered on what candidates want to see 0% 10% 20% 30% 40% 50% 60% 70% 80%
  28. 28. 28 Homepage (HP): 14% Entrances 5% Views Search Page (JRP): 15% Entrances 23% Views Job Details Page (JDP): 53% Entrances 28% Views Does it really matter?| CareerBuilder Facts
  29. 29. 29 Homepage: 20% Entrances Only 1.3% of candidates watch videos Job Results Page (JRP): 10% Entrances 86% of candidates search by location 7% of those candidates then filter Job Details Page (JDP): 40% Entrances Does it really matter?| Talent Network/Career Site Facts
  30. 30. 30 Google for Jobs effect GFJ Launch Job Posting Page Entrances Spike
  31. 31. And don’t forget…post apply engagement © 2017 CareerBuilder31
  32. 32. Objection and Answer © 2017 CareerBuilder32 “This is going to require massive process changes.” Innovation and disruption is not pain free. This industry is transforming and it will require change for all of us. “I can’t share this data! Our current employees will quit.” “Our systems aren’t set up this way”
  33. 33. But there’s hope! 33 You have an opportunity to gain the advantage & we’re here to help.
  34. 34. Questions to Take Back 34 1 Are our job postings optimized for modern SEO? 2 From a candidate perspective, what friction in our process? 3 Are we engaging with candidates fast enough with relevant content?
  35. 35. 35 © 2017 CareerBuilder Don’t forget to rate this session!
  36. 36. 9/7/2017 © 2017 CareerBuilder Thank you How did we do? You can tell us now by visiting the app to provide your review.  Jennifer.Seith@careerbuilder.com ➢ 678.254.4528  LeighMargaret.Stull@careerbuilder.com ➢ 502.693.6625

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