How to Create a Winning Recruitment StrategyCareerBuilder
A winning recruitment strategy is the difference between companies that lead and companies that lag, and now is the perfect time to build or revitalize your recruitment strategy.
The Benefits Employees Want Most
Kimberlea Kozachenko, Senior Leader, Talent Attraction & Acquisition at ATB Financial
Dr. Andrew Chamberlain, Chief Economist at Glassdoor
Lisa Holden, Employer Communications Manager at Glassdoor
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
This magazine issue provides information on strategic leadership, leading change, leadership agility, recruiting ambition, and how the Apple Watch will impact HR. It discusses recruiting people with ambition using interview questions to identify drive and goals. An article explains how the Apple Watch can help HR monitor employee health and fitness in high-risk jobs, provide wellness tracking to improve scheduling, and enhance communication to save time at work. The issue also includes sections on coaching executives, new business trends, resume writing, and jobs around the world.
The document discusses employer branding and provides information about what employer branding is, why it is important, and how companies can build and improve their employer brand. It defines employer branding as managing a company's reputation as an employer and positioning the organization as an employer of choice. It highlights the importance of employer branding for candidate attraction and retention. It then provides tips and best practices for companies to develop their employer branding strategy, including defining their employer value proposition, using visual branding and storytelling, optimizing the candidate experience, empowering employees as brand ambassadors, having a catchy tagline, executing an employer branding plan, and measuring the impact.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
This document summarizes a panel discussion on gathering feedback to improve hiring and retention strategies. The panel addresses four topics: 1) Screening and sourcing talent quickly, 2) Leveraging candidate survey feedback, 3) Curating employee feedback to refine sourcing, and 4) Creating an exceptional onboarding experience. Panelists provide tips on using close-ended survey questions and avoiding absolutes to gather feedback that can be incorporated into sourcing strategies. They also discuss how to gather employee recommendations and prioritize onboarding to differentiate the new hire experience.
How to Create a Winning Recruitment StrategyCareerBuilder
A winning recruitment strategy is the difference between companies that lead and companies that lag, and now is the perfect time to build or revitalize your recruitment strategy.
The Benefits Employees Want Most
Kimberlea Kozachenko, Senior Leader, Talent Attraction & Acquisition at ATB Financial
Dr. Andrew Chamberlain, Chief Economist at Glassdoor
Lisa Holden, Employer Communications Manager at Glassdoor
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
This magazine issue provides information on strategic leadership, leading change, leadership agility, recruiting ambition, and how the Apple Watch will impact HR. It discusses recruiting people with ambition using interview questions to identify drive and goals. An article explains how the Apple Watch can help HR monitor employee health and fitness in high-risk jobs, provide wellness tracking to improve scheduling, and enhance communication to save time at work. The issue also includes sections on coaching executives, new business trends, resume writing, and jobs around the world.
The document discusses employer branding and provides information about what employer branding is, why it is important, and how companies can build and improve their employer brand. It defines employer branding as managing a company's reputation as an employer and positioning the organization as an employer of choice. It highlights the importance of employer branding for candidate attraction and retention. It then provides tips and best practices for companies to develop their employer branding strategy, including defining their employer value proposition, using visual branding and storytelling, optimizing the candidate experience, empowering employees as brand ambassadors, having a catchy tagline, executing an employer branding plan, and measuring the impact.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
This document summarizes a panel discussion on gathering feedback to improve hiring and retention strategies. The panel addresses four topics: 1) Screening and sourcing talent quickly, 2) Leveraging candidate survey feedback, 3) Curating employee feedback to refine sourcing, and 4) Creating an exceptional onboarding experience. Panelists provide tips on using close-ended survey questions and avoiding absolutes to gather feedback that can be incorporated into sourcing strategies. They also discuss how to gather employee recommendations and prioritize onboarding to differentiate the new hire experience.
The document discusses how employer branding is important in the digital era. It provides statistics that show professionals consider a company's brand and work environment when considering jobs. Most professionals research companies online. The challenges recruiters face in a competitive market are also examined, along with the importance of using social media as part of an employer branding strategy. Rules for attracting top talent include selling the organization on social media and treating applicants like customers.
THE RESULTS YOU WANT - AT A PRICE YOU CAN AFFORD
Every business wants to harness social media - whether it's to generate new client leads, attract new hires or drive website traffic. But employing an in-house Employer Branding Manager comes at a significant cost. That's why our employer branding agency has focused on providing the most cost-effective social media management service. We make it possible for you to have an outstanding social media presence that a small business or recruitment team would otherwise struggle to afford.
We'll undertake the steps you need to get business results from social media - but at 1/3 the cost of you hiring someone in-house. Contact ruchi@employerbrandindia.com
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...RecruitingDaily.com LLC
You’re here because you’ve done everything right.
…but you STILL haven’t penetrated the market.
Your brand is lacking.
Your pipeline is clogged.
Can you afford to lose the talent fight? No?
We didn’t think so. So why d’ya keep doin’ that?
Will Staney, Founder of Proactive Talent & Co-Founder of Talent Brand Alliance, is going to teach you how to embrace your underdog.
You are the Challenger.
If you keep playing Follow the Leader, you’ll come in second. Every. Single. Time.
In this webinar, Will is going to show you:
The importance of understanding your candidates’ “Why” motivation.
How to create your unique Challenger Brand.
His 6-Step tactical process to building your Talent Attraction Strategy.
“THE CHALLENGE” and defining your (and your candidates’) motivations.
More…
Bonus – some really awesome slide deck graphics you get to download and stare at as LONG as you want. Woah…
Step into the ring, Recruiters.
Your candidates are waiting.
Strategies to recruit & retain a multigenerational workforceBambooHR
Following over a year of turmoil, people from every generation are rethinking what work really means to them, and many are even calling it quits. What does that mean for your hiring efforts, and how can you adapt your recruiting strategies to meet the needs of a large, multigenerational candidate pool?
