Once upon a time, filling a job posting began with fifty words in a newspaper, a handshake, and a crisp business card. Today, technology has expanded the possibilities for filling job postings, connecting millions of potential candidates. When you combine technology’s reach with a personable candidate experience, you develop strong connections with your potential hires, making it easier to find the right person for the job.
Join Vanessa Brulotte of BambooHR and Michael Bavaro of Reflik to explore how to get greater quality in your recruiting efforts. You’ll learn how crowdsourcing talent can connect your organization to your perfect next hire, how your company’s reputation can be your most effective marketing tool for potential hires, and how effective hiring can add diversity and innovative thinking to your organization.
This is the presentation I gave at the 2012 CIPD Exhibition in Manchester. If you would like a copy of the notes or have any questions then please email me.
How to create a connection between your linked in audience and your website ...JagPanesar3
Personal brand is key to the success of creating relationships to create enquiries.
In this presentation I talk about how to create a connection between your LinkedIn audience and your website.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Digital Recruitment: How you can use online recruitment to develop your brand...Aspire Knowledge
Rob Hayter, Associate Director of TPP Not for Profit
Quinton Seemann, Recruitment Manager, Save the Children
The benefits and pitfalls of online recruitment. Should you go completely digital or integrate on- and off-line recruitment methods?
How you can use social media to boost (and measure) your employer brand awareness.
Using a digital recruitment strategy to fill hard to find/niche roles, with examples from the third sector.
This is the presentation I gave at the 2012 CIPD Exhibition in Manchester. If you would like a copy of the notes or have any questions then please email me.
How to create a connection between your linked in audience and your website ...JagPanesar3
Personal brand is key to the success of creating relationships to create enquiries.
In this presentation I talk about how to create a connection between your LinkedIn audience and your website.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Digital Recruitment: How you can use online recruitment to develop your brand...Aspire Knowledge
Rob Hayter, Associate Director of TPP Not for Profit
Quinton Seemann, Recruitment Manager, Save the Children
The benefits and pitfalls of online recruitment. Should you go completely digital or integrate on- and off-line recruitment methods?
How you can use social media to boost (and measure) your employer brand awareness.
Using a digital recruitment strategy to fill hard to find/niche roles, with examples from the third sector.
This presentation covers what to expect when Sponsoring Jobs on LinkedIn, including: Managing who on your team can sponsor jobs; Where to view remaining budget; Sponsor jobs you’ve previously posted; Automatically sponsor categories of high priority jobs; Overview of bidding process; Review your results within Recruiter.
Personal Branding e Web Reputation for professionalsEmanuele Rizzardi
Why Professionals should seriously consider for their business effectiveness the Personal Branding and Web Reputation management?
This presentation has been delivered to the International Taxation Practice Group (ITPG) of the Geneva Group International (GGI), during the 2nd Italian Business Summit (IBS), held on November 14th, 2014, in Rome, Italy.
Social Media & Your Career: A Guide to Strengthening Your Digital Footprint i...Johnny Campbell
Slides from the Dublin Business School career talk, Thursday October 17th 2013
Social Media & Your Career: A Guide to Strengthening Your Digital Footprint in the Marketing & Media Sector
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring ninja!
This crash course will walk you through the full suit of LinkedIn hiring tools you can use to quickly find quality candidates for your open roles. You'll learn how to overcome top hiring challenges most department managers face and how you can make the most out of your existing LinkedIn account. Become a pro at using LinkedIn and learn about all of the available hiring and recruiting features available to you.
We’ll uncover how to:
1. Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
2. Use the most effective tools to find highly qualified candidates for your open jobs
3. Build your own personal brand as a credible hiring manager
4. Plus more!
Learn more: https://lnkd.in/gNGGrEW
Recruitment marketing for volume hiring (web)Max Armbruster
Recruitment marketing for high volume hiring requires a new approach and new tools. Talkpush CEO presents how to adapt the message and the recruitment pipeline for each channel, including Facebook, employee referral programs, graduate hiring, and job boards.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
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
This presentation covers what to expect when Sponsoring Jobs on LinkedIn, including: Managing who on your team can sponsor jobs; Where to view remaining budget; Sponsor jobs you’ve previously posted; Automatically sponsor categories of high priority jobs; Overview of bidding process; Review your results within Recruiter.
