The document outlines different levels of improving candidate engagement efforts across key areas like employer branding, recruitment marketing, applications and sourcing, screening and interviews, and offer letters and pre-onboarding. It provides specific tactics at each level such as personalizing content, maintaining an engaged talent pool, removing obstacles from applications, and involving managers in the pre-onboarding process. The overall message is that optimizing candidate engagement requires analyzing current efforts, identifying the next levels of improvement, and measuring the impact.
Strategic Recruiting at Any Size: 5 Programs You Can Start Building NowBambooHR
You don’t need endless time and money to build effective recruiting programs in your organization. You just need the right plan. Tune in to the webinar to learn how you can get started.
How HR Can Balance Compliance, Vision, and the Employee ExperienceBambooHR
oin Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
Giving and Receiving Feedback: A New ImperativeTechWell
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. Omar explains how to give accurate feedback to and receive the same from senior team members or direct superiors, a skill critical to career advancement. To increase self-esteem, happiness index, and your power to influence, Omar teaches you how to present feedback to your peers, your boss, or other colleagues in a diplomatic and efficient way. Take away key insights into how to create a healthy organizational culture with clear and constructive feedback.
Driving Better Performance with Better Feedback in 2020BambooHR
Imagine you have to drive somewhere you’ve never been before. Now, imagine you have to get there without any directions—nothing but the end goal in mind. Most drivers would make it there eventually, but only after quite a few wrong turns. There’s no question the trip would be much easier with clear feedback to adjust your course along the way.
Performance management is the same way. If you don’t provide consistent feedback, your employees might feel like they’re driving without directions. Not only is this frustrating and confusing for your people, but it also holds your organization back from progressing at full speed.
How to Make Employee Mental Health a PriorityBambooHR
The National Institute of Mental Health says nearly one in five U.S. adults has some form of mental illness. Even those who don’t may be struggling with emotional distress from the current pandemic. That makes employee mental health a critical issue for your workplace.
Providing help can benefit both your employees and your bottom line: estimates show every dollar spent addressing mental health disorders returns four dollars in healthcare savings and improved productivity.
To develop more robust and effective mental health policies, join BambooHR for a free webinar, “How to Make Employee Mental Health a Priority.” Don’t miss this important event filled with proven tips and insights.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
Strategic Recruiting at Any Size: 5 Programs You Can Start Building NowBambooHR
You don’t need endless time and money to build effective recruiting programs in your organization. You just need the right plan. Tune in to the webinar to learn how you can get started.
How HR Can Balance Compliance, Vision, and the Employee ExperienceBambooHR
oin Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
Giving and Receiving Feedback: A New ImperativeTechWell
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. Omar explains how to give accurate feedback to and receive the same from senior team members or direct superiors, a skill critical to career advancement. To increase self-esteem, happiness index, and your power to influence, Omar teaches you how to present feedback to your peers, your boss, or other colleagues in a diplomatic and efficient way. Take away key insights into how to create a healthy organizational culture with clear and constructive feedback.
Driving Better Performance with Better Feedback in 2020BambooHR
Imagine you have to drive somewhere you’ve never been before. Now, imagine you have to get there without any directions—nothing but the end goal in mind. Most drivers would make it there eventually, but only after quite a few wrong turns. There’s no question the trip would be much easier with clear feedback to adjust your course along the way.
Performance management is the same way. If you don’t provide consistent feedback, your employees might feel like they’re driving without directions. Not only is this frustrating and confusing for your people, but it also holds your organization back from progressing at full speed.
How to Make Employee Mental Health a PriorityBambooHR
The National Institute of Mental Health says nearly one in five U.S. adults has some form of mental illness. Even those who don’t may be struggling with emotional distress from the current pandemic. That makes employee mental health a critical issue for your workplace.
Providing help can benefit both your employees and your bottom line: estimates show every dollar spent addressing mental health disorders returns four dollars in healthcare savings and improved productivity.
To develop more robust and effective mental health policies, join BambooHR for a free webinar, “How to Make Employee Mental Health a Priority.” Don’t miss this important event filled with proven tips and insights.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
Creating a Compensation and Budget Plan (and How to Get Your CFO on Board)BambooHR
As the end of the year approaches there is a lot to look forward to. Holiday celebrations, office parties, and a fresh, new year...oh, also, working on your organization’s compensation and budget plan. While a compensation and budget plan might not be your favorite part of the year’s end, with a little help, it definitely won’t be the worst part! BambooHR and PayScale have a few tricks up their sleeves to help your HR team wow your CFO with a 2020 plan.
