Workforce 2020 - Recruiting in the Age of Googlization

Insights
Webinar Series
Workforce 2020
Speaker:
Ira S Wolfe
Copyright2018.IraSWolfe.
www.successperformancesolutions.com

Meet Your Speaker
Ira S Wolfe
Success Performance Solutions

• Discover the three myths that suck the air out of
recruitment strategies.
• Learn how to avoid the top 5 recruiting blunders.
• Identify best recruiting and staffing practices that
work in the Age of Googlization.
Session Learning Outcomes

3 Key Things I’ve Learned.

5

McKinsey & Company

Recruitment

This is the
candidates’
perception of
most recruiting
practices ….
… and this is where
your company
needs to be!

1. Lack sourcing and marketing
strategy
2. Expect to hire just-in-time
3. Poor employment branding
4. Bad candidate experience
5. Lack evidence for decisions

Post-and-pray is not a strategy!
Copyright Ira S Wolfe 2018. Success Performance Solutions www.successperformancesolutions.com 484-373-4300

Candidate Experience Starts Well Before A Candidate Applies

1. How many candidates actually see your job postings?
2. What percentage of candidates start an application?
3. What percentage of candidates complete them?
• Reputation matters
• First impressions matter

Best Practices to Fill
and Fix a “Leaking”
Recruitment Funnel
Fill and Fix
Your “Leaking”
Recruitment Funnel

1. How many candidates actually see your job postings?
2. What percentage of candidates start an application?
3. What percentage of candidates complete them?

Source: JobVite, Based on 50 million job seekers and 10 million applications
6 Interviews
1 New Hire
1 Job Offer
48 Applications
432 Visitors

• Source
• Quality
• Demographic
• Device
• % Application Completions
VIEWS
STARTS
COMPLETED

We are a dominant engineering firm that boasts
many leading clients. We are determined to stand
apart from the competition. Strong communication
skills a must. Ability to perform individually in a
competitive environment. Superior ability to satisfy
customers and manage customer relationships.
We are a community of engineers who value
effective relationships with many satisfied clients.
We are committed to understanding the engineer
sector intimately. Proficient oral and written
communications skills. Collaborates well in a team
environment. Sensitive to clients’ needs and can
develop warm client relationships.

1998
2018

Be careful not to lose good candidates to overly complex,
complicated, or inconvenient application.

Watch
https://youtu.be/Qh3UrCX9zXA

Thank you for submitting your
application with XXX. It has
been forwarded to our HR
Department. We will contact
you if you are selected. Please
do not call us.

We really appreciate you taking the time
to apply for [position] at [company]. We
take every application very seriously
because hiring the right employees is
serious business at XXX. Our recruiters will
review you application over the next few
days and get back to one way or the other.
Thanks again and good luck on your search.

It’s been a few days since you applied for
the [job]. I just wanted to let you know
that your application is still being
reviewed. Thank you for being so patient.
I hope to have more news soon but if not,
I’ll continue to update weekly. In the
meantime, please don’t hesitate to contact
me direct with any questions or changes.

• Engage promptly and often
• Replace “cold and corporate”
with “warm and welcoming”
• Embrace mobile and video
• Provide a candidate “itinerary”

1. How many fields does the candidate need to complete?
2. How long does it take to complete it … on a desktop AND
mobile device?
3. How quickly do you acknowledge receipt of the
application?

People Analytics

“People are our most important asset.”
Where is your data to back this statement?
“In God we trust, all others bring data.”
W. Edwards Deming

Recruiting Metrics You Should Know
• Candidate Abandonment
• Time to Fill
• Cost to Acquire
• Quality of Hire
• Candidate Net Promoter Score
• Flight Risk

• Recruit more skilled
candidates
• Engage more skilled
candidates
• Get better Application
completion rates
• Improve Conversation
with candidates
• Hire top talent

• Job descriptions are boring!
Do not just copy-and-paste.
• Be creative, relevant,
authentic, responsive and
mobile friendly.
• Use lots of images and video
• Make social media your
friend!

– Minimize clicks it takes to apply
– Schedule interviews promptly
– Eliminate HR’s black hole
– Don’t allow hiring manager to
blow it with delays and bad
interview skills

• How effective is our recruiting funnel?
• How long does it take to travel our
funnel?
• What obstacles can we remove quickly?
• What do we need to measure now?

Test Your Candidate Experience Quotient!
http://bit.ly/CandidateUXQuiz

Download a FREE Chapter at
www.irawolfe.com/free-chapter

Speaker Contact Information
Ira S Wolfe
Success Performance Solutions
Lehigh Valley, PA
Mobile: 717-333-8286
Office: 484-373-4300
Email: iwolfe@super-solutions.com
Web: www.successperformancesolutions.com
Twitter: @hireauthority
LinkedIn: www.linkedin.com/in/irawolfe
YouTube: www.youtube.com/jobmatch

Workforce 2020 - Recruiting in the Age of Googlization

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