SlideShare a Scribd company logo
Rusty Lindquist
V P O F S T R A T E G I C H R I N S I G H T S
B A M B O O H R
Thad Price
V P O F P R O D U C T
J O B S 2 C A R E E R S
J O I N T H E C O N V E R S A T I O N O N T W I T T E R U S I N G # B A M B O O H R
The World Has Changed
1
Recruiting
10 years ago
Achangedperspective
Organizational Power
Organizational power goes to the group that
deals with the biggest problems
Alfred Marshall
economist
1
Employment marketing
1
Candidate Personas
“A candidate persona is a fictional
representation of your ideal hire for a specific
role. It is based on as much real data as
possible, along with educated guesses about
experience, goals, motivations, and
concerns.”
-Recruiting Social
1
Candidate Personas
• What is their demographic (answering: who is this person)?
• What inspires and motivates them?
• What concerns are they likely to have?
• What does their career history likely look like?
• What constraints may they be having?
• What pains might they be experiencing?
• What is their level of seniority?
• What do all these things imply about who they are?
• What predispositions might they have?
• Where do these people hang out?
• What type of message do these people respond to?
• What type of writing do these people respond to?
• What does their typical day look like?
• What is the best time of day to reach them?
• What do they value most?
• Where do they go for information?
• What do they care about from an employer?
1
Candidate Personas
• Identify the highest-performing recruiting channels
• Identify potential ad-placement opportunities
• Build a message, and job description that resonates
• Communicate in a language they respond to
• Build a job description that addresses their pains
• Create differentiation for your “product” and “message”
• Elicit an emotional response from your candidate
• Prepare you to interview for ideal characteristics and
attributes, not just job history and talents
and their results
1
Market Differentiation
1
Employer Brand
1
Employer Brand
v
HOW
OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)
WHY
Values
Mission
Beliefs
Culture | Corp. Brand
HR ActivitiesEmployee Perception Candidate Perception
WHAT
Employer Brand
Recruitment costs
Awareness
Recruitment funnel
Candidate quality
Candidate quantity
Acceptance rate
Negotiating power
Employee Retention
Employee Engagement
Employee Performance
Work Culture
Organizational Performance
J O B D E S C R I P T I O N S
Employer Brand
1
Millennials
of the workforce by 2018
50% expect to stay less than
three years
91%
1
Millennials
Company culture is
critical, where they
work is part of their
social story.
culture
and their mindset
Millennials place an
especially high focus on
finding work that is
meaningful to them.
They look for a “cause”.
meaning
Millennials have an
“always on” job-
seeking mentality,
even when satisfied
with their current job.
search
28 15
1
Millennials
and their job-search
weeks on average
Take
Search resources
Use
1
Millennials
Optimize it!
53%Visit a company’s website
what you can do about it
1
Millennials trust peer reviews
Be transparent
Millennialswhat you can do about it
1
Company wins
Share
Millennialswhat you can do about it
for awards
Apply
Millennialswhat you can do about it
Create talent communities
and take advantage of all the
resources job seekers use
to look for work.
Communities
Attract millennials through
several channels: social,
awards, company pages,
job boards etc.
Channels
what you can do about it
Millennials
1
The gig economy
The same thing is happening in
recruiting. On-demand employment is
an alternative, or a supplement, to a full
time job.
US workers
are 1099
42million
Projected
increase by 2020
of the workforce
has a second job
34%
Millennials freelance
1of 3
65million
The gig economy
1
The gig economy
Recruiting technology has to
keep up! 10% of the jobs on
Jobs2Careers are gigs.
The gig economy
Whatcanyoudoaboutit?
• Understand Your Enemy
• Think Differently
• Be accommodating
• Think like a marketer
• Try before you buy
The role of mobile
of job seekers search
jobs from a mobile device
70%
of them expect to be able
to apply on a mobile device
27%
The role of mobile
VS
Mobile
Friendly
Mobile
Optimized
Whatcanyoudoaboutit?
The role of mobile
decrease in
time to hire
13%
increase in quality
of applicants
19%
BENEFIT OF
OPTIMIZATION:
W H A T C A N Y O U D O A B O U T I T
The role of mobile
Whatcanyoudoaboutit?
Urge your
ATS to get
mobile
optimized
Use sites that
let you use
mobile in their
strategy
Employees are your
greatest assets
• Get involved in the community
• Build CSR programs
• Promote company involvement
• Wear company gear
• Turn employees into brand ambassadors
• Build referral programs
• Understand your value.
• Understand and speak to the goals
• Speak their language and advocate
Advocating for your
Recruiting Needs
Thank you!
Follow BambooHR and Jobs2Careers on social media:
bamboohr.com/blog | jobs2careers.com/news
Questions?
