The document provides guidance on hiring the best candidates. It emphasizes that having a large number of quality candidates is important for making the right hiring choice. It recommends casting a wide net to source candidates through various methods like job boards, agencies, social media, and directly. The engagement process should build the employer brand, make applications easy, provide feedback, and make decisions within two weeks. Hiring should involve assessments and be done as a team to get different perspectives and buy-in.
View our presentation to learn what makes an engaging careers page, from the basics like displaying jobs effectively and providing an attractive candidate experience, to using free online tools like social networks and video to market your corporate culture. We'll also provide you with tips and tricks that you can use today, as well as inspiring examples to help you get started.
Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/
Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck
Employee Value Proposition in Corporate Human ResourcesSarah Brennan
Employee Value Proposition (EVP) is beneficial in companies of all stages of maturity, but learning how to develop one can be a complex and confusing for even the most advanced organizations. This slideshare will walk you through the steps of developing an EVP that meets the needs of your corporate culture.
Content created and presented by Sarah White & Associates, LLC a Human Capital Market Strategy and Advisory firm. We provide best practices and market education to corporate Human Resource teams around talent and integration of technology technology into employee lifecycle. We also partners with vendors to improve their offerings to best meet the needs of practitioners.
Learn more or see full speaking schedule at www.SarahWhiteLLC.com
This event was sponsored by Achievers employee recognition software. Learn more about them at www.Achievers.com
This is the first in our 30+3 Webinar Series: "The Employer brand. The what, why and how of employer branding." It is a high-level overview of employer branding - what it is, why it's important and how to get started. We also provide 3 action items designed to help you make your employer brand stronger.
Kirsten Davidson, Head of Employer Brand, Glassdoor
Kirsten Davidson is Head of Employer Brand at Glassdoor. She is responsible for sustaining and growing Glassdoor's vibrant Employer Brand while navigating the challenges that come with hyper growth. Her work includes leveraging Glassdoor's powerful data to provide insight and learnings that help global employers navigate a new world where the lines between recruiting, marketing, brand, and culture are increasingly blurred.
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
View our presentation to learn what makes an engaging careers page, from the basics like displaying jobs effectively and providing an attractive candidate experience, to using free online tools like social networks and video to market your corporate culture. We'll also provide you with tips and tricks that you can use today, as well as inspiring examples to help you get started.
Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/
Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck
Employee Value Proposition in Corporate Human ResourcesSarah Brennan
Employee Value Proposition (EVP) is beneficial in companies of all stages of maturity, but learning how to develop one can be a complex and confusing for even the most advanced organizations. This slideshare will walk you through the steps of developing an EVP that meets the needs of your corporate culture.
Content created and presented by Sarah White & Associates, LLC a Human Capital Market Strategy and Advisory firm. We provide best practices and market education to corporate Human Resource teams around talent and integration of technology technology into employee lifecycle. We also partners with vendors to improve their offerings to best meet the needs of practitioners.
Learn more or see full speaking schedule at www.SarahWhiteLLC.com
This event was sponsored by Achievers employee recognition software. Learn more about them at www.Achievers.com
This is the first in our 30+3 Webinar Series: "The Employer brand. The what, why and how of employer branding." It is a high-level overview of employer branding - what it is, why it's important and how to get started. We also provide 3 action items designed to help you make your employer brand stronger.
Kirsten Davidson, Head of Employer Brand, Glassdoor
Kirsten Davidson is Head of Employer Brand at Glassdoor. She is responsible for sustaining and growing Glassdoor's vibrant Employer Brand while navigating the challenges that come with hyper growth. Her work includes leveraging Glassdoor's powerful data to provide insight and learnings that help global employers navigate a new world where the lines between recruiting, marketing, brand, and culture are increasingly blurred.
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
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
30 ways to innovate your candidate experienceSara Coene
Look at your recruitment through the eyes of the candidate. Is your organisation’s culture clear and attractive? Do you have a strong employer brand? Do you reach those candidates that are truly a fit with your company? Are you paying enough attention to the candidate experience?