Enhance Your Employer Branding Strategy With Company PagesIndeed
When great candidates research your company, what will they find? Take control of your employer brand and join the conversation on the world’s largest employer review site—Indeed. Product Director Andrew McGlinchey will show how to optimize your Indeed Company Page by showcasing your unique workplace culture, the people that power your brand and your latest job openings. See how to take advantage of the latest product features and get inspiration from top-performing Company Pages.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Tactical HR: Create an Onboarding Framework - Impress Your New Hires!Aggregage
They say that the most valuable asset of a business is its people. Take a job at any of the top Forbes 500 companies, and you will notice that they have the art of onboarding down to a finely-tuned science. Whether you are a brand new startup or an established company that has been in the corporate world for many years, improving your onboarding process is something that could make a dramatic difference to how your business will perform in the long term.
This document discusses employer branding and provides tips for building a strong talent brand. Some key points:
- 69% of companies agree that employer brand is a top priority, with larger companies placing more importance on it. Employer brand significantly impacts hiring ability.
- Steps to build a talent brand include getting executive buy-in, listening to candidates and employees, crafting an approach, promoting the brand, and measuring results.
- Promoting involves optimizing company and employee profiles, leveraging employees' LinkedIn presence, crafting job posts, and engaging candidates on and off LinkedIn through updates and APIs.
- The Talent Brand Index measures brand engagement vs familiarity to benchmark against competitors.
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
The document discusses findings from SmashFly Technologies' annual benchmarking of recruitment marketing strategies among Fortune 500 companies. Some key findings include an increase in high performers adopting new strategies, improved mobile optimization of career sites, and gaps between leaders and laggards in tactics like using video. Opportunities exist for most companies to improve relationship building and nurturing talent through personalized communications and internal talent networks. The presentation outlines current trends, leaders, and predictions for increasingly intelligent recruitment technologies.
Ruchi Bhatia is the founder of HRGurukul, an HR consulting firm. She has over a decade of experience at IBM in HR strategy and recruitment branding. Her firm offers consulting and training workshops on employer branding, gender diversity and inclusion, and preparing for the future of work. They provide customized solutions for startups, SMEs, and large companies at competitive prices starting from 50K for a half day workshop. Their goal is to help companies become employers of choice and address common challenges in these areas.
Ruchi Bhatia is an IIM-C alumna and founder of HRGurukul, an HR consulting firm. She has over a decade of experience at IBM in HR strategy and execution. HRGurukul offers consulting and training workshops on employer branding, gender diversity and inclusion, and preparing for the future of work. Their customized workshops help address challenges such as building an employer brand, promoting gender equality in organizational culture, and adapting to technological disruption.
TC19 LEAD Wednesday - Patti Muldoon - Culture change during uncertainty globa...ChristinaElezaj
This document summarizes a case study of Global Fusion, a company with 200,000 employees across four businesses that was undergoing a culture transformation effort. It describes how the company had a traditional hierarchical culture that was no longer effective, so it deployed frequent short surveys and aligned questions with leadership priorities to better understand employees. It shows how initially there was resistance from HR but managers became engaged once given access to results. Sentiment analysis revealed improvements in empowerment scores over time. Finally, it discusses maintaining momentum during a planned corporate separation by ongoing two-way communication and adapting programs based on employee needs.
23 Recruiting Hacks for Interviewing and Closing CandidatesLever Inc.
The document provides 23 tips for improving the interviewing and closing stages of the hiring process. Some key tips include using scheduling tools to make interviews more convenient for candidates, standardizing feedback practices, and sending personalized gifts to candidates to help close offers. Interviewing best practices include organizing regular interviewer trainings, customizing interview kits, and collecting feedback promptly. Closing strategies focus on personalization through video messages, snacks from sign-in sheets, and phone calls instead of emails to convey excitement about candidates.
Strategies for the Future of Employee EngagementSapling
Presented by
Raphael Crawford-Marks
Co-Founder and CEO, Bonusly
Bart Macdonald
Presented by
Bart Macdonald
Founder and CEO, Sapling
Are you ready to transform employee engagement from one of your organization's greatest challenges into one of it's greatest assets?
Join Bonusly's Raphael Crawford-Marks and Sapling's Bart Macdonald for an interactive discussion on how a combination of thoughtful strategy, and purpose-built technologies can imporve employee engagement in your organization.
In this webinar, you'll learn:
Why every organization needs a functional employee engagement strategy
Unique engagement drivers for modern employees
How strategic onboarding can fortify the foundation of your engagement strategy
How to foster a recognition-rich organizational culture
How purpose-built technologies can simplify and magnify your efforts
Special thanks to our partners: Bonusly
2019 Summer of Sourcing: Attracting Talent That StaysLever Inc.
Companion slides for our on-demand webinar, Attracting Talent That Stays, part one of Lever's annual Summer of Sourcing series. Learn ways to create the best candidate experience, how to approach internal mobility, when and how to start gathering feedback, as well as strategies and tactics to improve retention.
GLOBAL TALENT and GLOBAL ENTREPRENEURS AIESECGreece
This document outlines various internship opportunities across marketing, finance, sales, and HR departments. For marketing, interns would be responsible for developing a marketing plan, branding, promotions, and managing social media and websites. Finance interns would produce reports, analyze cash flow, and do risk assessments. Sales interns would support the sales team through market research, prospecting, and developing business intelligence reports. HR interns would help with recruiting through tools like LinkedIn, job boards, coordinating interviews and attending job fairs. The internships are 6-8 weeks long during university breaks and provide accommodation but no salary, with responsibilities including diverse tasks across business areas and a lot of freedom.
Building an Effective 30-60-90 Day Onboarding PlanSapling
Presented by
Jenilee Deal
HR Director, Netflix
Bart Macdonald
Presented by
Bart Macdonald
Co-Founder and CEO, Sapling
In this webinar you’ll learn:
How to structure an world-class onboarding program:
Pre-Boarding to Day 1
Day 1: With a stale first day, new hires expire
Day 30: Connect, learn, and set goals
Day 60: Collaborate, align, and hold accountable
Day 90: Increase responsibility and pursue development plans
Enhancing onboarding: Check in and measure success
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
The document discusses achieving excellence in recruitment through strategic and systematic processes. It recommends defining job needs, developing compelling marketing descriptions, sourcing candidates through various channels including networking and referrals, providing excellent candidate care, conducting effective interviews and assessments, making offers that minimize rejections, and onboarding new hires through communication and orientation. Measuring results and continually improving using new technologies like social media are also emphasized for recruitment success.
