There’s a big difference between employer branding and recruitment marketing.
They’re both a key part of building a successful hiring strategy, but many HR and talent acquisition professionals use them synonymously (or even get them confused). If you want to attract the best-fit talent for your team, it’s crucial to understand how the two concepts are unique—and how they can complement each other.
In this deck, Abigail Horne, Senior Talent Acquisition Manager at Bettercloud will break down the key differences between employer branding and recruitment marketing, and how to use them together to boost your recruiting efforts.
The future of work comes as you fast. When you blink, it’s here. As a recruiter, it’s crucial we keep pace with all the things happening around us that can impact our ability to identify, engage, and attract candidates. This webinar, hosted by recruiting veteran Lars Schmidt, will explore the impact of coming trends on recruiting, and provide actionable tips and recommendations on how to stay on top of what’s now and what’s next.
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
Candidate is king - your employer brand mattersRohan Shah
In a time where there is a shortage of talent, organisations must invest in their employer brand in order to attract and retain the best candidates to grow their business. This document is co-produced with Creed Comms, an employer brand specialist, and will run through what an employer brand is made up of and who is doing it well.
Lessons learned from growing LinkedIn to 400m members - Growth Hackers Confer...Aatif Awan
Aatif Awan, Head of Growth & International products at LinkedIn, shares LinkedIn's growth story, why principles matter more than tactics and other lessons learned from growing to 400M members.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Empowering You to Empower Them: The Ultimate Guide to Creating a Strong and E...Aggregage
Join Robin Zaragoza, product coach and CEO of The Product Refinery, as she shares tips on how to create a powerful Value Proposition that keeps your customer at the heart of your product development process.
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
The future of work comes as you fast. When you blink, it’s here. As a recruiter, it’s crucial we keep pace with all the things happening around us that can impact our ability to identify, engage, and attract candidates. This webinar, hosted by recruiting veteran Lars Schmidt, will explore the impact of coming trends on recruiting, and provide actionable tips and recommendations on how to stay on top of what’s now and what’s next.
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
Candidate is king - your employer brand mattersRohan Shah
In a time where there is a shortage of talent, organisations must invest in their employer brand in order to attract and retain the best candidates to grow their business. This document is co-produced with Creed Comms, an employer brand specialist, and will run through what an employer brand is made up of and who is doing it well.
Lessons learned from growing LinkedIn to 400m members - Growth Hackers Confer...Aatif Awan
Aatif Awan, Head of Growth & International products at LinkedIn, shares LinkedIn's growth story, why principles matter more than tactics and other lessons learned from growing to 400M members.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Empowering You to Empower Them: The Ultimate Guide to Creating a Strong and E...Aggregage
Join Robin Zaragoza, product coach and CEO of The Product Refinery, as she shares tips on how to create a powerful Value Proposition that keeps your customer at the heart of your product development process.
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
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.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
[Webinar] Supercharge Your Candidate Experience | SnagajobSnag
Creating a seamless, “wow” experience for candidates gives you a competitive edge in today’s hyper-competitive hiring market. But what are hourly job seekers’ expectations? And what can you do right now to exceed them and win over the best candidates?
Check out Snagajob’s free “Supercharge Your Candidate Experience” webinar presentation with recruiting experts from Catch Talent to:
-- Uncover what 2,000+ hourly job seekers’ told us they expect during the application, interview and onboarding experience
-- Get best practices on developing your talent pipeline to increase candidate quantity and quality
-- Learn the latest candidate communication strategies proven to increase engagement
-- Find out how to leverage—and create!—your Employer Value Proposition to help your company stand out
Recruiting the Modern Job Seeker: What You Need to KnowJobvite
56% of recruiters are hurting for qualified candidates. Are you happy with your pipeline of quality candidates? Do you know what makes the qualified job seeker tick?
Join Jobvite's VP of Marketing, Matt Singer, and learn what’s driving the modern job seeker, what they want in a new position, and how to use this information to your recruiting advantage.
This presentation will highlight:
- How your location affects job seekers’ job outlooks
- Which benefits are most important to your candidates (besides $$)
- Where job seekers say they found their best and most satisfying jobs
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strateg...Emma Mirrington
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for the organisation to recruit great talent. But what techniques and programs inspire those employees to do better work?
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Secret to Successful Job Postings: Understanding Job Seeker Behavior to M...Snag
On any given job site on any given day, there are millions of job descriptions. That makes it increasingly difficult to stand out and attract the best candidates. There are plenty of best practices out there for writing job descriptions, but the key to maximizing your company’s visibility and applications is understanding the way job seekers think … and act.
Check out our “The Secret to Successful Job Postings" presentation, featuring Snagajob’s expert on writing job descriptions to:
-- Find out how to write a job description that will increase your clicks and application rate
-- Discover the keywords that will make your job descriptions stand out above your competitors
-- Learn how the hourly industry is uniquely impacted by current market conditions … and how that affects job seeker behavior
-- Get real-life examples on how to write job a description, plus the five key things that every job post should include
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
Leader's Guide to Motivate People at WorkWeekdone.com
Motivation leads to higher performance, morale and productivity. Nevertheless, 30% of executives say that motivating their employees is their toughest job. We are here to help you out by giving answers to the following subjects:
- Why motivation matters?