Personal Branding e Web Reputation for professionalsEmanuele Rizzardi
Why Professionals should seriously consider for their business effectiveness the Personal Branding and Web Reputation management?
This presentation has been delivered to the International Taxation Practice Group (ITPG) of the Geneva Group International (GGI), during the 2nd Italian Business Summit (IBS), held on November 14th, 2014, in Rome, Italy.
Social Media & Your Career: A Guide to Strengthening Your Digital Footprint i...Johnny Campbell
Slides from the Dublin Business School career talk, Thursday October 17th 2013
Social Media & Your Career: A Guide to Strengthening Your Digital Footprint in the Marketing & Media Sector
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring ninja!
This crash course will walk you through the full suit of LinkedIn hiring tools you can use to quickly find quality candidates for your open roles. You'll learn how to overcome top hiring challenges most department managers face and how you can make the most out of your existing LinkedIn account. Become a pro at using LinkedIn and learn about all of the available hiring and recruiting features available to you.
We’ll uncover how to:
1. Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
2. Use the most effective tools to find highly qualified candidates for your open jobs
3. Build your own personal brand as a credible hiring manager
4. Plus more!
Learn more: https://lnkd.in/gNGGrEW
Recruitment marketing for volume hiring (web)Max Armbruster
Recruitment marketing for high volume hiring requires a new approach and new tools. Talkpush CEO presents how to adapt the message and the recruitment pipeline for each channel, including Facebook, employee referral programs, graduate hiring, and job boards.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
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
Employer Branding from a Recruitment PerspectiveSourcingAdda
An Image of an organisation that helps consumers distinguish it from its competitors
The way your Organization’s prospective applicants, candidates, and employees perceive you as an employer
Please follow us on Twitter:
@SourcingAdda
@TheSourcePro
Video Available at: https://youtu.be/S3-tCTPaZMw
Research shows that career websites are the most valuable channel for candidates when they are learning about an employer, yet these sites remain notoriously undervalued by companies. Cielo, along with partners Phenom People and Clinch, conducted an audit of the current careers website landscape to see what is out there, along with what works and what doesn’t. This deck presents those findings and shares insights and examples you can use to review and refresh your own careers website.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Similar to Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting (20)
7 Cost-Cutting Strategies to Lower Overhead and Energize AI & AutomationShelly Myers
Will automation replace accountants? Hardly, but automation and AI will certainly make a difference to accountant’s workflows and efficiencies. Join this 45-minute webinar to learn how to automate your workflows, start projects fast and intelligently, and delight even the most skeptical clients. You’ll see automation trends, technology solutions and accounting firm testimonials.
What You’ll Learn:
• The impact of limited or poor automation: delayed work, damaged client relationships and sluggish billings
• How automation helps accountants during disruptive financial times
• The role AI plays in modern accounting practices
• Real-world examples of two accounting firm’s automation transformations
• How to get started so you can weather this disruptive period and stay competitive
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.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
A recent study found that the profit margins of organizations that are more advanced in HR analytics (also known as people analytics) are 56 percent higher than those of less advanced organizations. With the data and analytical systems available today, HR can have a bigger positive impact on critical business issues than ever before. HR analytics can help organizations reap benefits across a number of domains, from hiring the right people to onboarding effectively to reducing attrition of high-value employees.
Yet even though HR departments are generating more data than ever before, they often struggle to turn their data into valuable insights. Recent research from BambooHR found that while 58 percent of HR professionals believe HR analytics are very important, only 16 percent viewed themselves as an expert in using HR data.
In this webinar, HR experts from PayScale and BambooHR will dive into how HR leaders can become proficient in using data to drive change in every area that matters, including recruiting, talent management, productivity, and retention.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
How to Roll Candidate Experience into Employee EngagementShelly Myers
By now, you’ve probably heard how important a positive candidate experience can be to your hiring efforts. It can help your organization hire faster and attract better candidates. A great candidate experience can also help you secure new hires when it comes to decision time, as 87% of candidates say a positive interview experience can change their minds about a role or company they once doubted.