The document discusses how employer branding is important in the digital era. It provides statistics that show professionals consider a company's brand and work environment when considering jobs. Most professionals research companies online. The challenges recruiters face in a competitive market are also examined, along with the importance of using social media as part of an employer branding strategy. Rules for attracting top talent include selling the organization on social media and treating applicants like customers.
THE RESULTS YOU WANT - AT A PRICE YOU CAN AFFORD
Every business wants to harness social media - whether it's to generate new client leads, attract new hires or drive website traffic. But employing an in-house Employer Branding Manager comes at a significant cost. That's why our employer branding agency has focused on providing the most cost-effective social media management service. We make it possible for you to have an outstanding social media presence that a small business or recruitment team would otherwise struggle to afford.
We'll undertake the steps you need to get business results from social media - but at 1/3 the cost of you hiring someone in-house. Contact ruchi@employerbrandindia.com
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...RecruitingDaily.com LLC
You’re here because you’ve done everything right.
…but you STILL haven’t penetrated the market.
Your brand is lacking.
Your pipeline is clogged.
Can you afford to lose the talent fight? No?
We didn’t think so. So why d’ya keep doin’ that?
Will Staney, Founder of Proactive Talent & Co-Founder of Talent Brand Alliance, is going to teach you how to embrace your underdog.
You are the Challenger.
If you keep playing Follow the Leader, you’ll come in second. Every. Single. Time.
In this webinar, Will is going to show you:
The importance of understanding your candidates’ “Why” motivation.
How to create your unique Challenger Brand.
His 6-Step tactical process to building your Talent Attraction Strategy.
“THE CHALLENGE” and defining your (and your candidates’) motivations.
More…
Bonus – some really awesome slide deck graphics you get to download and stare at as LONG as you want. Woah…
Step into the ring, Recruiters.
Your candidates are waiting.
Strategies to recruit & retain a multigenerational workforceBambooHR
Following over a year of turmoil, people from every generation are rethinking what work really means to them, and many are even calling it quits. What does that mean for your hiring efforts, and how can you adapt your recruiting strategies to meet the needs of a large, multigenerational candidate pool?
Enhance Your Employer Branding Strategy With Company PagesIndeed
When great candidates research your company, what will they find? Take control of your employer brand and join the conversation on the world’s largest employer review site—Indeed. Product Director Andrew McGlinchey will show how to optimize your Indeed Company Page by showcasing your unique workplace culture, the people that power your brand and your latest job openings. See how to take advantage of the latest product features and get inspiration from top-performing Company Pages.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Tactical HR: Create an Onboarding Framework - Impress Your New Hires!Aggregage
They say that the most valuable asset of a business is its people. Take a job at any of the top Forbes 500 companies, and you will notice that they have the art of onboarding down to a finely-tuned science. Whether you are a brand new startup or an established company that has been in the corporate world for many years, improving your onboarding process is something that could make a dramatic difference to how your business will perform in the long term.
This document discusses employer branding and provides tips for building a strong talent brand. Some key points:
- 69% of companies agree that employer brand is a top priority, with larger companies placing more importance on it. Employer brand significantly impacts hiring ability.
- Steps to build a talent brand include getting executive buy-in, listening to candidates and employees, crafting an approach, promoting the brand, and measuring results.
- Promoting involves optimizing company and employee profiles, leveraging employees' LinkedIn presence, crafting job posts, and engaging candidates on and off LinkedIn through updates and APIs.
- The Talent Brand Index measures brand engagement vs familiarity to benchmark against competitors.
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
The document discusses findings from SmashFly Technologies' annual benchmarking of recruitment marketing strategies among Fortune 500 companies. Some key findings include an increase in high performers adopting new strategies, improved mobile optimization of career sites, and gaps between leaders and laggards in tactics like using video. Opportunities exist for most companies to improve relationship building and nurturing talent through personalized communications and internal talent networks. The presentation outlines current trends, leaders, and predictions for increasingly intelligent recruitment technologies.
Ruchi Bhatia is the founder of HRGurukul, an HR consulting firm. She has over a decade of experience at IBM in HR strategy and recruitment branding. Her firm offers consulting and training workshops on employer branding, gender diversity and inclusion, and preparing for the future of work. They provide customized solutions for startups, SMEs, and large companies at competitive prices starting from 50K for a half day workshop. Their goal is to help companies become employers of choice and address common challenges in these areas.
Ruchi Bhatia is an IIM-C alumna and founder of HRGurukul, an HR consulting firm. She has over a decade of experience at IBM in HR strategy and execution. HRGurukul offers consulting and training workshops on employer branding, gender diversity and inclusion, and preparing for the future of work. Their customized workshops help address challenges such as building an employer brand, promoting gender equality in organizational culture, and adapting to technological disruption.
TC19 LEAD Wednesday - Patti Muldoon - Culture change during uncertainty globa...ChristinaElezaj
This document summarizes a case study of Global Fusion, a company with 200,000 employees across four businesses that was undergoing a culture transformation effort. It describes how the company had a traditional hierarchical culture that was no longer effective, so it deployed frequent short surveys and aligned questions with leadership priorities to better understand employees. It shows how initially there was resistance from HR but managers became engaged once given access to results. Sentiment analysis revealed improvements in empowerment scores over time. Finally, it discusses maintaining momentum during a planned corporate separation by ongoing two-way communication and adapting programs based on employee needs.
23 Recruiting Hacks for Interviewing and Closing CandidatesLever Inc.
The document provides 23 tips for improving the interviewing and closing stages of the hiring process. Some key tips include using scheduling tools to make interviews more convenient for candidates, standardizing feedback practices, and sending personalized gifts to candidates to help close offers. Interviewing best practices include organizing regular interviewer trainings, customizing interview kits, and collecting feedback promptly. Closing strategies focus on personalization through video messages, snacks from sign-in sheets, and phone calls instead of emails to convey excitement about candidates.
Strategies for the Future of Employee EngagementSapling
Presented by
Raphael Crawford-Marks
Co-Founder and CEO, Bonusly
Bart Macdonald
Presented by
Bart Macdonald
Founder and CEO, Sapling
Are you ready to transform employee engagement from one of your organization's greatest challenges into one of it's greatest assets?