Candidate experience starts with a focus on people.
To improve your candidate experience in order to attract the best talent, start re-designing your application process.
In this slideshare deck, you’ll find the inspiration to get started.
Attract Top Candidates with Employer BrandingLeah Burdick
Discover how employer branding can help your company attract top candidates. This presentation was delivered through ERE.net by Rebecca Valladares, Senior Vice President of Relationship Management for Hudson Americas (http://us.hudson.com). Learn what employer branding is and the various employer brand attributes that appeal to quality candidates. Explore how top companies are using employer branding to their benefit based on a study of 328 HR executives. For the complete report, visit http://employerbrandguide.com for a complimentary download.
Turbo-Charge Your Talent Brand: Develop your Employee Value Proposition | Tal...LinkedIn Talent Solutions
Facebook’s Global Recruiting Brand Manager and Epic Games’s Director of Recruiting explained how they developed their employee value proposition (EVP) and their employment brand strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
How Starbucks uses ecommerce principles to track, measure, and improve the pr...LinkedIn Talent Solutions
Alex Cooper, Starbucks
Matthew Kennedy, Starbucks
Neha Sinha, Starbucks
How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.
Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Rpo recruiters - consultancies - new - revenue - model : Grow With US !!!Recruit4Job.com
RECRUITERS / PLACEMENT CONSULTANTS / RPO : Recruit4Job is the only platform where the world’s best recruiters meet thousands of potential customers across all the industries around the Globe.
HOW DOES IT WORK
Leads and Job proposals for the vacancies are sent by the Customers to recruiters or from Recruiters to Customers .After negotiation and agreement to the terms and conditions ,the assignments are delivered directly to the potential customers via Recruit4Job Agency Portal. The invoices are raised and fee collected. You may proceed to Create an Account once you receive invitation. Create a profile with your areas of expertise, pricing and payment terms. Publish it on the marketplace to start receiving leads and assignments.
GETTING STARTED :
With Technology Trained and Certified candidates,R4J strives hard to provide Top Consultancies / RPO / Recruiters to fulfill and accomplish your hiring requirements in every way possible. Recruit4Job – The exclusive and the only place where the world’s best recruiters meet thousands of potential customers(Companies / Corporates / HR Managers etc) across all the industries and ends the search discovering candidates who are Professional, Skilled and Highly Experienced .
Talent Attraction 101 is a guide for founders and hiring managers of startups and small and medium sized businesses (SMBs / SMEs). It covers the foundations of how to build a magnetic employer brand and in order to attract great talent to your company.
A great recruiting strategy is formed around an obsession over the hiring process and a great candidate experience. Only when unsuccessful candidates still recommend their friends to your company's job openings have you truly created a great hiring strategy.
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
The role of Social Media is becoming more and more relevant when it comes to employer branding. Most of the Employer branding focusses on recruitment but there is much more where social media can play a role. Hence some examples and cases.
Using Social media to recruit
Employers are looking for different ways to reach talented candidates. With 50% of the worlds population being 30yrs and under you will find that many of them are using social networks to talk. 8 out of 10 employers are now using social media to find candidates. If you're an employer already doing it then ask yourself are you doing it effectively?
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
30 ways to innovate your candidate experienceSara Coene
Look at your recruitment through the eyes of the candidate. Is your organisation’s culture clear and attractive? Do you have a strong employer brand? Do you reach those candidates that are truly a fit with your company? Are you paying enough attention to the candidate experience?
Candidate experience starts with a focus on people.
To improve your candidate experience in order to attract the best talent, start re-designing your application process.
In this slideshare deck, you’ll find the inspiration to get started.
Attract Top Candidates with Employer BrandingLeah Burdick
Discover how employer branding can help your company attract top candidates. This presentation was delivered through ERE.net by Rebecca Valladares, Senior Vice President of Relationship Management for Hudson Americas (http://us.hudson.com). Learn what employer branding is and the various employer brand attributes that appeal to quality candidates. Explore how top companies are using employer branding to their benefit based on a study of 328 HR executives. For the complete report, visit http://employerbrandguide.com for a complimentary download.