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
Training Program of Dreams: If You Market It, They Will ComeBizLibrary
“I don’t know where to begin…. I’m not the expert. I don’t have enough time. I’ve tried this before.” Sound familiar? While marketing your training program can seem like a daunting task for HR and L&D professionals, it is actually much simpler than you might imagine. During this session, you will learn how to overcome these common challenges and understand the effect marketing has on your overall training program success.
This session’s key learning objectives:
-How to build excitement around your training program and drive utilization through a marketing strategy
-Examples you can use to measure the success of your marketing efforts
-An easy process to create simple resources that anyone can produce without marketing experience
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many HR and L&D departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen.
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
Addressing Mental Health in the WorkplaceBizLibrary
Let’s face it: Work can be stressful. In fact, the Attitudes in the American Workplace VII report found that 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. Although the conversation around mental health is becoming less stigmatized, it’s still a difficult topic to discuss in the workplace. In addition to the red tape and legal concerns, leaders may not feel comfortable advising others because they, themselves, are also grappling with mental health concerns.
This complimentary Training Industry webinar, sponsored by BizLibrary, will empower human resources (HR) and learning and development (L&D) professionals to effectively and ethically address and support employees’ mental health and well-being on an individual and organizational scale.
This interactive webinar will provide actionable insights on:
The main causes and negative effects of stress at work.
Strategies for how HR and L&D can stop the stigma around discussing mental health.
Techniques for managing stress and anxiety.
Career transition coaching helps you to identify your uniqueness and understanding your aspirations. They promote self-awareness among the client and improve a person's behavioral attributes. A good career transition coach will help you review various opportunities to generate the best results. So, see this slideshow for more benefits of hiring a career transition coach.
Stop Waiting for Your Invitation: Drive Growth and Engage Strategically TodayBizLibrary
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and tech-savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!
www.bizlibrary.com
Crawl, Walk, Run: Scaling Candidate Engagement for Every OrganizationShelly Myers
As more and more organizations realize the benefits of an engaged workforce, they are turning their attention to fostering that engagement before a new employee even walks in the door on day one—what we call candidate engagement.
And for good reason. According to LinkedIn’s Talent Trends Report, 83 percent of candidates say a negative interview experience can change their mind about a role or company they once liked. On the other hand, 87 percent of candidates say a positive interview experience can change their mind about a role or company they once doubted.
The benefits of candidate engagement and excellent candidate experience are clear. However, with so many tips, hacks, and strategies out there, it can be hard to pinpoint where you should invest your time, money, and effort to get the greatest results. You need to know which ideas will work for your unique organization.
Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Creating a Compensation and Budget Plan (and How to Get Your CFO on Board)BambooHR
As the end of the year approaches there is a lot to look forward to. Holiday celebrations, office parties, and a fresh, new year...oh, also, working on your organization’s compensation and budget plan. While a compensation and budget plan might not be your favorite part of the year’s end, with a little help, it definitely won’t be the worst part! BambooHR and PayScale have a few tricks up their sleeves to help your HR team wow your CFO with a 2020 plan.
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
Training Program of Dreams: If You Market It, They Will ComeBizLibrary
“I don’t know where to begin…. I’m not the expert. I don’t have enough time. I’ve tried this before.” Sound familiar? While marketing your training program can seem like a daunting task for HR and L&D professionals, it is actually much simpler than you might imagine. During this session, you will learn how to overcome these common challenges and understand the effect marketing has on your overall training program success.
This session’s key learning objectives:
-How to build excitement around your training program and drive utilization through a marketing strategy
-Examples you can use to measure the success of your marketing efforts
-An easy process to create simple resources that anyone can produce without marketing experience
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many HR and L&D departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen.
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
Addressing Mental Health in the WorkplaceBizLibrary
Let’s face it: Work can be stressful. In fact, the Attitudes in the American Workplace VII report found that 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. Although the conversation around mental health is becoming less stigmatized, it’s still a difficult topic to discuss in the workplace. In addition to the red tape and legal concerns, leaders may not feel comfortable advising others because they, themselves, are also grappling with mental health concerns.