Join Bonusly's Raphael Crawford-Marks and Sapling's Bart Macdonald for an interactive discussion on how a combination of thoughtful strategy, and purpose-built technologies can imporve employee engagement in your organization.
In this webinar, you'll learn:
Why every organization needs a functional employee engagement strategy
Unique engagement drivers for modern employees
How strategic onboarding can fortify the foundation of your engagement strategy
How to foster a recognition-rich organizational culture
How purpose-built technologies can simplify and magnify your efforts
Special thanks to our partners: Bonusly
2019 Summer of Sourcing: Attracting Talent That StaysLever Inc.
Companion slides for our on-demand webinar, Attracting Talent That Stays, part one of Lever's annual Summer of Sourcing series. Learn ways to create the best candidate experience, how to approach internal mobility, when and how to start gathering feedback, as well as strategies and tactics to improve retention.
GLOBAL TALENT and GLOBAL ENTREPRENEURS AIESECGreece
This document outlines various internship opportunities across marketing, finance, sales, and HR departments. For marketing, interns would be responsible for developing a marketing plan, branding, promotions, and managing social media and websites. Finance interns would produce reports, analyze cash flow, and do risk assessments. Sales interns would support the sales team through market research, prospecting, and developing business intelligence reports. HR interns would help with recruiting through tools like LinkedIn, job boards, coordinating interviews and attending job fairs. The internships are 6-8 weeks long during university breaks and provide accommodation but no salary, with responsibilities including diverse tasks across business areas and a lot of freedom.
Building an Effective 30-60-90 Day Onboarding PlanSapling
Presented by
Jenilee Deal
HR Director, Netflix
Bart Macdonald
Presented by
Bart Macdonald
Co-Founder and CEO, Sapling
In this webinar you’ll learn:
How to structure an world-class onboarding program:
Pre-Boarding to Day 1
Day 1: With a stale first day, new hires expire
Day 30: Connect, learn, and set goals
Day 60: Collaborate, align, and hold accountable
Day 90: Increase responsibility and pursue development plans
Enhancing onboarding: Check in and measure success
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
The document discusses achieving excellence in recruitment through strategic and systematic processes. It recommends defining job needs, developing compelling marketing descriptions, sourcing candidates through various channels including networking and referrals, providing excellent candidate care, conducting effective interviews and assessments, making offers that minimize rejections, and onboarding new hires through communication and orientation. Measuring results and continually improving using new technologies like social media are also emphasized for recruitment success.
This presentation by Maria Mayorga shows you how to create a digital recruitment strategy to bring in the best and brightest people to work for your service-based business.
In this webinar, David Brudenell, Global Vice President of Product and Head of Digital for Universum, explores some of the critical digital activities and best practices that employers need to implement to engage top talent more deeply, lower costs and empower their internal brand. In a lively panel discussion, experts will share experiences from the trenches and guidance on how to succeed in building a employer brand that is both authentic and allows departments to maintain control of their key messages and Employer Value Proposition.
2015 Salary Guide from The Creative GroupAmi Chang
The document provides salary information for creative industry jobs. It discusses trends in the creative industry like high demand for talent and a focus on digital skills. It also lists 9 in-demand jobs such as account manager, content strategist, and front-end web developer. Starting salary ranges are given for over 100 creative positions across design, interactive, and content fields.
This document provides templates and guidance for writing effective job postings. It includes a job posting template, examples of good job postings, and forms for preparing important details about the position and ideal candidate with hiring managers. The introduction explains that the toolkit aims to help recruiters quickly and smoothly manage the job posting process to write better posts and get back time for other priorities. The document then provides guidance on important prep work like defining the position and candidate before writing the posting, and includes templates to capture this information from initial meetings. It also showcases examples of well-written postings and emphasizes crafting compelling descriptions that attract quality applicants.
This document provides guidance to small businesses on hiring new employees. It discusses the importance of hiring the right people for business success and growth. It then offers tips on finding talent through online job ads, resume searches, and social media. The document provides best practices for creating effective job postings with targeted titles, keywords, and locations. It also offers suggestions for highlighting the company benefits, values, and culture. The goal is to engage candidates and clearly communicate the job requirements and application process.
This webinar presentation looks at ways to build the case for employer branding. The third in our 30+3 webinar series, Creating Employer Brand Value delves into critical employer brand planning elements including employer brand value and ROI.
The document discusses CollisionONE RECRUIT attending the Collision conference in Las Vegas to meet influencers in the tech community. It provides an overview of the various sections in the magazine issue, including strategies for working from home, using resume objectives strategically, and developing staff using the 70:20:10 principle. The credits section identifies the founder, directors, and contributors for the magazine.
The document is the March/April 2015 issue of the OneRecruit magazine. It features articles on working from home as a recruiter, the importance of having clear objectives on your resume, and developing staff using the 70:20:10 principle of learning. It also highlights OneRecruit attending the Collision conference in Las Vegas and showcases available jobs through the OneRecruit applicant tracking system. The issue provides tips on interviews, culture and developing talent for recruiters.
OGSA - Attract, Select, Train and Retain, A Great Team - McKinley SolutionsMcKinley Solutions
Building the right team can really make or break your year. With only a core few on the team year round, staffing up each season provides both an opportunity and a challenge. We will walk through in detail the steps needed to form a great team. Starting from before they become an employee until they move on to the next stage of their career, each step is critical.
Attracting and selecting team members is no small job as you know. We will walk through the practical steps to make this easier for you. We show you how to not only confirm skills, but assess for culture fit with your team. From tips and templates to maximize today’s technology to attract great people to establishing a consistent selection process we will help start off the season on a great foot.
Engaging and training team members is your biggest challenge as it requires great planning in the off season and even greater day to day energy to connect with the 4 generations in the work force. Legislated training is a must, it does not mean it needs to be a bore. Ongoing mentoring and leadership is the focus you should have on training, it is a culture not and event.
Empowering and retaining is a tricky one, with such a season impact on your business. Now that you have a great team, how do you keep them, how do empower them to the next level, how do you get them to come back next season? Learn some techniques from exit interviews to off season communication and seasonal leadership roles that will increase empowerment and retain the best of the best.