Turbo-Charge Your Talent Brand: Develop your Employee Value Proposition | Tal...LinkedIn Talent Solutions
Facebook’s Global Recruiting Brand Manager and Epic Games’s Director of Recruiting explained how they developed their employee value proposition (EVP) and their employment brand strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
How Starbucks uses ecommerce principles to track, measure, and improve the pr...LinkedIn Talent Solutions
Alex Cooper, Starbucks
Matthew Kennedy, Starbucks
Neha Sinha, Starbucks
How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.
Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Rpo recruiters - consultancies - new - revenue - model : Grow With US !!!Recruit4Job.com
RECRUITERS / PLACEMENT CONSULTANTS / RPO : Recruit4Job is the only platform where the world’s best recruiters meet thousands of potential customers across all the industries around the Globe.
HOW DOES IT WORK
Leads and Job proposals for the vacancies are sent by the Customers to recruiters or from Recruiters to Customers .After negotiation and agreement to the terms and conditions ,the assignments are delivered directly to the potential customers via Recruit4Job Agency Portal. The invoices are raised and fee collected. You may proceed to Create an Account once you receive invitation. Create a profile with your areas of expertise, pricing and payment terms. Publish it on the marketplace to start receiving leads and assignments.
GETTING STARTED :
With Technology Trained and Certified candidates,R4J strives hard to provide Top Consultancies / RPO / Recruiters to fulfill and accomplish your hiring requirements in every way possible. Recruit4Job – The exclusive and the only place where the world’s best recruiters meet thousands of potential customers(Companies / Corporates / HR Managers etc) across all the industries and ends the search discovering candidates who are Professional, Skilled and Highly Experienced .
Talent Attraction 101 is a guide for founders and hiring managers of startups and small and medium sized businesses (SMBs / SMEs). It covers the foundations of how to build a magnetic employer brand and in order to attract great talent to your company.
A great recruiting strategy is formed around an obsession over the hiring process and a great candidate experience. Only when unsuccessful candidates still recommend their friends to your company's job openings have you truly created a great hiring strategy.
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
The role of Social Media is becoming more and more relevant when it comes to employer branding. Most of the Employer branding focusses on recruitment but there is much more where social media can play a role. Hence some examples and cases.
Using Social media to recruit
Employers are looking for different ways to reach talented candidates. With 50% of the worlds population being 30yrs and under you will find that many of them are using social networks to talk. 8 out of 10 employers are now using social media to find candidates. If you're an employer already doing it then ask yourself are you doing it effectively?
Deep dive into LinkedIn solutions and applicationsJacco Valkenburg
Talent Advantage : Referral Engine, Recruiter, Talent Direct, Recruitment Advertising, Jobs Network
Employer Branding: Custom Company Profiles, Career Pages
By Jacco Valkenburg, Recruitment Architect and Trainer, Recruit2
For European Online Recruitment Seminar in Barcelona 23-24 November 2011
Click through this presentation to see the power of employer branding, and how you can incorporate that talent brand for successful talent acquisition.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The War for Talent is a tough one to win, but it's more difficult if you have a weak employer brand. Find out how important making an emotional connection to prospective candidates can really shape your recruitment strategy and improve your quality of hire.
Facebook Advertisements for Lead Generation- Exclusive! Sorav Jain
Explore how Facebook Advertisements can help you generate leads for your business. Connect with sorav on http://www.twitter.com/soravjain | http://www.linkedIn.com/in/soravjain | http://www.facebook.com/echovme
Created as an introduction to social networking as an aid to the job search. Provides job boards, search engines, social networking sites, resume and interview tips.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Similar to From Good to Great: What Drives Quality of Hire (20)
Top 10 Job Boards for Recruiting & Hiring Salespeople Paul Andre de Vera
Riddle me this, what makes a good sales person?