BambooHR
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.
Contact sales@jobs2careers.com for a free demo and assessment.
Jobs2Careers

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How to Win the Recruiting Battle

  • 1.
  • 2. Rusty Lindquist V P O F S T R A T E G I C H R I N S I G H T S B A M B O O H R Thad Price V P O F P R O D U C T J O B S 2 C A R E E R S J O I N T H E C O N V E R S A T I O N O N T W I T T E R U S I N G # B A M B O O H R
  • 3. The World Has Changed
  • 6. Organizational Power Organizational power goes to the group that deals with the biggest problems Alfred Marshall economist
  • 8. 1 Candidate Personas “A candidate persona is a fictional representation of your ideal hire for a specific role. It is based on as much real data as possible, along with educated guesses about experience, goals, motivations, and concerns.” -Recruiting Social
  • 9. 1 Candidate Personas • What is their demographic (answering: who is this person)? • What inspires and motivates them? • What concerns are they likely to have? • What does their career history likely look like? • What constraints may they be having? • What pains might they be experiencing? • What is their level of seniority? • What do all these things imply about who they are? • What predispositions might they have? • Where do these people hang out? • What type of message do these people respond to? • What type of writing do these people respond to? • What does their typical day look like? • What is the best time of day to reach them? • What do they value most? • Where do they go for information? • What do they care about from an employer?
  • 10. 1 Candidate Personas • Identify the highest-performing recruiting channels • Identify potential ad-placement opportunities • Build a message, and job description that resonates • Communicate in a language they respond to • Build a job description that addresses their pains • Create differentiation for your “product” and “message” • Elicit an emotional response from your candidate • Prepare you to interview for ideal characteristics and attributes, not just job history and talents and their results
  • 13. 1 Employer Brand v HOW OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE) WHY Values Mission Beliefs Culture | Corp. Brand HR ActivitiesEmployee Perception Candidate Perception WHAT
  • 14. Employer Brand Recruitment costs Awareness Recruitment funnel Candidate quality Candidate quantity Acceptance rate Negotiating power Employee Retention Employee Engagement Employee Performance Work Culture Organizational Performance
  • 15. J O B D E S C R I P T I O N S Employer Brand
  • 16. 1 Millennials of the workforce by 2018 50% expect to stay less than three years 91%
  • 17. 1 Millennials Company culture is critical, where they work is part of their social story. culture and their mindset Millennials place an especially high focus on finding work that is meaningful to them. They look for a “cause”. meaning Millennials have an “always on” job- seeking mentality, even when satisfied with their current job. search
  • 18. 28 15 1 Millennials and their job-search weeks on average Take Search resources Use
  • 19. 1 Millennials Optimize it! 53%Visit a company’s website what you can do about it
  • 20. 1 Millennials trust peer reviews Be transparent Millennialswhat you can do about it
  • 23. Create talent communities and take advantage of all the resources job seekers use to look for work. Communities Attract millennials through several channels: social, awards, company pages, job boards etc. Channels what you can do about it Millennials
  • 24. 1 The gig economy The same thing is happening in recruiting. On-demand employment is an alternative, or a supplement, to a full time job.
  • 25. US workers are 1099 42million Projected increase by 2020 of the workforce has a second job 34% Millennials freelance 1of 3 65million The gig economy
  • 26. 1 The gig economy Recruiting technology has to keep up! 10% of the jobs on Jobs2Careers are gigs.
  • 27. The gig economy Whatcanyoudoaboutit? • Understand Your Enemy • Think Differently • Be accommodating • Think like a marketer • Try before you buy
  • 28. The role of mobile of job seekers search jobs from a mobile device 70% of them expect to be able to apply on a mobile device 27%
  • 29. The role of mobile VS Mobile Friendly Mobile Optimized Whatcanyoudoaboutit?
  • 30. The role of mobile decrease in time to hire 13% increase in quality of applicants 19% BENEFIT OF OPTIMIZATION: W H A T C A N Y O U D O A B O U T I T
  • 31. The role of mobile Whatcanyoudoaboutit? Urge your ATS to get mobile optimized Use sites that let you use mobile in their strategy
  • 32. Employees are your greatest assets • Get involved in the community • Build CSR programs • Promote company involvement • Wear company gear • Turn employees into brand ambassadors • Build referral programs
  • 33. • Understand your value. • Understand and speak to the goals • Speak their language and advocate Advocating for your Recruiting Needs
  • 34. Thank you! Follow BambooHR and Jobs2Careers on social media: bamboohr.com/blog | jobs2careers.com/news
  • 35. Questions? BambooHR 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. Contact sales@jobs2careers.com for a free demo and assessment. Jobs2Careers