This document is an assignment report on career management in the garment sector, specifically merchandising. It discusses choosing a career in merchandising and the importance of career planning. It outlines the objectives of analyzing merchandising activities and the environment of the garment industry in Bangladesh. The report also provides details on the methodology used and findings on the growth of the garment industry and job opportunities in merchandising and other departments. It concludes with recommendations to select the right career path and considerations for employees in merchandising roles.
Attracting qualified technicians takes more than a "help wanted" sign in the window. Learn the latest in digital recruitment trends, why you need a recruitment strategy, and how to build a great one.
Total Employer Brand Makeover - Maren HoganSocialHRCamp
Employer Branding doesn’t need to be difficult or expensive. Maren will take you through the steps to complete your own employer branding audit, and how to bring the information into one comprehensive document, from which you can create a total
strategic document. We’ll walk through the 5 things every good EB strategy needs (and how to get them!) look at ownership structure of branding efforts and learn about selecting the right EB model for your projects. From start to finish, you will get all the
information you need to start on an employer branding journey. Added bonuses include: useful tools, communication strategies, and a free EB deck to download after the session!
The document outlines 22 essential steps for attracting, recruiting, developing, and retaining young employees divided into 4 stages. Stage 1 is attraction, using tools like social media, universities, internships, and referrals to generate interest. Stage 2 is recruitment through dedicated job posts, applications, interviews, and assessments. Stage 3 is development with induction, skills training, and graduate programs. Stage 4 is retention by creating engagement, feedback, knowledge sharing, and a good company culture to motivate employees long-term. The steps provide a comprehensive strategy to successfully manage young talent from interest to retention.
Salary data for more than 125 interactive, design, marketing, advertising and public relations positions
A formula for localizing salaries for your market
Hiring trends and best practices
Job descriptions for in-demand creative positions
How to Build a World-Class Marketing OrganizationWe Are Marketing
The document provides guidance on building a world-class marketing organization. It discusses that having the right structure, talent, processes, ecosystem, and management are key. It emphasizes that structure should be tailored to current needs and reorganized regularly. Talent should be "T-shaped" with both deep and broad skills. Processes should bring accountability around objectives, methodologies, and responsibilities. The organization should utilize full stacked, cross-functional squads with partners from different departments. Strong management is also important for success.
The document provides tips on how to maximize valuable employees by reducing turnover. It discusses holding employees accountable while also creating a rewarding workplace. Specific strategies include being clear on expectations by defining values and vision, training employees, regularly reviewing performance, and paying employees based on their performance. Reducing turnover saves money because replacing employees costs an average of $10,000. The presenter advocates setting clear expectations, ongoing training, measuring performance, and incentivizing top performers.
This document provides salary ranges for creative and marketing positions in the United States. It begins with an introduction to the salary guide and discusses trends affecting hiring such as increased demand for digital talent and mobile skills. It then lists starting salary ranges in tables for positions in areas including design, interactive, content development, advertising, and public relations. The document concludes with tips for attracting top creative talent and preparing competitive job offers.
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6. 41% of pest control companies
surveyed by NPMA said access
to great people is
hindering their growth.
Source: http://www.pctonline.com/article/growth-hold-up-finding-good-
employees/
9. Are you doing enough?
● Did you talk about your recruitment performance
weekly? Monthly? When you had a problem?
10. Are you doing enough?
● Did you talk about your recruitment performance
weekly? Monthly? When you had a problem?
● Did your entire team make an impact?
11. Are you doing enough?
● Did you talk about your recruitment performance
weekly? Monthly? When you had a problem?
● Did your entire team make an impact?
● Are you proud of the people you hired?
34. So, how do we delight our
employees?
1. Develop a transparent workplace
2. Create a positive work environment
3. Recognize and reward employees
35. 69% of employees say they would
work harder if they felt their
efforts were better recognized.
Source: https://blog.clearcompany.com/10-mind-blowing-statistics-
on-performance-reviews-and-employee-engagement
37. So, how do we delight our
employees?
1. Develop a transparent workplace
2. Create a positive work environment
3. Recognize and reward employees
4. Create and market your career paths
38.
39. So, how do we delight our
employees?
1. Develop a transparent workplace
2. Create a positive work environment
3. Recognize and reward employees
4. Create and market your career paths
5. Offer exceptional benefits
45. unlimited PTO
health insurance
paid sick days
holiday time off
maternity leave
fitness stipend
wellness stipend
work-life balance
free lunch
Performance-based bonus
FMLA
family friendly
paternity leave
part-time work
free drinks
46. The work you do here will have
an impact on
EVERY STAGE IN THE FUNNEL.
47. 2018 Blueprint:
DELIGHT
1. Analyze your benefits and pick one
benefit to change/improve
2. Outline your career paths for your top 3
positions and post it online
3. Create a timeline for performance
reviews and work with your managers to
roll this out
48.
49. If you can't describe what
you are doing as a process,
you don't know what
you're doing.
W. Edwards Deming
62. KEY METRICS
KEY RECRUITING
METRICS TO TRACK
● Applicant Quantity
● Application time
● Time to hire
● Cost per applicant
● App to hire ratio
● Time to fill
● Cost per hire
● Funnel effectiveness
● Channel success rate
● Conversion rate
Key Metrics
Key Metrics
63. 2018 Blueprint:
CLOSE
1. Write five new processes related to
hiring
2. Host a training with your managers to
review your ideal types of employees and
where you are falling short.
3. Outline and track five metrics related to
recruiting. Review these every month!
64.
65. Words are free. It's how
you use them that may
cost you.
KushandWizdom
66. When is the last time
you rewrote your job
descriptions?
84. 2018 Blueprint:
CONVERT
1. Sign up for a free trial of Textio
2. Add all of your job descriptions to Textio
and make changes within the 30 day
window
3. Outline 3 or 4 areas/phrases that you
want to test in 2018 and begin to add
those to your job descriptions
4. Create an employee survey to ask
employees why they started working
with you
85.
86. Human Resources isn’t a
thing we do. It’s the thing
that runs our business.
Steve Wynn, Wynn Las Vegas
87. All of the things we know
about marketing apply to
recruitment.