The connection between candidate experience and hiring success is undeniable. When you create a positive candidate experience, you create candidate engagement, which you can roll into into employee engagement through smart onboarding and other strategies. With strong engagement, you can retain the talent you’ve worked so hard to recruit. Join experts from BambooHR and Lever as they explain how to use candidate experience to boost employee engagement and retention in your organization.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceShelly Myers
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
Time Management for Organizations and Their PeopleShelly Myers
Time is more than money. It’s also education, progress, growth, and potential. While you can’t measure these benefits on a time card, they make all the difference in the success of your employees and your organization. Facilitating effective time management is one of HR’s most crucial duties.
Join Erin Boettge of BizLibrary and Cassie Whitlock of BambooHR as we explore time management, both how to teach sound principles to individual employees and how to remove distractions at the organizational level.
Managing Employee Turnover: And How to Not Let It Ruin Organizational MomentumShelly Myers
HR sits smack dab in the middle of the most competitive talent battleground in history. We spend so much money finding, hiring, and onboarding employees, then getting them to productivity, only to lose them far too soon. Turnover is costing organizations time, money, and market position, but the good news is that you can do something about it.
In this webinar you’ll learn the real organizational cost of turnover, its leading drivers, and most importantly, you’ll learn the techniques today's leading organizations leverage to engage and retain your top talent.
Join Diane Schuman and Rusty Lindquist to learn how you can radically and immediately impact your organization, even on a tight budget.
Join JD Conway from BambooHR as he shows you four different hiring processes that your talent acquisition team can deploy in order to maximize your pipeline for long-term ROI. Learn how to decrease your future time to hire and build long-term demand by leveraging your brand, and join JD as he talks about building new quality processes for excellent future talent pools.
In this webinar you will learn how to:
- Maximize your talent pools
- Decrease your time to hire
- Build long-term demand for your brand
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Getting Smart About Compensation: How to Know If You’re Doing It RightShelly Myers
Compensation is a core component of the employee experience, which itself is core to all of the stuff that really matters… like engagement, satisfaction, retention, and performance. These are the things that an organization relies on to succeed, because businesses don’t create value, people do. Our approach to comp is critical to our organization's success, yet all too often we're not really all that disciplined about it. And all too often we fail to recognize just how important it is. It's time to change all that.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Learning Culture and Employee Engagement: 6 Ingredients for SuccessShelly Myers
As any fan of cooking television can tell you, a master chef can take some of the most improbable foods and, with a deep knowledge of culinary basics and the proper support from sous chefs, create a singular dining experience.
Using the right recipe for employee engagement helps you cook up success in your organization, with a healthy portion of financial improvement on the side. Join Cassie Whitlock of BambooHR and Erin Boettge of BizLibrary to learn the basics of employee engagement and how creating an engaged learning culture helps improve employee satisfaction and performance. You’ll also learn how to train managers in the art of employee engagement, making them valuable sous chefs in preparing your workplace for the future.
No matter what ingredients your employees bring to the table, when you develop strong connections, focus on engagement, and sustain positive change, you can create a delicious, engaged workplace.
How to Simplify Employee Self-Service Access with Identity ManagementShelly Myers
Ensuring that employees have proper access to the multitude of systems and software they need to do their job is a tall order for IT and HR. Making it easy for employees to access the applications they need without requiring one more password to remember is crucial for implementing successful employee self-service in HR.
Join us for this webinar to see how BambooHR and OneLogin simplify employee self-service access so you can free your people to do great work!
How to Create an Attractive and Lasting CultureShelly Myers
How do you define your organization’s culture? How you answer that question influences so many aspects of your daily operations, from your success in recruiting to your engagement levels to the results of your projects. Join Brenton Williamson of BambooHR and Mila Singh of CultureIQ as they explore all the small details that combine to create an effective culture.
Hiring Hacks: What to Look For When Considering New Technology to Recruit & R...Shelly Myers
As companies scale, implementing new technology is crucial to keep up with the demand of the workplace. Join BambooHR and Greenhouse as we explore:
• 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
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
2. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Vanessa Brulotte
Talent Acquisition Partner
BambooHR
Michael Bavaro
Director of Business Development
Reflik
5. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• According to SHRM’s Human Capital Benchmarking
Report, the average cost-per-hire is $4,129
• SHRM estimates the cost of replacing an employee
at somewhere between 16% and 213% of their annual
salary, depending on their specialty and experience.
The True Cost of Hiring
6. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Actively disengaged employees cost the U.S. $483 to
$605 billion each year in lost productivity.
8. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Does your brand build your culture?
OR
Does your culture build your brand?
11. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Quality: Most incoming candidates are not
qualified for most roles
• Time: Reviewing candidates applying
through job boards or to manage external
recruiting vendors takes way too much time
• Cost: Cost per hire is only rising
Recruiting in 2017
12. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Technology: Not enough technology and/or
resources to leverage existing resume databanks
• Access: Finding reputable platforms, job boards,
aggregates, or qualified vendors is becoming harder
• Visibility: Not having a large enough reach to
recruit locally, regionally and national is becoming
tougher without support
Recruiting Challenges
13. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Ability to reach out to the masses instantly to solve a problem
• Leverage the right set of experts among thousands to
complete a common goal or task
• Gather the best results in a fraction of the time
• Reduce overall cost
• Lower the amount of labor and time devoted to a task
Crowdsourcing,
More Heads are Better than One
14. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Efficient and cost effective
• Improves customer experience
• Increases transparency
Crowdsourcing for Business Use
15. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Ability to focus on diversity in a fraction of the time
• Harness the power of the crowd, to find a larger
group of qualified, matched candidates
• Streamline the communication between the
employer, recruiter, and job seeker
• Bring the recruitment industry into the 21st century
Introducing Talent Crowdsourcing
16. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Talent Crowdsourcing
Faster
A+ candidates are sourced
by thousands of recruiters
and industry professionals
Employers save up to
50% in time-to-fill
Better
Candidates filtered by
platforms technologies
Screened by dedicated
Account Manager
Easier
One Platform. Reduces
administrative burden
Success based fee model
with savings of up to 50%
Standalone or Integrated with ATS
17. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Labor Crowdsourcing
Creativity Crowdsourcing
Funding Crowdsourcing
Knowledge Crowdsourcing
Travel Crowdsourcing
Talent Crowdsourcing
Success Stories in
Crowdsourcing
21. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Recognize your employees’ capabilities, not
just their current job responsibilities
• Offer honest feedback on their competitive
position with the other applicants for the position
• Looking at internal candidates opens up your
candidate pool beyond on person or
department’s expectations
Hiring Internally
23. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Diversity in Candidate Pool
• Eliminating bias
• Referrals from like-minded people
• Everyday people (social media referrals, etc.)
Diversity Hiring
25. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Ability to hire top talent in a shorter time frame
• Great source for passive, active, and/or hard to find candidates
• Leverage the everyday individual’s network
• Save money due to competitive cost structure
• One contract. One platform. No administrative burden.
• Access to multiple recruiters to partner with
• Success based model. Pay per hire.
Crowdsourcing Benefits for Employers
26. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• No more hunting for new clients
• No hassle of being an approved vendor
• Leverage database of existing candidates
• Access to hundreds of job orders, make more money
• Flexible schedule, make your own hours
Crowdsourcing Benefits for Recruiters
29. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• 87% of your new hires aren’t fully committed to their
jobs for the first six months
• 31% quit a job in the first six months
• 16-17% quit a job between one week and three months
Hiring Means Onboarding
30. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• The majority of candidates read six reviews
before forming an opinion about a company
• 70% of people look to reviews before making
choices about their careers
• Job hunting is now another comparison
shopping exercise
Employer Review Reality
33. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
• Based in Somerset, NJ (NYC Metro Area)
• 250+ Employers
• 11,750+ Dedicated Recruiters
• $2+ Million in Referral Rewards offered monthly
• Recruiters can help focus on diversity candidates
• The community can source entry-level to executive candidates
• Candidates can be sourced from all categories of interest
Company Snapshot
34. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Follow BambooHR and Reflik on social media:
bamboohr.com/blog | reflik.com/blog
Thank you!
35. bamboohr.com reflik.com
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Recruiting
Questions?
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
BambooHR
Receive a 3 month free trial of our crowdsourcing platform.
Reflik
Total savings of up to $3,000
Editor's Notes
Vanessa Bio:
Vanessa Brulotte is a Talent Acquisition Specialist at BambooHR. Her focus is to inspire and enable HR and Recruiting to be more strategic. Vanessa studies recruiting best practices and strives to become a master of her craft. She loves discussing recruiting strategies and the impact HR and recruiting can have in a company. Two of her favorite things are Star Wars and M&M’s, and anytime she can find a way to combine the two together she will.
