Presentation given to online audience about remembering the fundamentals when using recruiting technologies.

1. Recruitment Best Practices
"No" Tech Methods for Effective use of
Recruitment Technology
PRESENTER:
Howard Weintraub - April 19, 2012

2. Your Presenter: Howard Weintraub
Founder/President,
/ ,
RecruitAd Advertising & OriginHR
• Recruitment Advertising
• Employer Branding
• Recruitment O ti i ti consulting
R it t Optimization lti
• Recruitment Process Outsourcing (RPO)
C.O.O., Knightstone C i l
COO K i h Capital
• Real estate development organization
• $350 million Ontario portfolio
VP, Business Development, ClearFit
• Cloud-based, SaaS recruitment technology startup

4. Recruitment Marketing
Is The New Black
h l k
Process
P OR Sales?
S l ?
Orderly Targeted
Fast Effective
Efficient Quality

5. Online Recruitment Marketing
Companies that embrace online marketing ... are
finding that recruiting gets easier, and more efficient.
Companies that embrace a thorough strategy of
recruitment marketing will f it easier and easier to
g find
hire the best employees.
Dec 2008

11. Talent Acquisition Steps
• Planning & Preparation
• Sourcing
• Hiring
ii
• Onboarding & Talent Management

12. Sourcing
Filtering and Screening
Interview and Selection

13. Recruiting tech tools
• ATS
• Job boards
• Social tools
• On line testing
• Matching
• Online reference checking
• HRIS
• Talent management
l
• Etc.

14. GIGO

16. PREP AND PLANNING
• ATS
Sourcing
}
SOURCING
• Job boards
• Social tools
Filtering and Screening SELECTION
}
• On line testing
g
• Matching
• On line references
Interview and Selection
ONBOARDING & TALENT
MANAGEMENT
}
• HRIS
• Talent mgt tools
• etc.

17. Poll
• Do you use internal job descriptions when
posting jobs online?
1.
1 Yes – exactly as is
2. Yes, but we edit each one before it goes live
3. No, each online job posting is created from scratch
4. We don't have internal job descriptions
5. We don’t post jobs online

18. Effective Position Marketing
• Job Title
• Company information
• Employment value proposition
l l ii
• Job description
• Requirements/Qualifications
• WIIFM
• Keywords

19. Job Titles

20. Job Titles
• First thing a jobseeker will see
– Indexes, job alerts, searches
• Choose conventional job titles descriptive of the actual job.
– more relevant to a broader number of candidates.
– as generic as possible to maximize candidates’ understanding and
appeal
– increase the potential for the number of people who apply to your
posting.
posting
• Try to avoid “Manager” or “Executive” unless....
• Avoid witty or trendy titles in postings
– i H
i.e. Happiness Ad
i Advocate, S i l M di T ilbl
t Social Media Trailblazer, H d Ch
Head Cheese, Di it l
Digital
Dynamo, Copy Cruncher, First Impression Ambassador
– Assign another title to your new employee after they’ve been hired

21. Job Titles
• Happiness Advocate • Pressure Washers
• Social Media Trailblazer • Sandwich Artist
• Head Cheese • Ground Support
• Digital Dynamo
i i l • COMMERCIAL space h
CO CIAL hunter
• Copy Cruncher • JOB COACH
• Experienced bra fitter • KIDS KAMP INSTRUCTOR
• PlayStation Brand Ambassador • POOLS SUPERVISOR
• Eyebrow Threading • HOUSE MANAGER/TEEN
• Saltlick Cashier SUPERVISOR
• DoodyCalls Technician • Licensed Seamless Gutter
Contractor

22. Company information
• Recruitment marketing = selling a company to a candidate
• Important selling points to make it compelling and exciting – to make
the candidate WANT to apply, to join the organization, to stay...
 What is your employer brand? What is your EVP?
 What business are in?
– Products and/or services your company provides.
 What makes you different?
 Define your corporate culture.
 Why is your company a good place to work?
 What is the work environment (i.e. Casual, formal team focused
(i e Casual formal, focused,
telecommuting, flex hours, etc.)
 Where are you located?

23. Employee Value Proposition
Everything employees experience and receive while being a part of an organization -
both natural, obvious and expected rewards (intrinsic - i e Comp and benefits) as
natural i.e. benefits),
well as extra and unexpected (extrinsic – i.e. trips, charitable contributions etc.).
• Unique characteristics and features re: mission, values, leadership, culture,
compensation and benefits philosophy among many other variables.
An effective EVP:
• Attracts and retains the best talent.
– C
Competitive advantage, superior customer service/loyalty and exceptional b tt
titi d t i t i /l lt d ti l bottom-line b i
li business
results.
• A living entity vs. mere rhetoric in glossy business brochures.
• A sentiment one might feel after a positive work experience. Why a talented
employee may choose to remain i your organization versus b i l d away b
l h i in i i being lured by
your competition.
• Doesn't require new resources or large amounts of time and energy.

26. Job Description
• What will they "actually" be doing in this position.
• Provides a mental picture of the type of work they will be doing.
• In terms that are relevant to the canddiate. Avoid “talking to yourself”
INCLUDE
• General overview of the responsibilities the position entails.
• General scope of work. (2 to 4 points MAX)
• Will they be part of a team, managing a team or working independently?
team team,
• Reason for opening? (Growth, expansion, new opening, etc.)
• Role the position and department has within the organization.
AVOID
• Posting the internal job description
• Company jargon, internal speak, internal or unconventional terms or
acronyms.