- Cost of disengaged employees
- What really motivates people? Science and data
- Practical 6 step guide to motivate people at work
#FIRMday London 28/04/16 - reed.co.uk 'Revealed - more of what your candidate...Emma Mirrington
Neil Millett, Marketing Manager reed.co.uk shares the results of over 1800 candidates on how things have changed in 12 months. All new insights including: What candidates do to inform an opinion of your employer brand. The long term impact of positive and negative recruitment experiences. How industry affects candidate recruitment expectations
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
How to Close Candidates Faster and Navigate Counter OffersGlassdoor
To attract and close the best talent, companies need to amplify their employer story (and brand), improve their application and interview processes and give candidates the right information at the right time to build trust in their organization. In fact, the more a job candidate knows about an employer—its culture, its mission, its workforce, its brand—the better they can decide if the position (and company) is right for them. For employers, the more knowledgeable the candidate, the better the potential fit.
What if you asked your top four employees to articulate the vision and purpose of your company? Could they do it? What about its business model and strategy? How about explaining their roles and the outcomes for which they have stewardship?
Chances are even your best people would struggle with that exercise. And if they have a hard time, imagine what that implies about the rest of your team.
Those simple questions reveal the level of line of sight you have in your business. And without line of sight, it is virtually impossible to have an engaged workforce.
With that in mind, VisionLink discusses the important role of employee alignment in creating sustained success in all aspects of talent management and performance—and how to create a pay strategy that reinforces the vision and mindset you want your employees to have.
To view a recording of this webinar, visit: http://www.vladvisors.com/compensation-knowledge-center/webinars/how-to-improve-line-of-sight-and-why-it-matters
To learn more about VisionLink, visit: www.vladvisors.com
Overview on Marketing: Inbound Marketing vs. Outbound Marketing. Presentation details the best methods to use for marketing to today's social, connected business community and consumer.
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.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
[Webinar] Supercharge Your Candidate Experience | SnagajobSnag
Creating a seamless, “wow” experience for candidates gives you a competitive edge in today’s hyper-competitive hiring market. But what are hourly job seekers’ expectations? And what can you do right now to exceed them and win over the best candidates?
Check out Snagajob’s free “Supercharge Your Candidate Experience” webinar presentation with recruiting experts from Catch Talent to:
-- Uncover what 2,000+ hourly job seekers’ told us they expect during the application, interview and onboarding experience
-- Get best practices on developing your talent pipeline to increase candidate quantity and quality
-- Learn the latest candidate communication strategies proven to increase engagement
-- Find out how to leverage—and create!—your Employer Value Proposition to help your company stand out
Recruiting the Modern Job Seeker: What You Need to KnowJobvite
56% of recruiters are hurting for qualified candidates. Are you happy with your pipeline of quality candidates? Do you know what makes the qualified job seeker tick?
Join Jobvite's VP of Marketing, Matt Singer, and learn what’s driving the modern job seeker, what they want in a new position, and how to use this information to your recruiting advantage.
This presentation will highlight:
- How your location affects job seekers’ job outlooks
- Which benefits are most important to your candidates (besides $$)
- Where job seekers say they found their best and most satisfying jobs
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strateg...Emma Mirrington
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for the organisation to recruit great talent. But what techniques and programs inspire those employees to do better work?
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Secret to Successful Job Postings: Understanding Job Seeker Behavior to M...Snag
On any given job site on any given day, there are millions of job descriptions. That makes it increasingly difficult to stand out and attract the best candidates. There are plenty of best practices out there for writing job descriptions, but the key to maximizing your company’s visibility and applications is understanding the way job seekers think … and act.
Check out our “The Secret to Successful Job Postings" presentation, featuring Snagajob’s expert on writing job descriptions to:
-- Find out how to write a job description that will increase your clicks and application rate
-- Discover the keywords that will make your job descriptions stand out above your competitors
-- Learn how the hourly industry is uniquely impacted by current market conditions … and how that affects job seeker behavior
-- Get real-life examples on how to write job a description, plus the five key things that every job post should include
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
Leader's Guide to Motivate People at WorkWeekdone.com
Motivation leads to higher performance, morale and productivity. Nevertheless, 30% of executives say that motivating their employees is their toughest job. We are here to help you out by giving answers to the following subjects:
- Why motivation matters?
- Cost of disengaged employees
- What really motivates people? Science and data
- Practical 6 step guide to motivate people at work
#FIRMday London 28/04/16 - reed.co.uk 'Revealed - more of what your candidate...Emma Mirrington
Neil Millett, Marketing Manager reed.co.uk shares the results of over 1800 candidates on how things have changed in 12 months. All new insights including: What candidates do to inform an opinion of your employer brand. The long term impact of positive and negative recruitment experiences. How industry affects candidate recruitment expectations
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
How to Close Candidates Faster and Navigate Counter OffersGlassdoor
To attract and close the best talent, companies need to amplify their employer story (and brand), improve their application and interview processes and give candidates the right information at the right time to build trust in their organization. In fact, the more a job candidate knows about an employer—its culture, its mission, its workforce, its brand—the better they can decide if the position (and company) is right for them. For employers, the more knowledgeable the candidate, the better the potential fit.
What if you asked your top four employees to articulate the vision and purpose of your company? Could they do it? What about its business model and strategy? How about explaining their roles and the outcomes for which they have stewardship?
Chances are even your best people would struggle with that exercise. And if they have a hard time, imagine what that implies about the rest of your team.