Michael Bio:
Michael is an accomplished senior executive with 15+ years of experience in several industries. He is an expert on crowdsourcing within the recruiting and staffing industry. At Reflik, he is dedicated to helping companies of all sizes and across a number of industries with their recruiting and talent acquisition needs and making their talent acquisition workflows run smoother and more seamlessly. His work with a host of clients including Fortune 250 and 500 companies has caught the attention of a variety of media outlets and continues to propel Reflik forward as the leader in crowdsourcing talent.
Vanessa:
Today, we’re talking about expanding your talent networks. Right away, we run into a pickle. Out of the millions of possible candidates, you can only choose one per open position. And each of these candidates start out with a full market of opportunities, but want to choose the right organization for their future. And the pressure to choose the best begins for both the employee and the employer.
When it comes to making decisions, though, sometimes the idea of what’s best gets in the way of actually making the choice.
Vanessa:
A few years back, Trader Joe’s did a study on choice and decision making. At their sample tables, they experimented with offering consumers different varieties of jam. They found that when they presented six different varieties of jam, they ended up selling ten times as many jars of jam as when they had 24 different types of jam on the table. With fewer options, customers had less to consider before making their decision.
Barry Schwartz, a professor of psychology at Swarthmore College and author of "The Paradox of Choice: Why More Is Less", details an experience where he went to the store to buy a pair of Levis. He did his best to find the perfect pair of jeans, trying on many different styles. In the end, he walked out with well-fitting jeans, but instead of being happy with his purchase, he was thinking that one of those pairs of pants should have been perfect - but none of them were.
The decision-making process takes a toll on us, to the point that we conserve our brainpower for the most important decisions. We give up on buying the jam, or we say, “good enough” with the jeans. We eliminate whole categories of options, just to make the process easier: no citrus jam, no boot-cut jeans. We pick whatever is closest to us, or we just go with the default.
Vanessa:
But when it comes to hiring, the pressure is on to make the right decision. According to SHRM’s Human Capital Benchmarking Report, the average cost-per-hire is $4,129. This seems like a small amount to risk on an employee. But this figure is only a small part of the total cost of replacing an employee, which SHRM estimates at somewhere between 16% of annual salary for entry-level workers and 213% of annual salary for executives and other specialized workers.
And if that seems like a big cost, it gets even bigger when you consider how your employees interact with each other. Your employees fall on a spectrum of engagement. This spectrum runs from actively engaged employees who are putting in their best work and keep your organization moving forward to actively disengaged employees who stay with your organization while actively working against it. These actively disengaged employees are more likely to steal from you, negatively influence their coworkers, miss work days creating more work for your other employees, and complain to your customers and drive them away.
Vanessa:
Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity.
That is a lot!
Of course, these are average figures. When it comes to your organization, you know better than anyone else the costs that go into finding, training, and supporting your employees in their roles.
The pressure is on: find the perfect candidate. Meanwhile, your candidates are looking for the perfect company for them, and they are going through the same process, narrowing down their options until they can make their decision. How your organization presents itself makes all the difference, not just in getting noticed, but also in your employees’ satisfaction levels in the coming months and years. At BambooHR, we like to call this building your employer brand.
Vanessa:
Quick quiz: can you remember the names and brand logos of the last five places you applied for a job? Hopefully, you know the logo of the place where you accepted your current job, so that doesn’t count. Ok, now how about the last five places where you had interviews? Was that a little easier?
Now I know that many of you have been at your current position for a long time, especially the more experienced ones out there. So I’m willing to bet that the logos you remember came from organizations that did more than just walk you into an off-white office for an interview with an interchangeable hiring manager and deliver the line that the company really values its employees.
It takes more than a creative logo design on your job posting to deliver the type of experience that changes a job candidate into a dedicated, engaged employee. And it takes more than updating your website’s careers page to get your organization on the right candidate’s radar.
Your organization’s brand is more than just a logo for clients or customers. More and more, it’s also the experience your employees have at work. Offering candidates an exceptional employer brand experience throughout the hiring process, from first exposure to the end of training and beyond, makes all the difference in your recruiting efforts.
Vanessa:
So here’s the first question: does your brand build your culture? Or does your culture build your brand? If you want to make a powerful impression on your potential candidates, both statements need to be true.
