High-volume recruiting is super challenging and competitive. A strong employer brand isn’t enough to fill pipelines and jobs when candidates have so many employment choices and hourly workers are on the market for literally hours. More than ever, high-volume recruiting depends on a candidate experience that’s easy, fast and responsive and an employer value proposition that truly resonates. In this Webinar, you'll learn 4 actionable strategies that win candidates when you’re recruiting at scale or when it’s time to surge. Our featured speakers are Trish Freshwater, Sr. Communications Manager at Sodexo Talent Acquisition, the 19th largest employer worldwide, and Billy Scharmann, Sr. Manager of Supply at PICKUP, experienced in scaling up gig economy businesses. You’ll walk away with actionable pro tips from their talent brand and recruitment operations playbooks that you can implement to attract and convert high-volume candidates smarter and faster. In partnership with Fountain and Glassdoor.

1. IN PARTNERSHIP WITH
4 Actionable Strategies
to Win at High-Volume
Recruiting

2. CALL FOR ENTRIES
Deadline: February 28, 2020
RallyAwards.com

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Today’s Speakers

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Lori Sylvia
Founder and CEO
Rally
@lorimsylvia
@rally_rm
Trish Freshwater
Sr. Communications Manager
Sodexo Talent Acquisition
@SodexoTrish
Billy Scharmann
Sr. Manager of Supply
PICKUP

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PICKUP is transforming the same day delivery
space. Our unique same day delivery model is
specifically designed to handle merchandise
more than 50 lbs. and transported less than 50
miles. Our service connects customers (retail
and otherwise) to fully qualified delivery
professionals with up-to-date equipment ready
to tackle the biggest logistics challenges.

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What You’ll Learn Today
• Key moments in candidate communications that can make or break recruiting
• Strategies to retain and recruit from the talent you’ve already onboarded and trained
• How to personalize the candidate experience through video, mobile and text
• Tips for aligning business partners on creating a consistent candidate experience at scale
• Live Q & A

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Strategy #1
Candidate
Communications

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ATS
Messaging
• Consistent structure
• Candidate-centric language
• Call to action
• Address key touchpoints in
the process

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Initiate Interview
Dear Recipient: First Name,
Congratulations! You have been forwarded to the hiring manager for further
consideration in the interview process for the Recruiting Workflow: Job : Position
Posting Title position (Recruiting Workflow: Job : System ID). While waiting to see if
you’re selected for an interview, take a moment to read through these interview tips.
Also, you can log into your profile any time to check your status for any positions
you have applied to or update your information.
Again, thank you for your continued interest in this position.
Sincerely,
Job: Recruiter : Full Name: First Last

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Interview Complete
Dear Recipient: First Name,
Thank you for taking the time to interview for the Recruiting Workflow: Job : Position
Posting Title position (Recruiting Workflow: Job : System ID). I hope that all your
questions were answered and that you learned more about the job itself and the
location.
As the hiring manager finishes the selection process for this position, you can
discover more about why you should choose Sodexo! We have lots of information
online about our benefits and culture, as well as many employee stories on our
Sodexo USA Careers Blog.
Also, you can log into your profile any time to check your status for any positions
you have applied to or update your information.
Again, thank you for your continued interest as we make our final hiring decision.

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Job
Descriptions
• Make a good first impression
• Consistent presentation
• Candidate-centric language
• Key details at the top

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Strategy #2
Retention &
Internal Mobility

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On-Demand Retention

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Careers Blog

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Promoting from Within
• Career advancement stories
• Mentoring programs
• Employee profiles /
internal sourcing

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Influencing through Video

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Determining Candidate Interests

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Extrapolate to Social

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Finding Content

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Strategy #3
Mobile First

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Why Mobile First?
• 70% apply with smartphone
• Make mobile “non-stop” to
prevent drop off
• Verify tech skills if majority of
role done on mobile

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Transparency & Experience
• Set candidate expectations
about what’s next
• Personalization and branded
across all platforms:
landing page > application > interview >
onboarding

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All Friction is Not Bad
• Stages that require thought and
time can increase applicant quality
• Gather necessary documents up
front vs after the fact when they
may have lost interest

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Strategy #4
Text Messaging

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Text Messaging
• Preferred communication tool for
many candidates
• Opportunity for AI customer service
• Connect with candidates
• Candidate / employee engagement

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Using SMS
at Scale
• Use names where applicable
• Provide 2-way communication
• Respond in a reasonable time
• Include a “Call To Action”
• Keep it simple and be brief

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SMS First Communications

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Lessons Learned
Trish
• Communicate often
• Be consistent
• Be human
• Tell a story
• Maximize exposure
• Help candidates self-select out
Billy
• Differentiate with a “personalized and
easy” experience
• Automations and integrations are vital
• Leverage video throughout
• Not all friction is “bad”
• Never stop analyzing data

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Thank you!