Just think about the typical sales person that you interact with, either during the course of your work day or at home. They seem to be very persistent in their approach and don’t take no for an answer. Off hand many say a sales person needs to be aggressive, a self-motivator, persistent, hard-working and experienced. But is that what makes a good sales person and how do you determine what does?
how to hire a salesperson | hiring sales people | hiring a salesperson Big data allows the smart people of this world to assess candidate in all kinds of new ways; assessments range from personality to psychometric to aptitude to industry specific skills, and much more. Wouldn’t you know it – I’ve found some surprising information about hiring sales people that you may find useful in your search.
Josh Bersin of Bersin by Deloitte did some impressive work on what does and does not drive sales success. At a large service provider, Bersin helped increase sales by $4.5 million within six months after an analysis of turnover, sales performance and productivity. Interestingly, they found that the sales person’s type of degree earned, university grades and references “did not matter” to sales success.
How to Hire a Sales Person
Bersin found that these 6 most common criteria of high performing sales people were:
1. No typos or grammatical errors on their resume.
2. Obtained a college degree. (The actual degree did not matter.)
3. Experience selling real-estate or autos.
4. Demonstrated success making quota and achieving success.
5. Able to perform under “vague instructions” (tested through assessment and interviews)
6. Excellent at multi-tasking and following up on tasks.
And, I’ve learned from Sue Barrett’s Barrett Sales Blog, who’s been using assessment tools for several years that in addition to the 6 key criteria above, she adds that a sales person should also have the following.
1. Ability to Build Relationships
2. Strong Reasoning Skills
Notice the sales person stereotypes that are missing from these lists: aggressive, a self- motivator, fast talker, persistent or even have a sales certification.
When hiring a sales person resist the urge to hire based on gut feelings, some sales people can be fast and slick talkers, they say things like, “I can sell snow to an eskimo.” Cute but means nothing.
Consider that new market trends and customer values have changed. We don’t sell items the same way we sold them 15-20 years ago, we don’t even use currency the same way either. Thanks to technology we have bigger networks, bigger audiences, and a good sales person figures out ways to use websites, social media, apps and other technology to acquire and nuture more customers and increase sales.
While these market wide findings of what makes a great sales person are a bit surprising, always remember that you are hiring for you
Finally, a recruiting platform that works the way you do. https://www.smartrecruiters.com/
Find great candidates. All your sourcing channels to find, engage and convert more candidates. Easiest 1-click application experience.
Hire the best ones. All your hiring teams collaborating on a platform they love to use. Easy to manage interviews, make the right decisions and hire the best people.
Manage your results. All your suppliers and spend in one place. Easy to understand results and measure success.
Never leave a candidate waiting. All your activity in a mobile app. Easy to connect with candidates on the go.
The best marketing job boards are accessible through the SmartRecruiters marketplace. Do the right recruitment marketing to find great marketers with the help of this presentation.
Global Recruitment Capabilities, LinkedIn Recruiter Integration & the Intervi...Paul Andre de Vera
See what's new in SmartRecruiters! https://www.smartrecruiters.com/product/whatsnew/
In October 2014, SmartRecruiters released the following to
Find Great People:
LinkedIn Recruiter integration
Global capabilities
Hire the Best Ones:
Interview scorecard
Improved Tagging
All in One Place:
Improved Store orders, credits and receipts
Open API
LinkedIn for SmartRecruiters: https://www.smartrecruiters.com/linkedin/
Get the full power of LinkedIn directly within SmartRecruiters to source smarter, post smarter, and track recruiting ROI from source to hire. From the only recruiting platform built for LinkedIn power users.
Source Smarter
SmartRecruiters inside LinkedIn:
Know when candidates are already in SmartRecruiters while sourcing in LinkedIn Recruiter. View candidate status, reviews and more. Jump from a candidate’s profile in LinkedIn Recruiter to the candidate’s profile in SmartRecruiters.
LinkedIn inside SmartRecruiters:
Automatically import LinkedIn profiles and InMail conversations into SmartRecruiters.