27. EXECUTIVE ROLE – Financial Services
We are one of the leading INDUSTRY companies in North America. Our superior financial strength and consistent record of strong operating returns mean security for our customers - and
opportunities for our employees. You will find COMPANY to be full of energy and a workplace in which you truly can make a difference.
Solid reputation, passionate people and endless opportunities. That's COMPANY.
JOB DESCRIPTION:
COMPANY Canada is currently hiring an POSITION to lead the Commercial Accounts Segment of our Business INDUSTRY Division. The successful candidate will serve as a thought leader,
focusing on underwriting strategy and product development intended to achieve profitability, growth, and retention goals for the Commercial Accounts Segment across Canada. Candidate will
be responsible for training and developing underwriting skills within the Segment, and in addition will support Regional Operations with target business definition, underwriting guidelines,
pricing strategies for all lines of business within the Commercial Account Segment.
JOB SPECIFICATIONS:
• Thought leadership for the segment. Develop and execute a well-defined underwriting strategy that is designed to increase the business unit's presence in the market; retain the
appropriate mix of business; and achieve overall growth and profit objectives
• Develop underwriting risk appetite and rules as well as underwriting and pricing guidelines for Commercial Accounts in Canada
• Manage portfolio results and drive execution strategies to achieve profitable growth
• Along with the Line Of Business Management and Underwriting Services team, collaborates in setting referral standards, quality review guidelines and loss control guidelines
• Works with Enterprise peers to identify and develop products/services tailored to Commercial Accounts in the Canadian marketplace, by leveraging the Industry Edge suite of products
from our U.S. Organization
14
• Collaborates with Enterprise peers across the organization, leverages resources and identifies best practices
• Supports all marketing and underwriting activities of Commercial Accounts underwriters to ensure that production and underwriting objectives with respect to profitability are
achieved
• Represent the company externally including representation in relevant associations. Work with other business units as appropriate to support the company's objectives and seek out
product density and cross sell opportunities as appropriate
• Identify market opportunities from our broker partners
• Provide broker and staff training on topics such as commercial risk appetite and COMPANY Industry Edge products
• Viewed as an expert in multi-line underwriting with emphasis on the property and liability lines of business
• Be involved with key account management
• Conduct quality reviews through analysis of management reports and underwriting audits to evaluate book performance and profitability
• Monitor competitive landscape
JOB QUALIFICATIONS:
• A university degree or a minimum of ten (10) or more years related P&C underwriting experience, including commercial marketing and sales experience or equivalent combination of
education/training and experience
• Strong technical underwriting and coverage evaluation experience, foucsed in the Middle Market Commercial P&C space
• Ability to work effectively in a highly matrixed and collaborative environment
13
• Maintain and develop external contacts in the community through membership in professional associations and attendance at seminars and conferences
• Demonstrated commitment to professional development
• Proven ability to effectively market and sell products, build relationships, communicate, and present to groups
• Working knowledge of the broker distribution system
• Must have excellent interpersonal, presentation, organization, negotiation skills
• Strategic thinker, ability to articulate the big picture
• Strong attention to detail, and accuracy coupled with excellent leadership, client relationships, analytical, and negotiation skills
• Is adaptable in the face of change
• Exceptional time and project management skills
• Willing to travel occasionally
NOTE: Job descriptions are not intended to be exhaustive lists of all responsibilities, skills, efforts or working
conditions associated with a job, but are intended to accurately reflect principal job elements.

28. Requirements or Qualifications
• Think about these as “Knock-outs”
– Provides you with a clear format to determine fit, and for the candidate
to self-disqualify
– Differentiate between actual required qualifications and “nice-to-haves“
• Most important attributes required for this position? (MAX of 5)
– Incl. work experience and desired or minimum years of experience.
• Education or certifications (2 to 3 MAX)
• Soft skills (i.e.: time management, organization skills, leadership,
communications skills, willingness to travel, etc. (5 MAX; 3 ideal)
• Preferably in a list or bullet format.
• Use dashes (-) or asterisks (*) rather than bullets.
– online forms don’t convert word processing bullets in to HTML
don t HTML.

29. WIIFM
• Closing statement
– Compensation model
• i e Generous base plus bonus ESOP etc
i.e. base, bonus, ESOP, etc.
– Training and development
– “Fulfilling work with a purpose”
Fulfilling purpose
– “Build your skills and enjoy growth opportunities”
– “Being part of something”
Being something
– “Learn why we enjoy 88% retention”

30. Candidate Experience
Begins “when they have hit the ‘submit’ button”.
g y
• Make apply instructions clear and easy
• Set accurate expectations
• Avoid standard, impersonal statements
– i.e. “don’t call us, we’ll call you”
HR professionals do not only need to provide a great Employer
Brand, a streamlined and efficient application process...
...they also need to establish a corporate culture aimed at
treating a candidate as if he or she would be a future and
welcome colleague
The Candidate Experience – The Next Big Thing?
March 2011 – Gunnar Lübbe

31. Keywords
• Postings will never be found if job seekers choose words
that are not found in your ad.
• Make it obvious and easy to be picked up by search
algorithms.
• List the common words candidates may search.
• Include keywords In each of the sections of your posting
• Have a separate section for keywords.
keywords
• i.e. : Accounting Manager
– Keywords = Accounting, Accountant, CGA, CMA, CA, Chartered,
Certified Accountant Finance CFO Accounting Manager
Accountant, Finance, CFO, Manager,
Finance Manager, Director of Finance, Accounting Director.
• Will increase hit ratio and targeted applications

32. Contact
Howard Weintraub
hweintraub@rogers.com
416-616-8469