Those simple questions reveal the level of line of sight you have in your business. And without line of sight, it is virtually impossible to have an engaged workforce.
With that in mind, VisionLink discusses the important role of employee alignment in creating sustained success in all aspects of talent management and performance—and how to create a pay strategy that reinforces the vision and mindset you want your employees to have.
To view a recording of this webinar, visit: http://www.vladvisors.com/compensation-knowledge-center/webinars/how-to-improve-line-of-sight-and-why-it-matters
To learn more about VisionLink, visit: www.vladvisors.com
Overview on Marketing: Inbound Marketing vs. Outbound Marketing. Presentation details the best methods to use for marketing to today's social, connected business community and consumer.
Who Really Has Time for SEO? Aligning Internal Teams for Success at a B2B Org...Conductor
One of the most difficult challenges in achieving success with SEO and Content Strategy at a B2B organization with many divisions isn’t knowing what to do, it’s getting it done. Gaining alignment and buy-in across numerous business functions and teams can be a nightmare, especially when you have tangible results to achieve. Matt Crowley (MoreVisibility) and Greg Tucker (RSM US LLP) will discuss how B2B organizations like RSM US LLP can achieve alignment on their SEO and Content strategy.
Find out how an organization with 38,000 team members across 760 offices in 120 different countries is able to achieve alignment on their SEO goals, even when embarking on a global re-branding and website re-design initiative.
Presentation by:
Matt Crowley - MoreVisibility
Greg Tucker - RSM US LLP
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
Hiring Hacks: How to Foster a More Diverse and Inclusive WorkplaceGreenhouseSoftware
Diversity in the workplace has so many benefits: It helps ensure your company reflects the clients you serve and the world around you, it creates a positive work environment, and it leads to better business results.
But it can still be a challenge for organizations to hire and retain employees from diverse backgrounds.
In this webinar, you’ll learn from two experts who will discuss:
- The value of diversity and why companies should care
- How to create specific diversity goals and metrics
- Tips for companies to prioritize their diversity and inclusion for 2017
- Tangible steps towards implementing a diversity plan company wide
An eBook for small and medium size businesses, start-up, and entrepreneur. The value and importance of marketing is not always understood by business owners until it’s either too late or the business is so far behind their competitors that they are forced to play an expensive and time-consuming game of “catch-up” if they want to stay relevant to today’s savvy customer.
Chicago Rebels of Recruiting Roadshow | Jessica Steinberg from CDK GlobalGlassdoor
Jessica Steinberg from CDK Global talked about cultivating ambassadors to increase your brand reach at the Glassdoor Chicago Rebels of Recruiting Roadshow!
Stephanie Söhnchen [ShareNOW], Give Them What They're Asking For: Using Data ...Khoros
74 percent of online consumers get frustrated when content is not personalised to their interests. With the data available, brands should deliver the experiences their audiences ask for across channels. Join this session to learn how you can unlock key insights to drive lasting customer loyalty.
Many companies attempt internal branding in an ad hoc and unstructured way. Most believe some great quotes, bright decors and greens thrown in makes for internal branding. In this white paper, Browne & Mohan consultants share an approach that can be used to roll out impact making internal branding exercise.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Be Where Your Audience Is: Using Conversion- Driven Channels to Move Up the F...Tinuiti
In today’s rapidly evolving digital landscape, it’s crucial to be where your audience is, and we’re here to show you how.
Join us in this transformative session. We’ll explore essential tactics for building awareness from the channels normally thought of as bottom of the funnel. Discover how to implement diverse approaches across conversion-driven channels and critically position your brand to capture audiences higher up in the funnel. Uncover where your audience actively seeks information and lean into awareness-building campaigns there. Seize this opportunity to drive your brand’s awareness and make this holiday season one for the books. Don’t miss out!
Marketing organizations are constantly challenged to keep all the pieces of their brand glued together. From traditional advertising, online, direct, and the next generation of social media, brands have never been at greater risk of becoming fragmented and diluted.
This brief presenation is an high-level review of how to ensure your Creative Services Department is a good postion to support your brand.
This was presented during the Seminar on E-commerce and Internet Marketing at MSU- College of Business Administration last November 7, 2015. The theme of the said seminar was “Enhancing Entrepreneurial Skills through E-Commerce and Internet Marketing.”
Similar to Employer Branding vs. Recruitment Marketing (And How to Use Them Together) (20)
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
You’ve worked hard to get your business to the point it’s at today and it’s exciting to see your customer base and revenues grow. But structuring your organization to scale while ensuring your Talent and People teams have the strategies and support they need to scale your internal team isn’t something you’ve accounted for.
Experts, Kelli Dragovich, Senior Vice President of People at Hired and Will Blaze, Senior Technical Recruiter at Peloton join Ariana Moon, Senior Recruiter at Greenhouse to provide insights on growing responsibly.
Through this presentation you'll learn how to:
- Build a foundation for scalable growth
- Address hiring needs to match company growth
- Operationalize your core values
- Source and interview top talent at high volume to maintain growth
- Maintain company culture through culture add
Hire Top Talent: Using New Hire Performance Data to Improve HiringGreenhouseSoftware
As your organization grows and your recruiting team makes more and more hires, the ultimate measure of success is how those new hires perform. To get to a place where you can report on this data, you must focus your team on outcomes and build strong relationships with your hiring managers.