Vanessa:
Our SEO manager frequently puts out a list of mentions. These are other pages across the Internet that decided to link to BambooHR’s content. One notable one came from a French site, making the case for producing videos to promote your brand. The caption reads, “An excellent example of video branding from BambooHR”.
I’m not mentioning this to toot our own horn, I mean, the video was at the bottom of the page. But it’s still fascinating that the principles conveyed in the video communicated our values well enough to be considered an excellent example, even to an audience that doesn’t share a common language.
This gets at an important concept when it comes to branding and culture: while messaging matters, experience matters more. Creating a great experience gives a new credibility to your messaging, and this is especially important when attracting top talent to your organization.
Let’s be frank: your best candidates aren’t often your desperate candidates, not in a decent economy. The best candidates are in demand, and they’re the ones who get to choose whether or not to bring their talents to your organization. And they make this choice based on the full picture: not just salary, which they can get anywhere, not just on benefits alone, not just on peripheral perks like nap rooms and ice machines. They cross reference your messaging with Glassdoor reviews, they pay attention to word of mouth and any rewards or other recognition your organization receives. And all of this happens before they even decide to apply.
There are many challenges inherent in recruiting: overcoming the unknown, making an accurate evaluation of strangers and their capabilities, and setting up an attractive workplace are just a few of them. It’s a lot easier to solve these problems when you have additional support and tools.
REFLIK:
WHAT it is like“If you are like most employers…”“We found that…”
WHY it is like what it is like
REFLIK:
REFLIK:
Vanessa:
The more human minds you have working for you, the better the result. It’s one of the reasons that referrals have been found to work better in study after study. One of the latest from Gallup analyzed a summer internship program for college students. The programs main recruiting strategies included both media campaigns and internal referrals. After almost 19,000 people completed the program, Gallup’s analysis showed that the internal referrals were more than 40% more likely to interview successfully and get an offer for a spot in the program than candidates who applied through the media channels.
Of course, the first step to getting employee referrals is to build the type of workplace where people want to work, complete with engaged employees who spread word of mouth. But if it certainly doesn’t hurt to incentivize referrals, as long as you do it the right way.
At BambooHR, we have a fairly traditional bonus program when a referral gets hired, which encourages our employees to submit candidates.
Vanessa:
But for particularly tricky candidates or niche job offerings, like our current posting for a user experience designer, we add on what we call a Rafferral. In the Rafferal, the person who submits the most qualified applicants for a position gets to choose from a selection of prizes. This incentivizes the behavior we’re trying to promote: namely, the work the employee puts into submitting referrals. This engages our employees better, because the reward comes from something they have control over. Then if their referral doesn’t end up getting hired, they’re less likely to see it as wasted effort.
The goal of referrals is to get the best person for the job, and part of it is carefully considering as many good options as possible. Now here’s a question: what if that person is someone who already works for you?
Vanessa:
There’s a concept called functional fixedness. In order to save time, our minds assign everything one main function, and we tend to stick with it. There’s a classic experiment: if you have a box of tacks, a matchbook, and a candle, how can you attach the candle to the corkboard wall so the wax doesn’t drip on the table?
The only way you get to the correct solution is by looking closer at your materials. In this case, people tend to see the box of tacks with a single purpose. They forget that the box is also a tool, one they can tack to the wall and use to hold the candle.
Your employees all have their own boxes, their own backgrounds, aptitudes, and soft skills. Just because these boxes have held responsibilities for a certain position doesn’t mean that your employee is only capable in that position.
It can be a tricky proposition for an employee to switch positions within your organization, especially if the open position is in another department. In this case, important than ever to show that you recognize an employee’s capabilities.
Vanessa:
Our recruiting team was still working out the last details on our brand new, “Internal Hiring” document, when one of our HR Implementation Specialists applied to an open Videographer position. From the very beginning we knew she didn’t have the experience we needed but we wanted her to know that we valued her time and her dedication to Bamboo. So we decided to offer honest feedback so that the next time a position came up, she could better assess whether she would be a competitive candidate.
As we expected, she didn’t have the experience some of our other applicants had, so following her interview, we got together with the hiring manager and worked out how we would phrase our rejection. This is often an uncomfortable conversation to have with candidates, and even more so when speaking with internal candidates. In this case, though, the hiring manager was very open and excited to share this information with her, and had a great attitude throughout the entire process.