This complimentary Training Industry webinar, sponsored by BizLibrary, will empower human resources (HR) and learning and development (L&D) professionals to effectively and ethically address and support employees’ mental health and well-being on an individual and organizational scale.
This interactive webinar will provide actionable insights on:
The main causes and negative effects of stress at work.
Strategies for how HR and L&D can stop the stigma around discussing mental health.
Techniques for managing stress and anxiety.
Career transition coaching helps you to identify your uniqueness and understanding your aspirations. They promote self-awareness among the client and improve a person's behavioral attributes. A good career transition coach will help you review various opportunities to generate the best results. So, see this slideshow for more benefits of hiring a career transition coach.
Stop Waiting for Your Invitation: Drive Growth and Engage Strategically TodayBizLibrary
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and tech-savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!
www.bizlibrary.com
Crawl, Walk, Run: Scaling Candidate Engagement for Every OrganizationShelly Myers
As more and more organizations realize the benefits of an engaged workforce, they are turning their attention to fostering that engagement before a new employee even walks in the door on day one—what we call candidate engagement.
And for good reason. According to LinkedIn’s Talent Trends Report, 83 percent of candidates say a negative interview experience can change their mind about a role or company they once liked. On the other hand, 87 percent of candidates say a positive interview experience can change their mind about a role or company they once doubted.
The benefits of candidate engagement and excellent candidate experience are clear. However, with so many tips, hacks, and strategies out there, it can be hard to pinpoint where you should invest your time, money, and effort to get the greatest results. You need to know which ideas will work for your unique organization.
Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
LinkedIn Talent Insights Launch Guide for Program ManagersPamela Foo
The way to a successful launch. This playbook will set your organization up for success as it rolls out Talent Insights.
1) Build awareness and support
2) Set your team up for success
3) Track and measure success
4) How we can work together
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
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Crawl, Walk, Run: Scaling Candidate Engagement for Every Organization
1.
2. JD Conway
Head of Talent Acquisition
BambooHR
Chad Roudebush
Recruiter & Recruitment Marketing Manager
Jobvite
3. The competition for talent is high.
3.9%
unemployment
rate
4
job changes within first
10 years
4. 83%
a negative experience
can change their mind
87%
a positive experience
can change their mind
Candidate engagement makes the difference.
5. What are you doing now?
What can you do to get to the next level?
1. Employer Branding
2. Recruitment Marketing
3. Applications and Sourcing
4. Screening and Interviews
5. Offer Letter and Pre-Onboarding
8. bamboohr.com jobvite.com
Level 1 - Use What You Have
● Create and refine careers page
● Maintain consistent contact with candidates
● Utilize social channels for clear, consistent branding
10. bamboohr.com jobvite.com
Level 2 - Know Your Audiences
● Start personalizing content for various audiences
● Understand each team within your organization
● Work with marketing team to build content for
career site or social channels
16. bamboohr.com jobvite.com
Level 1 - Find Your Target
● Choose efforts wisely
● Target for highest priority positions
● Select channels where you’ll reach target candidates
● Build on strengths instead of branching out to new
channels right away
18. bamboohr.com jobvite.com
Level 2 - Maintain Contact
● Create content for the right channels and in the right formats
● Build evergreen campaigns to continually send out content
● Watch trends and establish your own benchmarks
● Identify where your efforts have been the most effective
20. bamboohr.com jobvite.com
Use email campaigns to reach
out to new communities
Use landing pages to collect
more info about your
audiences
Email follow-ups keep talent
engaged
22. bamboohr.com jobvite.com
Level 3 - Get Specific
Use reports to understand and improve your
marketing efforts:
● Source report conversions
● Funnel report conversions
23. bamboohr.com jobvite.com
Level 3 - Get Specific
● Visit people in person
● Research user groups and discover where
candidates are hanging out
● Attend events
● Seek out speaking opportunities
26. bamboohr.com jobvite.com
Level 1 - Remove Obstacles
● Test your own application process
● Set expectations
● Keep application simple and focused on only
the necessary info
29. bamboohr.com jobvite.com
Level 2 - Narrow the Pool
● Focus on high-touch sourcing for key departments