88. THE FOUR KEY PIECES TO ATTRACTING
CANDIDATES IN 2018
1. Use your website to attract candidates
2. Generate reviews and referrals
3. Write content for applicants
4. Market opportunities with external influencers
120. 2018 Blueprint:
ATTRACT
1. Update your website for applicants
2. Incorporate content for applicants into
your monthly content calendar
3. Respond to all reviews on Indeed and
Glassdoor
4. Update your design materials to include
recruitment-focused messaging
121.
122.
123.
124. We know where you are. We
know where you’ve been.
We can more or less know
what you’re thinking about.
Eric Schmidt, Google
125.
126.
127.
128.
129.
130.
131. Google Jobs Schema Markup
1. Mark up your job listings with
structured data
2. Submit a sitemap for each listing
139. Challenges for you
● Google Jobs will launch
a paid option
● You have to learn a new
software
● Source tracking will be
very important
KEY METRICS
Challenges
140.
141. Positives
● Increased exposure for
your positions
● We are familiar with the
algorithm
● It will advance
innovation
● The Ad platform should
be similar to Adwords.
KEY METRICSPositives
142. What do we need to change in
2018 to succeed on Google Jobs?
● Include salary on every position
● Track every source and the quantity of applicants
and hires from each
● Monitor your investment in Indeed (and other) and
be prepared for paid options coming to Google
● Post jobs frequently to maintain positioning
148. The perfect recruitment
model for your business
Maria Mayorga, Director of Strategy
Coalmarch Productions
mmayorga@coalmarch.com
https://www.linkedin.com/in/mariaemayorga/
@mariamayorga1
Editor's Notes
Hi everyone, My name is Maria Mayorga and I am the director of strategy at CM. I am excited to be here with you today.
For the last seven years, I have worked at Coalmarch Productions. I manage the sales team here at CM and I get the unique opportunity to travel the country meeting with prospects and clients.
Recruitment has always been a passion of mine and for four years I led the recruitment at our agency. In the last year, I have spent time with pest control and lawn care companies all over the country talking about how they can improve their recruitment efforts.
Today, I am going to share those stories.
MENTION LAST YEAR AT CO2.
For the past five years, I have managed the recruitment strategy at Coalmarch. This year was a shift for me as I have now empowered the other managers to take on more of the recruitment for their departments instead of doing all of the execution. They are now executing the process I created.
We have experienced a lot of growth over the years
We have had a few great years with turnover under 8% and a few bad years. But each year has taught us a different lesson and that’s why I am here today.
And also racing cars. I don’t have a ton of time to talk about that today but come find me tonight and we can chat.
The last time I gave this presentation the batteries flew out of my clicker I was so fired up, so those of you in the splash zone better pay extra close attention
I have been championing this topic for the last year and I have observed and learned a lot.
This is a hot topic and our largest challenge
But as an industry, on the lawn and pest control side, we are all falling short. More people are putting an effort in but it isn’t enough.
So let’s get started with...
NPMA released a study in the October issue of PCT. Not surprisingly, the lack of good people is hindering our growth.
I had a conversation this year with a client. We were sitting at the bar talking about how his season was going. He told me during this conversation that he needed to turn off all of his Adwords spend because he didn’t have people in place to do the work.
When I heard this story, I was crushed. I knew how hard he worked to grow his company this year but he was going to fall short because he didn’t have the right people in place.
This client was doing everything else right. He was a great leader, well-known in the community, customer service scores through the roof. But when I started asking questions, I realized there was so much more he could do.
We will cover those ideas and those stories today.
This is a story I have heard over and over this year. Our clients can’t grow their business without making a dramatic improvement in their recruiting efforts.
Our people are the core of who we are.
Recruiting is so much more than just posting a job description online. If done right, we will have to look at every single area of our company.
We don’t have it all figured out. We are learning and advancing and have so much work to do in this space.
I am going to call you out. I hear the challenges but I don’t hear about the work. When you look back at 2017, think about these things?
Did you talk about your recruitment performance as much as you did your sales performance?
Did you talk about it weekly?
We have to put recruiting on the same level we do as sales. If we don’t, we are never going to get better.
Did your entire team help you with recruitment or did you feel like you were the only one carrying the recruitment flag?
Are you proud of the people you hired? When you look around, did the people around you help you to hit your goals?
I know that you are going to go home from this conference with a ton of things on your mind. You have been challenged and pushed and 2018 already feels overwhelming.
Stop
And think.
Do you want to be the same type of company you were this year? Do you want to beat your head up against the wall again and again?
No. So lets get better. Lets push ourselves out of our comfort zones. And lets do some amazing things. Lets commit to making 2018 the best year ever and one where we can look back and say that we did everything we could to recruit more people to our companies.
Stop planning for best case scenario.
We are going to develop a blueprint for 2018.
You alone cannot execute this. Prepare to think about how to get your other team members involved.
The trends in the industry
I am going to let you know what’s coming down the pipeline and what you need to pay attention to in order to be successful.
Disclosure statement. If I mention your company, I owe you a beer!
This year I have been challenging companies using the following recruitment funnel: attract, close, convert and delight.
We were talking about attraction first and then moving to delighting. What I learned is that many of us were focusing more on attracting new talent rather than taking care of the employees we have.
When I started thinking about 2018 and the changes we need to make, I found that this needs to be flipped. We can’t start with attraction anymore. Instead, we have to look within our companies first, make the needed changes, and then start our outreach.
When I started thinking about 2018 and the changes we need to make, I found that this needs to be flipped. We can’t start with attraction anymore. Instead, we have to look within our companies first, make the needed changes, and then start our outreach.
If we have happy and engaged employees, the rest will be much, much easier.
If you don’t have happy employees, you should make changes before investing in digital recruitment.
Erin talked a lot about this today. She mentioned INSERT SPEAKING NOTES HERE.
Our employees are the ones on the front lines. They are interacting with our customers more than we are. So we have to make sure they are putting their best foot forward and that they are happy.
Look, I know that this is hard work. Our employees test us day after day. But times are changing. We have to do more for our team members or someone else will.
There are a few ways...
Do we give them more money?
No! It’s not just raises! Delighting is so much more than that.
