Jobvite GDRoadshow Presentation: Building a Best Place to Work
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Learn how to tap job seekers to build a Best Place to Work brand in this GDRoadshow presentation by Jobvite.
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Jobvite GDRoadshow Presentation: Building a Best Place to Work
- 1. A “Best Place to Work” Brand Tapping Job Seekers to Build
- 3. Opinion of Your Company Starts Before the Employee Joins “Best Place to Work” perception starts here. Passive Candidate Active Candidate Hired Employee
- 4. Opinion of Your Company Starts Before the Employee Joins “Best Place to Work” perception starts here. Passive Candidate Active Candidate Cohesive Brand Strategy Mobile Experience Personalized Job Seeker Engagement Amazing Candidate Experience Hired Employee
- 5. Opinion of Your Company Starts Before the Employee Joins Area Of Untapped Opportunity Amazing Candidate Experience Hired “Best Place to Work” perception starts here. Passive Candidate Active Candidate Cohesive Brand Strategy Mobile Experience Personalized Job Seeker Engagement Employee
- 6. The Job Market Is Hot 5.6% Unemployment (lowest since Sept. 2008) 43% fewer job seekers stated it was difficult to find a job 69% of recruiters expect hiring to become more competitive in next 12 months Current Employment Statistics Survey, Jan 2015, Bureau of Labor Statistics 2015 Job Seeker Nation Study, Jobvite 2014 Social Recruiting Survey, Jobvite
- 7. Even Satisfied Employees Are Open To New Jobs 45% of job seekers are satisfied in their current job, but open to a new one. 50% of employed job seekers see their current position as a placeholder. 2015 Job Seeker Nation Study, Jobvite
- 8. Where Are These Job Seekers Looking? 67% use Facebook 45% use Twitter 40% use LinkedIn 2015 Job Seeker Nation Study, Jobvite
- 9. The opinions of peers carry more weight… Who Do People Trust? 62% “A person like yourself” 43% Corporate CEO Source: 2014 Edelman Trust Barometer http://www.edelman.com/insights/intellectual-property/2014-edelman-trust-barometer/
- 11. Align Your With All Channels
- 12. Despite 43% of job seekers using mobile in their job search 59% of recruiters invest nothing in mobile career sites Mobile Is On the Rise, and Recruiters Are Missing Out 2014 Social Recruiting Survey, Jobvite
- 13. Having a Mobile Optimized Experience Pays Those who leverage the power of mobile are seeing its impact on candidate engagement: Improves quality of hires 19% Improves quality of candidate 13% Improves time-to-hire 14% 2014 Social Recruiting Survey, Jobvite
- 14. Personalized Engagement Attracts Talent Share Relevant Content Multi-Channel Campaigns Aligned To Your Brand
- 15. Easy to Apply Mobile Optimized No Profile Needed Transparency and Frequent Communications Video Interview Screening Hassle-free Onsite Interviews Quick Decision and Communication Always Close the Loop With Candidates Deliver a Seamless, Simple Candidate Experience
- 16. Best Place To Work Happy new employees Non-Hire Net promoters Share positive Job seeker experiences Great Job Seeker Experiences Bolster Your Brand &
Editor's Notes
- [Speaker introduction and a very brief “about” Jobvite.]
- So how is being a “Great Place to Work” relevant and important to the recruiting process? If you think about it, people’s opinions about your company start getting formed long before they become employees. As soon as people apply and become engaged in the recruiting process as candidates, they start to get a very good sense about what it’s like to work there. But even before applying for any job, when people are just passive candidates, there is a very good chance job seekers are getting exposed to your company and formulating their opinions.
- During these two phases before job seekers become employees, companies can take concrete steps to build their reputation as “Great Place to Work” by providing a great job seeker experience For applicants, it’s about delivering an amazing candidate experience that is simple, streamlined, and transparent. For reaching and influencing passive candidates companies can also take some very deliberate steps. Based on our experiences, three of the most important steps companies can take to differentiate themselves amongst passive candidates are to: --Create and present a cohesive brand strategy as an employer --Provide a great mobile experience for the rising number of mobile job seekers --And its vital to engage with passive candidates continuously with tailored content and communications.
- This early phase of the job seeker experience is a large area of untapped opportunity that companies can leverage to create a positive employer brand. In this presentation, I’ll cover the candidate experience, but I will especially focus on the best practices companies should employ for the passive candidate phase of the job seeker journey.