On Wednesday, June 13, 2018, Lauren Holzer, Director of Talent Acquisition at WeddingWire joins Greenhouse Customer Success Manager, Rosa Gandler to discuss how to improve your hiring process through team alignment and iterating on data.
In this webinar you’ll learn how to:
- Focus your team on outcomes
- Build hiring manager relationships and process alignment
- Leverage performance data to iterate on existing processes
As the end of the academic year rapidly approaches, forward-thinking companies are preparing campus recruiting events to increase visibility and source new college graduates. Among these new grads? The first wave of Generation Z.
Entrepreneurial, highly individual and true digital natives, Gen Z-ers have a unique perspective on work and their careers. They also have different sets of needs and interests. So what does it currently take to win at campus recruiting?
In this webinar, Red Ventures and Revature will discuss how campus recruiting helped them reach their hiring goals, the strategies they are evolving to reach this new wave of talent, and how getting your jobs in front of informed candidates can give your company a big advantage.
How Programmatic Technology, not AI, Will Impact the Recruiting IndustryGreenhouseSoftware
The recruiting industry is running on business models like Cost per Applicant, monthly subscriptions and Cost per Click - pricing models that have no notion of quality or fit. When you pay for clicks, you get clicks. Enter programmatic, a technology that has been transforming industries like Digital Advertising and E-commerce for over a decade with a simple notion - buyers deserve to know what they are buying. You would never buy a car without knowing exactly what it is, why would you buy an ad placement or a candidate without knowing anything about it?
In this webinar, you'll learn why programmatic, not AI, is the real technology driving transformation in recruiting. Learn how it is connecting recruiters, job seekers and job sites in a network of trade that will make all parties more successful. How it will make qualified talent available to you, anytime, on demand and cutting weeks from the hiring process. And it how will make the job search experience more human and rewarding, allowing candidates to quickly connect with interested potential employers.
Finally, you'll hear from a mutual Greenhouse and Uncommon customer how programmatic technology has improved their recruiting experience.
6 Recruiting & Onboarding Trends for Long-Lasting Employee RetentionGreenhouseSoftware
The average cost to hire per employee is at an all-time high—$4,129, which means recruiting the right talent and onboarding them effectively is more critical to companies’ bottom lines than ever. Because of this, Greenhouse and Quantum Workplace partnered to create an eBook filled with the research, trends, and advice you need to implement a strategy that works, using data from nearly 400 HR and business leaders.
Now, we’re bringing the eBook to life through a webinar. Recruiting and onboarding experts at Greenhouse and Quantum Workplace will offer their own personal experiences and perspectives on top recruiting and onboarding trends.
How Kabbage Defines their Ideal Candidate – A New Approach to a Standard Job ...GreenhouseSoftware
Even after going through the necessary steps to post a job description to your careers page, have you ever been left with curiosity around what the role is really about? In a competitive marketplace it’s essential that job descriptions are unique, to the point, and stand out among the rest.
But where do you begin to make that happen? And how can you ensure you have a compelling job description if your hiring manager repurposes old ones?
Kabbage, a financial technology also recognized as a 2017 Best Place to Work by Glassdoor has redesigned their entire job description process. They’ve pushed away the standard job description and incorporated a process that leaves the company and applicant knowing exactly what the ideal candidate looks like.
You’ll learn:
- How to create a strong partnership with your hiring manager (from job kick-off to new hire orientation)
- Critical thinking strategies to create an effective and appealing job description
- Tactics to bring in more qualified candidates in your recruiting pipeline and enhance the candidate experience
Hiring Hacks: Beyond the Buzzword – How to Improve your Candidate ExperienceGreenhouseSoftware
Are you curious what makes a great candidate experience?
Candidate experience may be a bit of a buzzword. We get it.
But did you know that a great candidate experience can improve your quality of hire by 70%?
It starts from the moment the candidate looks at the job on your careers page and continues through every step of the hiring process.
Join Checkr and Greenhouse to learn:
- Why candidate experience matters
- 3 key elements that drive a memorable candidate experience
- How new software tools are redefining what a modern candidate experience looks like
Hiring Hacks: What to look for when considering new technology to recruit & r...GreenhouseSoftware
Technology is not about streamlining your processes—although that’s an important piece.
What’s often challenging is during growth, it seems easier to stick with the old technology for the fear that the new technology will cause too much complexity.
Learning a new platform, migrating your data over, and educating the rest of the company takes time. Especially if you want to ensure you’re doing it correctly.
With these slides you'll learn:
- What to look for when considering new recruiting and onboarding technology
- How to ensure the software you purchase won’t slow you down
- Tips towards getting company buy-in
- How choosing the right technology can make you a more effective HR professional
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
Hiring Hacks: How Stripe Creatively Finds Candidates and Builds a Recruiting ...GreenhouseSoftware
One of the biggest challenges all recruiters face is where to find the best candidates. And even if you’ve found a great source of top talent, how do you keep them interested and moving through your pipeline?
The Recruiting team at Stripe has faced these challenges head on and is excited to share their tips and tricks with you. They’ve built such a strong recruiting culture that around 40% of their hires were introduced through employee referrals! Join Katie Bishop, Recruiter, and Lizz Hounshell, Recruiting Operations Manager, to discuss creative methods for sourcing candidates and how to build a company-wide recruiting culture.