Post smarter:
Manage spend from your existing job slot inventory, purchase and distribute one-off job postings from inside of SmartRecruiters.
Track smarter:
Get visibility into the performance of your entire LinkedIn investment from within SmartRecruiters. See definitive data on cost per candidate, cost per interview, and cost per hire.
Get referrals from your best sources:
Tap into your corporate social graph to leverage referrals from your employees’ social networks like LinkedIn, Facebook and Twitter.
Engage candidates socially:
Engage candidates directly via InMail as well as Twitter DM and Facebook Messenger.
Apply in 1-click with LinkedIn profile:
Let candidates easily express interest in any job with 1-click using their LinkedIn profile. On desktop, tablet or mobile.
Manage all your contracts:
Manage your job board contracts in one place with Contract Management. Post jobs using any pre-existing contracts and credits.
Jerome Ternynck presented iRecruit Expo’s keynote, “RE:Invent Recruiting.” Over 700 talent management business leaders and executives gathered in Amsterdam, listening to the SmartRecruiters CEO explain the pulse of the recruitment industry.
“Recruiting is a competitive sales process. Hiring teams must be deeply involved to close the best candidates,” said Jerome Ternynck.
Technology job boards! For the best technology inclined candidates, you want to post your open jobs on tech job boards. Yes, you will have luck on large ones too but when you are looking for specialized skills it is best to go to specialized markets.
Job posting to niche sites accounts for 62% of jobs posted. There’s no reason to miss out on the opportunities that niche job boards provide.
The 8 Guiding Principles of Engineering at SmartRecruiters
1. Zero Unemployment
2. Optimize for Speed
3. Awesome is Our Standard
4. Automate Everything
5. Clean Architecture
6. Kick-Ass Team
7. Best Place to Craft
8. Learn & Share
SmartRecruiters webinar presentation from August 21, 2013. Slides include an overview of the new Sourcing Tab feature that allows customers to get data insights into their hiring activity, specifically around where their best candidates are being sourced from.
Manage all your recruitment agencies in one place. Visibility & Control of Marketplace. Best Recruiters Surface. Best Terms Negotiated. Streamlined Process.
8. Healthy Candidate Inflow
1. Choice drives quality of hire
2. Volume, numbers game
3. Critical timing of 2 weeks
4. Source of best candidates
is unknown
10. Clean Job Ad
Informative Effective
Company, position, Drives conversion with
qualifications, process clear Call to Action
Short Social
500 words or less Social touch with Poster
and Insider Connections
Clear Viral
Jargon free, easy to Easy to share on popular
understand networks
The Job Ad is what converts your sourcing dollars into candidates.
A good job ad yields 100% more results than a bad one.
12. Jobs on Your Website
Front and Center Location
List jobs clearly on List jobs by location on a
careers page webpage or blog
Branding Department
Configure jobs list to List jobs by department on
match corporate branding a webpage or blog
50% of your applicants visit your career website
before or after applying
14. Let the Whole Web Know
Free Sites Index Job Ad
Distribute jobs on free Make sure jobs are
sites indexed by Google, Bing
Job Search Engines SEO Optimized
Distribute jobs on job Optimize job landing page
search engines URL, tags, description
50% of job searches start on Google
16. Ask Your Friends
• Share jobs on LinkedIn, Twitter
and Facebook
• Ask all employees to share and
make intros (vs referrals)
• Don’t spam. Take the time to
personalize messages
When done properly, social referrals can
become your #1 source of hire
18. Advertise on Job Boards
• Use generalist sites for volume
(Monster, CB, LinkedIn, Indeed
Pro)
• Use niche sites for quality
and precise targeting
• 1 Generalist + 2 Niche boards
for every job (cost 1% of salary)
Advertising will give you 10-50 candidates
within a week with a great ROI
20. Leverage Facebook
• Turn fans into hires with a social
Career Site on Facebook
• Use Facebook Ads to drive hyper-
targeted candidates to your job
• Share jobs as posts on your
personal page (occasionally)
Facebook is a gold mine for recruiters
22. Source Directly
• Search your existing Talent Pool
to find people already engaged
• Mine external databases, not just
LinkedIn, but TalentBin, Entelo,
Gild, Facebook…
• Don’t Spam. Personal message
yield better results than standard
emails
Assume a 10% conversion, i.e., contact 100
people to get 10 candidates. Intense but
effective.