As leaders, we lead organizations made up of people who have come together to make an impact. Our job is to empower and motivate our teams to maximize the impact of our organization for our customers, our employees, and the world.
This is the framework of our success.
I hope you have found me HUPPSA. This is our standard and our way of life. When we make a hire, we make sure they fit these values,
You cant teach someone to be positive. We can train employees on happy but you cant train them.
This is our core for how we move forward. Starts in our hiring and continues even in the hard times. If we have a situation, we come back to our values. How can we make our response helpful, positive? How can we embrace these values in everything we do?
I know that the work is difficult. I know you dont get a lot of gratification. We are doing the hard work and it can be a lonely place.
We are growing amazing companies and we are changing lives. We are helping companies to be safer and we are changing the lives of our employees.
For us, this is how we maintain a positive work environment.
Sure we also have fun. But I promise you those small moments mean more than these.
I could list 100 more statistics on the importance of recognizing team members. If you invest in regularly giving feedback, positive or negative, it will get easier. And you will be able to push your employees faster because of that regular feedback model.
As a manager, this is something that is very important to me. It’s really hard for me to see something and not say something. My team is used to hearing from me on a regular basis on their performance and I know they are better for it.
This is an example of a way we go above and beyond with our feedback. It’s not enough to keep our team members performance in email or verbally.
We have to make it easy for our team members to see how they are performing. This is an example of a scorecard in Forgely, our people management software. Our team members can go and see how they are performing at any time.
This gives them a tangible way to see where they can improve and how they can get better than the rest of the company. Performance reviews are so important but we can’t just wait until their annual review to do these.
Weekly check-ins, monthly inspections, and quarterly reviews go a long way.
How many people in here have outlined their career paths?
Outlining your career paths will not only delight your current employees but it will also help you attract new ones.
This is an example from Greenscape in NC.
Crew to Branch manager.
Add salary for current team members.
I empathize with business owners. A few years ago, offering health insurance meant you were going above and beyond for your team members.
But the status quo is changing.
Offer a week off between christmas and New Years
Every company seems to be trying to outdo each other with work perks. Whether it is free food, nerf, or a great equity program, companies are running fast and furious to get the best “total rewards” to attract the best talent.
With all these benefits flying around, I was curious, did any of them really impact the hiring process, and make companies more compelling? Turns out very few do.
Textio analysis of 75 benefits and perks showed that just 20 had a positive impact on hiring time, and five actually slowed down hiring time.
By far and away, the standard bearers of company benefits did have a positive impact: leave, insurance, and financial incentives. So I wouldn’t ditch those.
Top 5 benefits that speed up hiring
But that isn’t to say work-life balance isn’t important. It’s just job seekers are looking for balance outside of work. Three of the five benefits that sped up time to hire were related to giving more opportunities to leave work:
Instead of an onsite gym, you can offer a fitness stipend.
Every company seems to be trying to outdo each other with work perks. Whether it is free food, nerf, or a great equity program, companies are running fast and furious to get the best “total rewards” to attract the best talent.
With all these benefits flying around, I was curious, did any of them really impact the hiring process, and make companies more compelling? Turns out very few do.
I empathize with business owners. A few years ago, offering health insurance meant you were going above and beyond for your team members.
But the status quo is changing.
All of this is posted on CM.com.
I hear a lot of complaints about recruitment. When people find out that I have a passion for this, they tend to lay their problems on me. You can either throw in the towel or improve how you are going about it.
Can’t find good people
Everyone’s on drugs
No one answers my call
But when we dig a little deeper, I tend to find that there are a lot of improvements we can make on the process. And my belief is that once we improve the process, we will find things get easier.
Donnie has led me to believe that this is his original quote
but I found out a few weeks ago when I read BUILD that it was’nt true. But what he tells us this all the time.
This is an example of the interview checklist TPC has. This works really well- what about other processes. Do you have a process for what happens when an applicant doesn’t respond to an email? A process for accepting referrals from your current team members?
These are examples of processes we use. For every single step in the interview funnel, we have a process outlined.
These are examples of template emails we have. You shouldn’t have to write an email from scratch every time you invite someone to do an interview. The less time you spend writing emails, the more time you have to think about your process and improvements.
These are examples of softwares you can use to make that processing a little easier. These softwares will take the manual labor out of running through every step of the hiring process.
Do you have any team members who tell you they are “sooooo busyyyy”? They can’t possibly take anything else on?
Do you often feel overwhelmed? Come into work with a to-do list but at 5pm you realize your list has more things on it than when you started.
This book has nothing to do with recruitment but it changed my life. And if you are excited about making recruitment changes but feel like you have no time to make those changes, read this.
Read this before you start executing on these ideas and I can promise that you will have more time to execute.
In order for us to close more applicants and actually make a difference in this category, we have to look at the metrics that are working and not working.
You look at your CPL every day, right?
You look at your revenue per stop, right?
So how many recruitment metrics are you reviewing?
You are going to learn some cool things tomorrow related to dashboards. I recommend when planning for 2018, write down some metrics that you want to start tracking.
If you don’t know what metrics to track….
Here are some good ideas! For those of you already tracking, think about how you can get even more granular.
For example, for every field your application form has, there’s an additional drop-off of 50%!
We talked about delighting our employees, closing them into candidates, but before we can do that we need to look at how we are converting them from prospect to applicant.
We know that we need more people applying for our jobs and we know that we need to improve how much time it takes for us to hire.
So are we looking at everything that will help us with that?
We can’t do that if we don’t analyze our funnel to see what is working and what is not working.
I know some of you in this room rewrote your job descriptions a few weeks ago. Many of the companies I talked to this year, hadn’t made changes to their job descriptions in years.
This is a really important and critical step in going above and beyond in your recruitment.
During this portion of the presentation, I am going to talk a lot about a company called Textio.
Textio is a Seattle-based artificial intelligence startup that is helping companies around the world recruit more qualified, more diverse job applicants in less time.
They developed an advanced machine learning platform for writing. It instantly compares your job post to more than 40 million others to predict how well it will perform before it’s ever published.
Textio’s machine intelligence platform has proven that the language you use in a job post actively changes who will even consider applying for your job, which directly impacts the quality and diversity of your applicant pipeline.