You'll learn:
- Stripe’s unique approach to prospecting and building a talent pipeline in Greenhouse
- Why Stripe has embraced referrals without bonuses—and why that tactic was so successful
- How Stripe uses Teamable to scale their referral program
Ways to prioritize both diversity and referrals to build an inclusive organization
- Tips for including recruiting and referral education in your onboarding program
Hiring Hacks: How to Supercharge your Talent Brand to Attract Technical Talent GreenhouseSoftware
As a recruiter, you are likely pursuing a number of avenues to try and effectively engage technical talent. But how big of an impact are you really making if you aren't capturing and sharing your employer brand?
And what's the best way to do it?
Tarek Pertew, Co-Founder & Chief Creative officer of Uncubed explains why video is fast becoming the most important tool for recruiters to build and strengthen their employer brand and hire technical talent.
You'll learn:
- Tips for capturing and articulating your employer brand.
- The undeniable statistics & trends that show video is THE format for millennial content consumption.
- How to build and maintain a compelling tech blog.
- What immersive employer branding is and how you can use it today.
Hiring Hacks: How Twitter’s Head of Talent Acquisition Approaches Inclusion a...GreenhouseSoftware
Everyone can recognize the importance of building a diverse company, yet achieving diversity is a challenge for many companies. But there really are concrete steps you can take to drive change.
In this Hiring Hacks webinar find out what Steve Wells, Head of Talent Acquisition at Twitter is doing with Twitter’s diversity and inclusion programs. Steve will share what changes he’s made from getting executive buy-in to iterating on the hiring process, including blind testing and pipeline analysis.
In this webinar, you’ll learn:
- Which strategies Twitter has put in place to achieve their diversity goals and the outcomes they’ve had so far
- How to measure your company’s candidate pipeline and hiring track record
- Specific strategies for working with executives to achieve diversity recruiting goals
- Tips on how to calculate the ROI of different tools and techniques
Everyone knows that hiring the right people is good for your business. But can you assign a dollar amount to the cost of a good hire? The answer is yes, you can, and taking the time to make this type of calculation can lead to some eye-opening insights into what your recruiting team is doing well… and poorly.
Lou Adler, CEO and founder of The Adler Group, is recognized as one of the best recruiters in the country. His highly acclaimed Performance-based Hiring methodology has been successfully adopted by numerous companies such as Lincoln Financial, The Medicines Company, Airbnb and PPG.
In this webinar, you’ll learn:
- How to calculate the ROI of hiring every member of your team
- Which aspects of your recruiting process lead to hiring under-performers and how to address them
- Tips for focusing your efforts on hiring top performers
- The basics of the Performance-based Hiring methodology
Hiring Hacks: How Formlabs Designed a Growth-Centered Internship ProgramGreenhouseSoftware
With great growth comes great responsibility.
Some companies add to their headcount at a blistering pace, only to have to let people go when the funding runs out.
But it doesn’t have to be this way. Boston-based 3D printing startup Formlabs found a way to grow their company from 10 to 140 people in 3 years. One of the keys to their success was a robust internship program.
The People Operations team at Formlabs consists of only three full-cycle recruiters, but everyone at the company is empowered to source, hire, and manage interns, making this a truly unique program.
In this Hiring Hacks, Virginia White, head of People Operations at Formlabs, shares how Formlabs built an internship program that converted to full-time employees at a rate of 50% during its first two years, increased employer brand awareness of Formlabs in the local community, and led to some of the most productive periods of achievement in the company’s history.
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized RecruitingGreenhouseSoftware
You think you know how much work it takes to make a strong hire, but have you actually put a number to it? Under Armour has.
Over the course of 2 years, they’ve gathered enough data for MyFitnessPal, a wholly owned subsidiary of Under Armour based in San Francisco, to understand that it takes 200 outbound emails to make a single engineering hire. How did they figure this out? And how does this information affect their recruiting strategy?
Leslie Dutton, Sr. Manager, Talent Acquisition at Under Armour, has used data to help build the foundation of the recruiting program for MyFitnessPal, which tripled the size of the company in under two years and helped lead to their acquisition by Under Armour.
It’s not just about numbers, though. Leslie has found that personalization is the key component of driving a successful recruiting campaign. Join our webinar to learn how you can combine data and personalization to scale your hiring from just barely getting by to off the charts.
In this webinar, you’ll learn:
- Which metrics recruiters should be tracking
- How to make sense of the data you’ve gathered
- Tips to align your recruiting strategies with your product roadmap
- How to differentiate your employee value proposition with personalized messaging
Much like code, an engineering interview can’t contain any bugs—it must be built correctly.
So what does a good interview process look like to an engineer, and how do you get there?
This slide deck takes you through Stack Overflow’s technical interview process. Learn the stages and tools Stack Overflow uses to effectively assess technical talent while maintaining a positive candidate experience for engineers (hint: stay away from whiteboarding).
Learn:
• What Stack Overflow’s technical hiring process looks like
• How supporting remote work is a competitive recruiting advantage
– How Stack Overflow evaluates candidates’ technical—and non-technical—skills
• How to build a recruiting culture among your engineers
Hiring Hacks: An Inside Look Into Coinbase's Recruiting ApproachGreenhouseSoftware
It’s no secret that today’s recruiters are faced with the daunting challenges of competing with other companies to hire not only the best engineers, but ones that are a solid, long-term fit with the company culture.