or evergreen positions
● Find the balance between personalization and
high-touch communication
● Turn to your talent pools for initial outreach
● Research and cut down list
● Don’t be afraid to shut down job postings if you
have enough candidates
34. bamboohr.com jobvite.com
Level 1 - Use What You Have
● Set clear expectations for candidates
● Set clear objectives for hiring committees
● Keep it short (fewer rounds of screening/interviews)
● Keep it simple (small hiring panels)
37. bamboohr.com jobvite.com
Level 2 - Provide Guidance
● Create interview kits for hiring team
● Provide insight into product, pitch, market of your
organization
● Identify contacts for each step of the process
● Offer the right resources for each candidate (some may want
to see the product they’re building; others may want to hear a
demo of a sales pitch)
39. bamboohr.com jobvite.com
Level 3 - Refine the Process
● Internal education
○ Train and scale recruiting team
○ Train existing managers
○ Incorporate training into leadership
onboarding
● Document process (understand the what and why)
● Search for more ways to optimize processes and
create positive experiences
42. bamboohr.com jobvite.com
Level 1 - Create
Excitement● Send automated offer letter
● Provide a glimpse of what it’s like to work at your org
● Include benefits information early
● Maintain communication to prevent drop-off
44. bamboohr.com jobvite.com
Level 2 - Amplify Your Efforts
● Communicate in between offer and onboarding
● Automate onboarding steps and initiate earlier
● Use self-onboarding to speed up process
46. bamboohr.com jobvite.com
Level 3 - Involve Managers
What are some things managers can do?
● Educate on job responsibilities
● Invite to team lunch
● Send pictures
● Introduce team members
● Forge personal connection
● Answer questions
51. Takeaways
● Candidate engagement can happen at every org level
● Analyze your current efforts and map where you want to be
● Identify your next level in each area:
○ employer branding
○ recruitment marketing
○ applications and sourcing efforts
○ screening and interviews
○ offer letters and pre-onboarding
● Measure the impact of your efforts
Claire
Introduce webinar
• housekeeping, submit questions, etc.
Claire
JD and Chad will intro themselves
JD Conway - Head of Talent Acquisition at BambooHR
JD has over a decade of experience in talent acquisition acting as both a third-party recruiter for boutique technical recruiting firms and as an in-house technical recruiter. His work includes managing talent acquisition teams in high-growth SaaS companies and servicing Fortune 500 clients for the world’s largest recruiting corporation.
From organizational health and development to recruitment marketing and employer branding, JD has used his expertise to change the very way companies structure and view the functions of talent acquisition.
JD believes in empowering executives and HR leaders to focus on the human nature of human capital and in teaching through experience how a people-first approach can dramatically impact their bottom line.
BHR
Why does candidate engagement matter? The numbers: 3.9% unemployment rates, 70-year lowThe numbers: millennials (born 1980 and after) are changing jobs 4 times during their first decade out of college.
Additional Stat
Jobvite (Sir Chad)
You can’t afford poor candidate engagement:
83% of job seekers say a negative interview experience can change their mind about a role or a company they once liked.And 87% say a positive experience can change their mind about a role or company they once doubted.
JOBVITE
What we are going to cover
BHR
BHR
BHR
Maintain consistent contact with candidates
Create and refine careers page
Utilize social channels for clear, consistent branding
Use your social channels to provide a snapshot of what it’s like to work at your organization. Include employee testimonials, stories, and experiences. The more you do this, the more you encourage candidates to picture themselves working for you. I think we do a solid job at this on our own BambooHR social media channels. As one example, we consistently share our employees’ photos from their paid paid vacations. I think potential candidates see that and take notice. They might think, “Hey it would be nice to have that benefit” or even “Where would I want to go on my paid paid vacation if I had one?” That kind of inside-look at what it’s like working at your organization can attract a lot of great attention.
Social posts with real people typically perform better than product or business related content, so it’s likely your social team has some content on employee stories, testimonials already
JOBVITE
JOBVITE
Start personalizing your content for different audiences and expand beyond the general EVP
Spend time with your teams to understand where they hang out (beyond work), figure out where they conduct their job searches, and what they’re excited about the roles, and address what the unpopular parts of their job.