Textio has the ability to tell us exactly how our job descriptions will perform.
I pulled the technician job descriptions from the top 10, middle 10, and bottom 10 companies on the top 100 list for 2016 for lawn and pest control.
I was frustrated.
Disappointed.
We expect companies on the top 100 to be the very best at what they do. I expected these companies to have the best job descriptions out there.
We aren’t doing enough! 3 out of the top 30 I reviewed, had ZERO LISTINGS
I was frustrated by the lack of effort.
The bottom 10 showed me that these companies arent going to win.
We have to make small changes at every step of the funnel to make an improvement.
We aren’t doing enough! 3 out of the top 30 I reviewed, had ZERO LISTINGS
I was frustrated by the lack of effort.
The bottom 10 showed me that these companies arent going to win.
We have to make small changes at every step of the funnel to make an improvement.
Lawn Care: 31
Pest Control:L 40
I do not get a commission from Textio. I just love them.
I can guarantee you that your competitors are not using Textio. Why not use a tool that companies like Apple, Twitter, and CVS are using?
Textio is an expensive tool. It costs between $3k and $9k for a 12 month subscription. BUT they offer a 30 day free trial. And that is plenty of time to plug in your job descriptions and make changes accordingly.
Free trial
Your about page should be both for applicants and potential customers.
#45 on the top 100, $18M in annual revenue
Careers page is top of fold. And very easy to find.
Freedom and flexibility
Can you read that? I can’t...
This is what it looked like in 2016. $50M pest control company
This is what it looked like in 2017. $50M pest control company.
This should motivate every single person in this room.
This year I have been challenging companies using the following recruitment funnel: attract, close, convert and delight.
Mobile statistic is not a surprise. Many of us have responsive websites but we have to take it one step further.
Make job descriptions more mobile friendly. Keep pushing the envelope. Make the entire experience mobile friendly.
Quality pro certification- make something easy first.
Freedom and flexibility
Freedom and flexibility
Develop a nurturing campaign
Starbucks gift cards
Get your managers involved.
Create an email marketing campaign to regularly reach out to candidates
Encourage your managers to also reach out (personally to candidates)
Write content on employees. Not only is Jim going to love this but potential applicants will read this and love it. Relate to Jim’s hobbies and family. I relate to Jim or Richard.
We have looked at every stage in the funnel. We have outlined updates we need to make in 2018. But there is more!
In May of this year, I was sitting at my desk and scrolling through Twitter. While doing my normal read through, I read some news that shocked me. News that I knew would change our recruitment strategies forever.
Google is partnering with companies such as LinkedIn, Glassdoor and Career Builder, but not Indeed*. Initially available in US-only; Primary focus is hourly and mid-skilled talent, although this could change overtime.
Google jobs is released! When I heard the news, I realized that the strategies that worked for us last year (and strategies that we were just starting to get the hang of) were changing forever.
What do we know about Google? They know everything about what we do online. The things we click on and how long we spend on websites. So just think about how they can apply that to recruitment.
Google Jobs interacts with platforms all over the internet. They pull in your job descriptions from everywhere including Glassdoor, LinkedIn, and Zip Recruiter.
But guess what platform they don’t integrate with?
Let’s talk about Indeed. At this time last year, Indeed was sitting on top of the world. Their revenue was up 64% YoY. I know many of you in this room spent a lot of money with Indeed this year. And for the most part, I think it was successful.
But if you are one of the 5,000 people working at Indeed right now. You are probably scared. And I think for the right reasons.
This is what it looks like when you search for a pest control job in Knoxville, TN. See that box of listings, that is Google jobs.
What is it?
Show screenshots
Before Google for Jobs, people who typed job search queries into Google Search were directed to Careerbuilder, Monster, Indeed or LinkedIn. Because Google Search now uses Google for Jobs to connect recruiters and applicants faster—by sending those queries directly to an applicant tracking system (ATS) that has partnered with Google for Jobs—job boards will eventually be sliced out of the process.
Google also has unveiled Google Hire, its own ATS, for use by small and mid-sized companies.
It has the opportunity to be the largest search engine for job seekers. People are used to searching on google so why wouldn’t they continue that for their job search?
You can see where Indeed is listed. Right after...
This is what it looks like on mobile. It takes up even more of the landscape than it does on desktop.
Right now, Google jobs pulls in your job description from sources online. I think that could change.
These source channels are going to become even more important. What does it look like for your company once you click that link? This right here is one reason why you will need to diversify your advertising spend in 2018.
Look how critical reviews just became.
They are also changing the landscape for salary. Look at the importance they are placing on salary
You are going to have to make some hard decisions when it comes to listing salary.
But this might change. We have to continually study the algorithm (like we do for marketing) to see where things change. Markets will also differ. How quickly your competition ramps up on Google Jobs will also play a factor in what you need to do.
So knowing all this about Google jobs, how should you feel?
Probably a little nervous!
Google is not charging….for now. My prediction is they will launch a paid feature in 2018
They are removing the need for Indeed. And we will need to learn another platform
Source Tracking will now be even more important (ziprecruiter, glassdoor, etc)
But I think there are also some things we should be excited about.
We know the google algorithm
We know how to modify content to cater to the google algorithm
We also know the platform. So creating ads won’t be difficult
They will push the entire industry to get better and think smarter
Mobile
Easier applications
What should we change/focus on in 2018 to cater to Google Jobs?
Salary
Must list it
Look at competitors salary
Look at the Payscale salary feature
Measure where applicants are coming from
What sources are making a difference?
Invest in those platforms
Ziprecruiter
Glassdoor
Posting Dates
Job’s will need to be refreshed a few times a month to stay relevant with Google jobs
I know that you are going to go home from this conference with a ton of things on your mind. You have been challenged and pushed and 2018 already feels overwhelming.
Stop
And think.
Do you want to be the same type of company you were this year? Do you want to beat your head up against the wall again and again?
No. So lets get better. Lets push ourselves out of our comfort zones. And lets do some amazing things. Lets commit to making 2018 the best year ever and one where we can look back and say that we did everything we could to recruit more people to our companies.
Stop planning for best case scenario.
Please reach out to me. I love talking about this!