This slide deck covers:
• The Recruiting Approach at Coinbase, including the work trial process
• Technical Recruiting Strategies, such as referral programs and tapping into your user base
• Unique Ways to Attract Talent, like developing the reputation and networks of your engineering leads
• Best Practices on Creating an Exceptional Candidate Experience
• Scaling Culture and hiring people who are genuinely passionate about your product
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Employer Branding vs. Recruitment Marketing (And How to Use Them Together)
1. Employer Branding vs.
Recruitment Marketing
(And How to Use Them Together)
Wednesday, August 22, 2018
11:00 a.m. PST // 2:00 p.m. EST
2. Hi, I’m Jen
Jen Koniuk
Digital Marketing Manager
Greenhouse Software
3. GREENHOUSE +
Webinar Tips
● Ensure Adobe Flash is
enabled
● Connect to audio using
your computer’s speakers
● All lines will be muted to
avoid background noise
● You can ask questions at
any time by typing them
into the Q&A
● The recording will be sent
afterwards
THE MUSE
4. GREENHOUSE + THE MUSE
Today’s Speaker & Agenda
Abigail Horne
Senior Talent Acquisition Manager
Bettercloud
1
2
Context
Why this matters
Employer Branding
Definition & strategies
3
Recruitment Marketing
Definition & strategies
4
Intersection
How they work together
5
Questions
Audience Q&A
5. GREENHOUSE +
Context
Recruiting is more than just looking through applications
(misconception).
It's about getting your company (or employer brand) out in the market
with specific content (marketing), and developing partnerships (more
marketing) to showcase why your Org. is unique.
THE MUSE
6. GREENHOUSE + THE MUSE
- Term commonly used to describe an
employer’s reputation
- Designed internally and tailored to align
with employee value principles
- Must be established before marketing your
brand
Employer Brand Definition
- Employer branding helps engage passive
candidates
- A strong employer brand influences the
attraction and retention of talent
- You will generate more referrals from
employees
- You are in control of your organization’s
public reputation
Employer Brand
Significance
Employer Brand
7. GREENHOUSE +
Establishing your brand
THE MUSE
Distribute internal surveys
to receive employee
feedback
Define your employee
value principles
Communicate your values
internally
Create a strong candidate experience &
survey candidates
1 2 3 4 5
Maintain core value principles as
headcount grows
9. GREENHOUSE +
What is recruitment marketing?
The process of promoting your company’s employer brand externally.
THE MUSE
Strategies
10. GREENHOUSE + THE MUSE
Recruitment Marketing
Strategies
Employee Spotlights authentically show
prospective candidates what your Org is really
made of.
Blog Posts Careers Page
Careers Page should be optimized similar to
Marketing landing pages. Think about content vs.
videos, navigation, layout and language. This is a
perfect place to show your value propositions and
guiding principles.
Job Descriptions
Job Descriptions should cater to the audience
you’re trying to hire. A marketing
person will respond differently from a developer
depending on the diction and framing of the
description. Be honest,
transparent, and conversational.
11. GREENHOUSE + THE MUSE
Recruitment Marketing
Strategies
Social Media Company Profiles
Encourage your employees to spread your
employer brand via social media. To achieve
this:
● Send weekly newsletters with media coverage
● Create a #media-coverage Slack channel
● Request employees to write reviews on
company profiles
Company Profiles give you the opportunity to
share your brand story through content,
reviews and employee stories. The Muse helps
you communicate a relevant and authentic
employer brand to future candidates.
Events
Events give you the opportunity to make an
impression on potential future candidates.
Whether you’re hosting, attending, speaking or
sponsoring, events are a great marketing
avenue.
14. GREENHOUSE +
Measure ROI
Is your pipeline growing?
THE MUSE
1
2
3
How does each source impact
your pipeline?
Does your pipeline cover all
potential openings?
Hi everyone, thank you for joining us for our next edition of the Digging Deep webinar series. Today’s webinar is brought you by Greenhouse and The Muse.
My name is Jen Koniuk. I’m a Digital Marketing Manager on the Greenhouse team. For those of you that don’t know, Greenhouse is much more than an ATS. Only Greenhouse delivers a robust software platform that helps you build a winning hiring culture by driving great candidate interactions at every touch point and keeping everyone on the hiring team engaged and on the same page. With Greenhouse, hiring finally becomes a strategic lever in the business, automating away administrative burden and keeping you ahead. For those interested in more information, please click‘Request a Demo’in the Resources box in your console.
Now for the webinar! Today’s webinar will be recorded and shared via email. All attendees will be in listen-only mode and are encouraged to dial-in through computer audio. If you need dial-in information, please see the text under the slides. When questions do come up, please submit them through the Q&A box. We will get to them at the end of the webinar.
Without further ado, I would like to introduce Abigail Horne who will be leading today’s webinar and discussing employer brand, recruitment marketing and how to use them together. Abigail thanks for joining us today! Would you like to introduce yourself to everyone.
Hi, all! My name is Abigail Horne and I am the Senior Talent Acquisition Manager at BetterCloud. We’re an IT start-up based in Atlanta and New York, with a couple of resources out in San Francisco. Today, we are right around 200 folks, now next week, who knows what number we will be at. We are growing at a rapid pace, which is really, just how I like it.