Work with your design team or marketing team to build content that features those traits to promote on your social channels and make your career site incredible
More than a third of hires come from your career site; another third come through your job boards. Make sure both feature a great brand. *Source: 2018 Jobvite Benchmark Report
BHR
BHR
Forge good relationships
creating brand advocates across org
focus on internal & educating employees so they can be advocates
A study from the Talent Board showed that candidates share their positive recruiting experiences with their friends, family, colleagues, etc. over 81% of the time. Likewise, they share their negative experiences 66% of the time. And with social media, their experience becomes even more visible: candidates share their positive experiences online (think Glassdoor, Linkedin, Facebook, etc) 51% of the time, and negative experiences 34 % of the time
start splitting up responsibilities & scaling other pieces of brand (make someone in charge of brand efforts)
JOBVITE
Create an incredible campaign like Heineken that connects the candidate to the brand and EVP: https://goplaces.theheinekencompany.com/en
They ask “Would you rather be world famous or have strong roots? Which tie into personality types but are also phrased to connect to their EVP because they’re actually both. It shows career paths, starting as a brewer to head of brewer management, showing different paths and internal mobility
https://cl.ly/a6008e37e552
https://cl.ly/ab385fe2b34d
https://cl.ly/0b72d7d6298d
BHR
BHR
BHR
Be choosy in functions you pursue
Target for highest needed positions
Who is the target audience?
Where will they find the ad?
What would entice them to apply?
In other words, why would your target candidate want to apply for the job? Is your company culture spectacular? Is there room for growth? Highlight the appealing things about the position.
Finally, ask will this ad appeal to the ideal candidate?
Choose channels that will be most effective for priority positions
New channels are growing: According to Jobvite’s (Jobvite is our partner) 2017 Job Seeker Study, almost a quarter of job seekers applied to their current or most recent job via LinkedIn.
test in small amounts of personas and ad types
For example, if your organization wants to hire a senior marketing manager, it’s probably not worth your time or money to post it on Facebook--that’s not where your ideal candidate will find it. Don’t be afraid to ask for this kind of information from job boards; they should be able to provide you with case studies, demographics, and other data to help you determine if theirs is a board that might attract the people you want to reach. If it’s not, don’t waste your time and money.
Start with channels where you’re already strong
don’t start an instagram account if most of your prospective candidates are on LinkedIn.
JOBVITE
Create enough content coming out in the right channels and formats
Create evergreen campaigns that are continually sending out general content to your talent pools; create a mix of job and company information so you’re capturing people with different topics
Pay attention to your trends. Benchmark data is a helpful starting point, but you should be measuring your own average open and conversion rates (to filled out forms, applications, etc).
Look at where recruitment marketing has been most effective: you may find it’s not worth engaging certain roles or departments
Make sure you’re working beyond the reqs. People have signed up to your talent pool because they’re interested in your organization, not just that one position. Send out information about your org and ask them for their feedback and thoughts
JOBVITE
(SE Health example)
JOBVITE
BHR
BHR
Source report conversions
Funnel report conversions
Measure your end-to-end process
JOBVITE
Get out and visit people in person
research user groups and find out where your candidates are hanging out
Attend events, sign up for speaking opportunities
BHR
BHR
It sounds commonplace, but many recruiters have applications that they’ve never applied to themselves. Walk in the candidate’s shoes! Apply for your own jobs to learn about the process!
Make your application as simple as possible
In a case study from the 2017 Talent Board Candidate Experience Report, one recruiting professional from CH2M explained:
“...we’ve simplified our application process, eliminating two full pages of application data that previous candidates had to fill out. Also, we’ve added content right before candidates begin their application. For example, immediately after candidates click ‘Apply,’ we’ve added a page that tells candidates how long the application process should take, what pieces of information they’ll need, and how they’ll best complete the application...This serves as a bit of a self-selection point, in which some candidates may opt-out entirely based on knowing more about our full process, while others may return later to complete their application.”
Speaker: BHR
Shorter applications not only have a higher click to apply rate, they cost you less too.
These reports from Appcast show that shortening your average time to apply may increase your applicant flow by 300%
Source: https://info.appcast.io/hubfs/%5BMini%20Book%5D%209%20Steps%20for%20Optimizing%20Job%20Ad%20ROI.pdf
JOBVITE
JOBVITE
Focus on high-touch sourcing on key departments or evergreen positions, rather than taking a spray and pray approach to your talent pool.