Following their conversation, we met with this candidate to gather her feedback about the process. She affirmed that although she was disappointed she didn’t get the job, the way we went about the process and offering feedback provided the best hiring experience she’s ever had. She actually said: “This was the best rejection I’ve ever had!”
Not every internal candidate will be the right fit for a new position, or the best. But at Bamboo, we’ve successfully had several transitions between departments. One of our former recruiters is now developing software, and a former UX designer found a better match with his long-term career goals on the Creative Team. Avoiding seeing people in fixed functions opens up your candidate pool beyond a fixed view of who qualifies.
So should all of your recruits come from referrals? While referrals often produce great candidates, using referrals as your only source of candidates also limits your candidate pool and also has an effect on diversity.
REFLIK:
REFLIK:
REFLIK:
Vanessa:
How your candidates experience your organization matters now more than ever, and so much of this comes from how you present it to them.
I just had a candidate accept an offer who had a couple other companies after him offering more money than we could. He decided to accept the offer from us because he loved his experience the most here. He said "You did a job well done”.
Vanessa:
For example, I tell anyone who joins our online marketing team that they are extremely hard working individuals who value each other’s strengths. Once a week they educate each other on different tasks or projects they are working on and between these meetings, they are constantly communicating. This team has different marketing channels, like social media, email, media buying, and SEO. If someone has an idea for another channel in the team, it doesn’t stay in their silo. They make sure that it’s heard and considered. They all go to lunch together every other week as well.
Sharing this explanation is a great way to show anyone looking to join the team that it’s a team-oriented environment and where you can work collaboratively with other channels.
I also like to share a couple of stories about the executive team. I was here about a week and the CEO came up to me, shook my hand and said "Hello are you Vanessa?" I just thought to myself “Are you supposed to talk to me?! What is happening right now?” This is something I was not used to. I came from a previous work environment where if upper management spoke to you, you were either the luckiest duck in the pond or you were in a lot of trouble.
Another interaction I had was with the CFO.
I’d been with BambooHR for about three weeks when I had a really important question regarding a position we were about to close. I looked at his calendar and saw that it was completely blocked out, because he was in the middle of working on finances. But it was a critical question, so I walked up to his office door. It was shut and his headphones were in. I took a deep breath and knocked on his door. He took his headphones off and very kindly asked what he could do for me. I told him it was a 5 second question.
And to my surprise, he invited me into his office and instead of quickly answering the question and sending me on my way, he took the next 10 minutes to answer the question as well as train me on how to solve the question in the future on my own.
Tours give you the opportunity to tell your organization’s story, letting your candidates connect with your company and visualize themselves there. As you consider building your own tour, go through your organization’s values and lay out the big picture of how each team contributes to your mission with related stories.
Vanessa:
So does the recruiting stop when the new hire signs the contract? Here are some stats that suggest otherwise: the Adecco group found that 87% of your new hires aren’t fully committed to their jobs for the first six months. One of our studies found that 31% of our respondents had quit a job in the first six months, and that 16-17% of respondents had quit a job between one week and three months.
Onboarding is an essential part of beating these odds. And if you’re looking to build your reputation and your employer brand, then you need to focus on reducing the number of new hires that fail to launch. Because what happens when these hires quit in the first new window? They go to Glassdoor and say something like this employee did:
Vanessa:
According to a 2016 Glassdoor U.S. Site Survey, the majority of candidates read six reviews before forming an opinion about a company and 70 percent of people now look to reviews before they make career decisions. Candidates today increasingly treat a job search like an online shopping experience.
So if five out of six reviews say that managers treat employees like peasants, future applicants won’t read it as an isolated disgruntled employee. They’ll realize that the issue is persistent and severe enough to have multiple mentions, with your official messaging as just one voice among many.
As you consider your recruiting efforts, it’s really important to manage your online presence. Making yourself known to a candidate is only the first step. Their success at your organization depends on how you shape your employees’ experience.
Vanessa:
Employee experience matters most. This is true from the beginning of their contact with your organization, whether they’re referred from a close friend or from the far corners of your online network. Developing a great place to work and communicating that reality with as many people as possible helps remove the barriers between your organization and the best talent out there, letting you expand your in-person and virtual talent networks.
Vanessa: About BambooHR
BambooHR: number 1 HR software for small and medium sized businesses. Our main goal is to build HR technology that sets you free to do great work.