24. Use Agencies
• Retained if you need results
• Contingent if you’re just being
opportunistic
• Give a clear brief
• Go for niche/specialized firms
“If you think hiring top professionals is
expensive, try hiring amateurs”
25. Cast a Deep, Wide Net
1. Clean Job Ad
2. Jobs on Your Website
3. Let the Whole World Know
4. Ask Your Friends
5. Advertise on Job Boards
6. Leverage Facebook
7. Source Directly
8. Use Agencies
28. Build Your Brand
Culture Team
Use candid photos of Define roles, display work
employees and workplace samples
Be Authentic Social
Express the benefits of Use social networks to
your workplace honestly spread your brand
Video Blog
Show testimonials of Inbound marketing,
employees personable,…
Famous companies receive 10x more candidates. Investing in your
employer brand will increase your return on sourcing budget.
30. Easy to Apply
• People should be able to express
% Conversion on Apply
interest in less than 1 minute
70
60
• Complex forms waste your money 50 Who are those
40 lost candidates ?
30
• Screening questions screen out the 20
10
best candidates 0
1 3 5 7 9 11 13 15 17 19 21 23 25 27 29
min min min min min min min min min min min min min min min
% that Complete Apply
Aim for >60% conversion from “Apply Now” to
“New Candidate Received”
32. Don’t Leave Anyone Behind
• Candidates are customers,
partners, coworkers…above
all, they’re human beings
• Provide timely feedback to
everyone, at every stage
• It’s easy, and not doing so is
mean and counterproductive
50% of our rejected candidates end up as
followers or fans of SmartRecruiters
34. Two Weeks
• Top candidates have many options.
You have 2 weeks to close
• If your process takes too long, you
lose the best candidates first
• Week 1 : Prescreen + 1st Interview
Week 2 : 2nd Round + Assessment
Week 3 : Offer and Check
Top performers stay on the market 4 weeks or less
and consider 3 offers before making a decision
35. Engage and Cherish Everyone
9. Build Your Brand
10. Easy to Apply
11. Don’t Leave Anyone Behind
12. Two Weeks
38. The Science of Assessment
• Assessment is not an art
• Behavioral measures
attitude, work style, cultural fit, job
fit
• Skills testing measures aptitude
for knowledge, skills and abilities
• Reference check provides 360
degree view of past performance
Back your evaluation with science and leverage
it to drive more productive interviews
40. Hire as a Team
4 Minimum Feedback
Four interviewers over two Trigger
rounds discussion, structure
feedback
Better for you Better for the candidate
You get more Candidate understands the
perspectives, deeper company better and makes
evaluation and buy-in for an informed decision
the new hire
Collaboration - not automation - is the key to a successful hiring
process.
42. Check
• Ensure that the applicant meets the
minimum requirements for the job and
company culture
• Meet state requirements for
employment offers
• Provide a safe work environment for
all employees
• Verify that applicant is suitable for
specific tasks on the job
7 out of 10 companies use background
checks according to SHRM
43. Make the Right Choice
13. The Science of Assessment
14. Hire as a Team
15. Check
44. From Good to Great
Source
Big Bang Multi-Channel Sourcing.
50 Candidates in the first 2 weeks.
Engage
Make everyone feel great and keep
a strict timing. 2 weeks for interview.
Hire
Use Art & Science. Involve your
team and don’t forget to check.
Editor's Notes
Do you speak good spanish?Can you use Powerpoint?Are you a good sales person?Can you speak in public?Will you fit in our unstructured collaborative culture?