Before BC, I started my career in agency recruiting focusing first on business/admin type roles before getting fully immersed in the technical recruiting space. And BetterCloud was actually a client of mine—they were always one of my favorites companies to talk to candidates about (truthfully, it was an easy sell because we’re working on some pretty cool stuff), so it just made sense for me to move over to BetterCloud and help them grow as an internal resource. So, I started out doing “in the weeds” recruiting here in Atlanta, but my role has grown tremendously in the last 2.5 years. A lot of my work now is focusing on optimizing the talent acquisition structure and processes as we scale, growing the capabilities of the talent acquisition team, and continuing to build a unique employment brand and an engaging candidate experience.
Alright, so, let’s go ahead and get into the good stuff! It’s a common misconception that recruiting is just sifting through resumes or scheduling interviews. It’s really so much more than that, especially in today’s recruiting climate – it’s a candidate’s market! So many of folks you want to hire – you know, those purple squirrels, unicorns, whatever you want to call them – those people aren’t clicking the apply button, they aren’t coming to you…you have to go get them! And you have to be strategic and aggressive about your approach, too. You need to get your company, or your employer brand, out in the market with specific content and by developing the right partnerships, to showcase why your organization is unique.
So, as it relates to our topic today – employer branding and recruitment marketing are often used synonymously, but they are actually two different things. So, it’s important to understand the difference so you can utilize them in tandem to build a successful hiring strategy.
Let’s start with Employer Brand – this is who you are, who your company is. It’s a term used to describe an employer’s reputation. It starts from within – it’s something you create internally and tailor to align with your EVP. Your brand has to come before your start marketing it out to the masses – you want to shout from the rooftops why your company is great, but you need to know exactly what it is that you are shouting, right?
Probably goes without saying, but a strong employer brand will help you engage passive candidates; it will influence the attraction and retention of talent, and generate more referrals (both internally and externally). You’re in control of how your organization’s public reputation!
So, now we know what an employer brand is, but how do you establish it in the first place?
This is where I have to plug my HR counterparts here at BetterCloud; we are all part of the People & Culture team, but so much of the work they have done is why my Talent Acquisition team has something real and exciting to share in the market. We rely heavily on our own employee base to define our brand by leveraging the programs and surveys that my HR team has put into place. We poll our employees to get a read on what they are thinking and feeling – everything from the importance of diversity & inclusion to them, to work satisfaction, to, yes, even snack surveys. The information we gather truly influences the changes we make at BetterCloud, and of course, establishes who we are as a company.
From those surveys and, generally speaking, just ongoing work with your internal teams, you’ll develop a strong EVP and guiding principles, and when you do, make sure to communicate them internally to hold everyone accountable. At BetterCloud we have them framed and placed all over our offices, it’s plastered on your intranet, we even have our guiding principles printed on pillows. We really keep them in the “eyeline” of everyone.
It’s also something we keep as a primary focus during our interviews, too – we think it’s important to share our EVP and guiding principles with potential new hires because we want to be transparent. And transparency is valuable to provide a really great candidate experience. And that’s part of establishing a brand, too, right? Even when we don’t make an offer to a candidate, we want them to walk away feeling really positive about their experience with us, because people talk! That will only help us maintain a positive reputation in the market. Greenhouse also let’s us survey candidates that have interviewed with us so we can easily identify what we might need to work on, which is awesome. Actually, another shout out to Greenhouse, because the ability to customize our interview process ensures we are maintaining consistency and fairness across the board. We also build-in a required “will they adhere to our EVP?” question that our interviewers must answer. This is especially important as your company grows because it forces you to keep your core values at the forefront and therefore, keep them intact with every new hire you make.
While the foundation of your brand will stay relatively the same, it's important to understand the give and take that sometimes one branding focus may be more important than another given the age/success/size of the company. Continue to poll your employees. Determine what is most important and achievable in that moment in time. Prioritize areas of focus and know that there will be likely be plenty of factors that influence your evolution.
Now onto Recruitment Marketing. After you’ve really nailed down your brand, you need to figure out how you’re going to scream it from the rooftops, right? How will you deliver your branding message?
Recruitment marketing is the process of promoting your employer brand externally. It’s everything from writing clear and engaging job descriptions, it’s creating and optimizing your career site or other research sites (like The Muse), producing interesting and engaging recruiting content, it’s constantly improving the candidate experience (remember how I said we wanted to create fans outside of BetterCloud—this can be part of your brand AND your marketing efforts), and it’s building/nurturing the right relationships out in the market.
Blogging is a great way to put the work your team is doing out into the market. At BetterCloud, we are always looking for technical talent, so wouldn’t it make sense for us to then have our tech-savvy peers put out some compelling content that will get the attention of the right people? So, last Spring we released our first ever technology blog using Medium. A lot of the candidates we are talking to have read it, so we know at the very least, it gets our name in front of the right people. It also creates a sense of validation to our BetterClouders that everything they are working so hard on is valued not only internally, but also outside of the company.
Our careers page is a big focus for BetterCloud right now -- we’re trying to determine the best way to engage with job seekers and job descriptions alone are not enough. This page should be optimized in a similar fashion to that of your Marketing pages. Is it content that gets people engaged? Is it videos? It is the ease of navigation? At BetterCloud we’ve also seen a lot of attraction to our videos, so we invest a lot in those and make sure to include them under every job description – because if the words aren’t going to hook them, that video sure will. You have to determine what works best for you and for the audience you’re trying to reach.