- But before I delve into these best practices , I’d like take a few minutes to underscore why today’s environment makes it particularly important to keep the passive job seeker experience top of mind. First, we are seeing great gains in the economy. Based on recent data from the Bureau of Labor Statistics we are seeing: --5.6% unemployment rate – the lowest since Sept 2008, before the financial crisis --5% GDP growth in Q3 2014 shows the healthiest growth in 11 years The Jobvite Job Seeker Nation also supports the competitive job market: --43% fewer job seekers stated that it was difficult to land a job since 2012 survey --69% of recruiters expect hiring to become more competitive in the next 12 months In this environment, job seekers can be more choosy and having a strong employment brand becomes more important. ========= 5.6% Unemployment (lowest since Sept. 2008) -- Bureau of Labor Statistics – Dec 2014 5% GDP growth Q3 (Healthiest in 11 years) -- -- Bureau of Labor Statistics – Dec 2014 --43% fewer job seekers stated that it was difficult to land a job since 2012 survey [Job Seeker Nation 2015] 69% of recruiters expect hiring to become more competitive in next 12 months (Social Recruiting Survey 2014)
- Even satisfied employees are at risk of jumping ship in this environment. The Job Seeker Nation survey showed that… --45% of job seekers are satisfied in their current but open to a new role. --This rate is even higher among millennials who are twice as likely than 30-somethings to leave their job after just three years. --AND 50% of employed job seekers consider their current position a stepping stone
- And where are all of these job seekers looking for new opportunities? Not surprisingly across various social networks… with Facebook being the social network of choice with 67% of job seekers. Facebook is used across the board while LinkedIn is more likely to be used by job seekers in higher income brackets.
- The prevalence of social media has democratized the job seeker experience by exposing passive candidates to a wide-array of opinions and comments from other job seekers like themselves. Studies have shown that people are more likely to trust information from people like themselves versus the formal party line. The bottom line is that what people say about your company on sites like Glassdoor, LinkedIn, and Facebook really make a difference. So it’s crucial that companies get ahead of the curve and take ownership of their employer brand to help shape the conversation. == Source: 2014 Edelman Trust Barometer http://www.edelman.com/insights/intellectual-property/2014-edelman-trust-barometer/
- Once you’ve defined your employer brand the focal point for communicating that brand is on your career site. All communication channels should align with your career site message and should be working to direct traffic to it, so it’s important to get this part right. Here are a few career site best practices that we’ve seen from our most successful customers…. Convey an authentic message of what it’s like and what it means to work at your company. Do this by showing a few real-life profiles of employees who work there. Show visitors what it’s like to work a day in the life of a specific role. Highlight what makes your company unique and great. These can include career growth opportunities or company perks. And it’s important to convey this in an visually impactful way. Companies need to be consistent with their brand, use compelling graphics and leverage the use of photos and videos to tell the story.
- And it’s important that the employer brand from your career site aligns with all of the channels where passive candidates are interacting. Both your look-and-feel and message should be consistent to create cohesion in your brand.
- Another important channel type aside from web sites is the device that job seekers are using. As we all have seen, the use of mobile only continues to increase every year. Our Social Recruiting Survey showed that 43% of job seekers are already using mobile in their job search. That figure is even higher for millennials. [47% of millennials use mobile in their job search – Job Seeker Nation 2015]. Yet, interestingly, 59% of recruiters said they are not investing in their mobile career websites. There seems to be a great area of opportunity here.
- Especially considering that having a mobile optimized career site does make a difference. According the same survey, those companies that are leveraging the power of mobile are already seeing an impact on the level of candidate engagement. --19% increase in the quantity of hires --13% improvement in quality of hires Imagine the perception of your company by job seekers when they go to your career site on their mobile device and it just works.
- The third best-practice deal with how companies communicate and engage proactively with job seekers. Many companies are using a Candidate Relationship Management system to create a database of passive candidates for future opportunities. To best leverage that talent pool, it’s important to communicate with these passive candidates using a tailored approach to help increase engagement. The content shared should be informative and interesting. Companies could share new product announcements, venture funding, or relevant thought leadership articles. It’s better if that can be tailored to the location where the passivize candidate lives or the role they are interested in. Communications should take a multi-channel approach and should include emails, web pages, as well as social media sites. And of course, all of these proactive communications should align to your employer brand.
- Finally, I did want to touch on the experience of the candidate once a job seeker has applied to a position and is engaged in the hiring process. To create a positive job seeker impression, it’s vital that the process is simple, seamless and transparent… end-to-end. It starts with the apply process. As we talked before, it’s important that the career site is mobile optimized. But you also want to eliminate any other source of friction, like forcing candidates to create a profile before they can submit an application. Once candidates apply, they expect communication and transparency in the process. The use of video interview screening is something we are starting to see more of. This not only provides time and cost efficiencies to recruiters, but it also gives candidates an opportunity to present a facet of themselves that can’t be captured in a resume or job application. Then of course the onsite interview process should be hassle-free and it’s important to provide a quick decision or at least timely communications to candidates. All times, it’s very important to “close the loop” the loop with candidates. Not closing the loop is the biggest complaint we hear.
- To summarize what we just covered… The experiences of job seekers as both passive and active candidates will shape their perceptions of your company’s employer brand. Happy new hires hopefully result in happy employees and advocates of your company. But even job seekers who were not hired or decided not to apply can be left with a positive impression of your company. These experiences are likely to find their way to Glassdoor and some of the other social channels I talked about and they will play a role in whether your company is perceived as a “Great Place to Work”.