Find the balance: Make them personal but include higher numbers of touches for candidates. Test out 3 personalized and 2 general emails versus 5 perfectly crafted and tailored emails. You don’t need to fully customize everything you do.
Use your talent pools for your first outreach about applications, create urgency and a feeling of exclusivity. Offer up jobs to select people that fit your targets
Have the discipline to research and cut list down, crafting messages and descriptions, start sourcing before posting (breadcrumbing = reach out to top 10 candidates w/ message at same time you launch the job)
Think about shutting down postings or limiting postings if you have enough candidates to focus on
BHR
Scaling further to specialize knowledge bases
Increasing headcount in recruiting can mean that you can prioritize and specialize more
Specialize in:
Different candidate types
Different channels
Specific teams or departments w/in org (what we do at BambooHR)
BHR
BHR
Set clear expectations for candidates
According to 2017 Talent Board Candidate Experience Report, candidates who rated their hiring experience as 1 star (out of 5), 46% withdrew their applications due to disrespect of time during interviews. In contrast, among candidates who gave their experience a great 5-star rating, only 1.4% left due to disrespect of time.
Set clear objectives for hiring committees
Keep it short (fewer rounds of screening/interviews)
Keep it simple (small hiring panels)
BHR
Create a small but strong interview team who agree on what they’re interviewing for, both as a whole and individually
Google’s People Analytics team found that four interviews were enough to predict whether someone should be hired at Google with 86% confidence. After the fourth interviewer, the increase in accuracy dropped off dramatically — with each additional interview, the accuracy of the mean interview score’s ability to predict a hire/no hire decision increased less than one percent.
JOBVITE
JOBVITE
Create interview evaluations and kits to help guide your interview team; they take more work than a kickoff meeting or call but they can help guide your team toward better results (with less bias if you’re ahead of the game)
Depending on the role, great candidates may want more insight into the product, the pitch, or the market that they’ll be hired to work within
Think of the inbetween: identify contact people for every step of the day from parking and arrival to their welcome to those minutes between interviews
Offer up different resources to different candidates: some candidates will want to see the product they’re building, others want to hear a demo of what they’ll be selling
BHR
BHR
continuous internal education
training and scaling training (what is good interview training vs what are gimmicks?)
Ex: slide deck and meetings we use at BambooHR to train managers
interview training with leadership onboarding (new manager training)
documentation of process/what and why
finding more and more ways to clean processes and keep experiences positive
“Process Engineer” experience
**Chad (Run, creating a training > this candidate is now your customer)
Chad Intros
BHR
BHR
if you’ve given great candidate experience then offer phase is easier
make everything as efficient as you can (automated offer letter- find the right tools for clean offer letter phase)
provide confidence and create excitement about joining your org
Provide picture of what it’s like at company
Make team introductions
Answer questions about job
Send benefits information early so offer phase is less back-and-forth (and for educating spouses/partners/families)
Maintain consistent communication to prevent drop-off and counter offers (address counter offers early on)
JOBVITE
amplifying efforts to prevent drop-off
Self-onboarding
communicate in between offer and onboarding
automate onboarding steps and initiate earlier
JOBVITE
Start ensuring managers are invested and understand role in this phase
What are some things managers can do to be involved (beyond interviewing)?
Things managers can do:
Educate
invite to team lunch
send pictures
introduce team
forge connections and answer questions
JOBVITE
JOBVITE
Time on Career Site
Application Rates
Are your candidates getting enough information and being engaged in your reqs to apply?
BHR
Drop-off rate
Voluntary turnover
New-hire turnover (Look at feedback from exit interviews)
Factor in cost per hire/conversion
feed info back to managers to refine efforts and strategy (float over to managers)
JOBVITE
NPS
Candidate Engagement Scores
It takes more time to implement surveys and the processes to support them, but quantifying your qualitative feedback is a great way to hear from everyone directly and understand the nuances of people’s experiences and measuring the trends
JOBVITE
Candidate engagement can happen at every org level
Analyze your current efforts and map where you want to be
Identify your next level in each area:
employer branding
recruitment marketing
applications and sourcing efforts
screening and interviews
offer letters and pre-onboarding
Measure the impact of your efforts
Chad throws to JD for final thoughts at the end