And while on the topic of reaching the right audience, your job descriptions should all be catered to the folks you’re trying to hire. The job descriptions I have up for my Software Engineers aren’t going to read the same way my job descriptions for a Account Development Rep does. Be transparent and unique. Avoid fluff/vague language that will impede people from applying – not only is boring but it actually waters your descriptions down and will make it harder for people that ARE out there looking for roles to find your opening. Gendered language is also something to keep in mind – you want your job descriptions to appear conversational because most people perceive these to be representative to how people at your company will talk, so unbiased language is big here. There are some tools out there that will analyze your job descriptions for effective language and formatting and will also tell you if you what words or phrases in your post might attract more males or females (we’ve used Textio).
Your talent experience is likely complex, involving many touchpoints and opportunities to influence potential candidates - before they even apply. On average, a candidate has 6 pre-apply touchpoints, and potentially dozens of post-apply touchpoints if they are accepted into the interview process.
Social media is huge! This is a great example of how we have had to evolve – 10 years ago, social media probably wouldn’t have been on our radar, but now it’s EVERYWHERE. Use it to your advantage! For us, BetterCloud Monitor is a daily newsletter that goes out to thousands of subscribers and it not only showcases the media coverage we get as a company, but it is also a great source of information for the modern IT professional. Which also introduces a lot of folks to our ”BetterIT” slack channel, which has been widely successful for us (over 2400 IT professionals in one slack community). We also leverage slack to generate more conversations around diversity and inclusion with the #makestartupscolorful channel, which is a huge focus for us right now. So, I’d definitely encourage you guys to do something similar
Another area we keep a close eye on is our Glassdoor page – don’t think of this as the enemy, again, use it to your advantage. Bad reviews will happen. Honestly, in my opinion, the bad ones are almost as important as the good because it 1) shows that we aren’t just forcing people to leave nothing but positive reviews, but 2) it give you the opportunity to address the negative ones in a public way. We try to respond to every review written to let them know that we hear them and they we are constantly working to provide an work experience to our people. My Talent Acquisition team also checks in with our new hires on day 31 – did we paint the right picture? How was onboarding? Oh, and by the way, if you haven’t yet, please go write a review about BetterCloud and/or your interview experience. Control what you can!
Where else can you “control” your external reputation? Partnerships with companies like Greenhouse and The Muse! The Muse has been amazing at working with us to share our story through content, reviews, and employee stories. It really helps paint the picture of what it would be like to work at BetterCloud and we use it ALL the time to get or keep our candidates engaged.
Events are also a phenomenal way to make an impression on potential future candidates. Whether you’re hosting, attending, sponsoring, or speaking, they are a great way to get your name out into the market and this should be an ongoing effort. Altitude is our annual conference for customers and prospects (so really, just the brightest minds in IT), which is a huge event for us every year, but we are also attending and sponsoring a lot of local events, too.
Employee storytelling or “spotlighting” is an area that we are putting a lot of muscle behind right now. Why?
Because people want to hear stories from people they understand….they want to see what someone that could potentially be their peer has to say about the company. Why is it working for them?
Explaining what makes a place a great place to work doesn’t have to be so overt. In fact, I often find we’re most successful when we aren’t doing a “hard sell!” Why should I have to tell you why we are great when I have 199 co-workers that can do that for me?
Candidates trust employees 3x more than employers to provide information on working at the company, so it’s more impactful coming from them anyway.
So, this is a big project for me right now is adding some of these spotlights directly to my careers pages, and I’ll say our employee testimonials on The Muse has also a wonderful tool for us that showcases what it’s like here at BetterCloud. Our IG page is also employee run, so you can get a peek inside BetterCloud with a quick follow there, as well.
There are more passive candidates now than ever before and the talent you want isn’t knocking at your door. Without proactively marketing your employer brand you’ll miss out on impacting potential future candidates (and truthfully, the ones you NEED to make an impact on).
Candidates care about your careers section and employee values, so showcasing that on your internal websites and external partnership pages is beyond valuable to your hiring strategy.
I think one of the more important takeaways with this is that the impact of your work will likely not be immediately. So, throw that idea out the window right now. Don’t expect results right away; this a long-term investment.
But, if you’re like me, you’re probably wondering how you measure all of this work if you’re not going to see results right away. The best metric I’ve found to measure your ROI is evaluating your pipeline.
First of all, do you have a pipeline? Do you have folks in your back pocket that could potentially fill a future need? And is that pipeline growing?
Secondly, where are the best quality candidates coming from? Is it the events you sponsor? Is it your profile on The Muse? Is is people hearing about your amazing interview process and wanting a chance to get in themselves? Track that and put more muscle behind whatever source is adding to your pipeline the most.
And last, are the folks in your pipeline a wide variety of skills? From a ground level, it’s great to know your team has a ton of Sales reps to call when a new sales role opens up, but from a high-level, do we also have Marketing people in line? Software Engineers? Security? Are you building a pipeline that covers as many future openings as possible? Make sure you’re being aggressive about your recruitment marketing that might speak most to the skill-sets your pipeline is deficient in.
Alright – so I know we covered A LOT of information, but now it’s time for questions. I believe Jen will moderate those, so I’ll let her take it away.