Get a fresh perspective based on the realities of what it takes to attract talent today. Learn from Indeed SVP Paul D’Arcy why the old myths about recruiting no longer apply and how to put the new science of talent attraction to work for your business. A graduate of Harvard Business School, Paul is an experienced technology industry leader and expert in workforce trends.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
With thousands of employers vying for the attention of candidates online, job descriptions are recruiting's most critical piece of marketing content.
Learn how to make your jobs stand out with compelling content that attracts the talent you're looking for, with actionable tips you can use to:
-Improve candidate quality
-Differentiate your opportunities
-Understand how your jobs are performing
Design for Change: Empathy as our Guide: Amy Cueva Keynote at Partners Center...Amy Cueva
This presentation was a part of the "Design for Change" track at the October 29, 2015 Partners Center for Connected Health Symposium. The presentation discusses how Empathy can be our guide as we seek to improve health experiences.
Your challenges...to ensure that every "people" decision, wether hiring, placement, promotional or development is aimed at promoting "superior" performance in at least one of your positions.
Magic Of Great Information - Selection Processkippseidl
Informaion on the cost associated with varying performers. Using a selection process that includes skill fit, company fit and job fit to predict future \'superior\' performance
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
Productivity Facts Every Employee Should KnowRobert Half
These productivity tips from Accountemps can empower you to take control of your time. Find out why your small business should save your most important tasks for Tuesdays.
With thousands of employers vying for the attention of candidates online, job descriptions are recruiting's most critical piece of marketing content.
Learn how to make your jobs stand out with compelling content that attracts the talent you're looking for, with actionable tips you can use to:
-Improve candidate quality
-Differentiate your opportunities
-Understand how your jobs are performing
Design for Change: Empathy as our Guide: Amy Cueva Keynote at Partners Center...Amy Cueva
This presentation was a part of the "Design for Change" track at the October 29, 2015 Partners Center for Connected Health Symposium. The presentation discusses how Empathy can be our guide as we seek to improve health experiences.
Your challenges...to ensure that every "people" decision, wether hiring, placement, promotional or development is aimed at promoting "superior" performance in at least one of your positions.
Magic Of Great Information - Selection Processkippseidl
Informaion on the cost associated with varying performers. Using a selection process that includes skill fit, company fit and job fit to predict future \'superior\' performance
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
Atlas TIP Strategies Economic Development Marketing and the Future of Jobs Atlas Integrated
Atlas Advertising CEO and TIP Strategies Principal Jon Roberts discuss Economic Development Marketing and the Future of Jobs in this webinar. Topics include Job Creation, the Economy, Economic Development Marketing, and more.
Productivity Facts Every Employee Should KnowRobert Half
These productivity tips from Accountemps can empower you to take control of your time. Find out why your small business should save your most important tasks for Tuesdays.
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
Women in Tech: How to Build A Human CompanyLuminary Labs
We often think about design in terms of product or service strategy, but what about the design of companies? In the words of Phin Barnes of First Round Capital: “Entrepreneurs are the designers of companies. Great startup CEOs recognize very early that their job is not to build a product, but to build a company — defined by mission, values, and culture.”
Recently, organizations large and small have radically rethought company design by embracing employee-favorable policies such as establishing livable wages, developing creative equity plans, offering paid parental leave policies, and even pulling out of an entire state in protest of discrimination. In addition to sending a strong signal that people come first, these organizations are also making an economic argument to investors that employee-friendly policies pay dividends in reduced turnover and improved business outcome.
In this talk, Sara Holoubek, CEO of Luminary Labs, shares the forces behind this sea change as well as practical examples from companies featured in The Human Company Playbook, including Plated, Etsy, Pinterest, and General Assembly.
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Now you can accurately predict if an opportunity you are considering pursuing will fail - and why. A new, AI-based method predicts the potential survival and growth rate of Horizon 3 opportunities with twice the accuracy of humans. The results are used to kill opportunities when they should be killed and shape Horizon 3 opportunities so they can actually deliver the growth rates your company needs. The Predictive Testing of Opportunities (PTO) service helps turn potential failure into success and helps you achieve the true potential of your most uncertain, highest impact opportunities.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
What’s Your Green Goldfish examines how companies go above and beyond to capture the hearts of their employees. Creating signature extras that help them stand out from competitors, drive engagement and reinforce their culture. This executive summary outlines the Top 9 takeaways from the book, the ingredients / R.U.L.E.S. of creating green goldfish and the 15 different types of green goldfish. OVERALL TAKEAWAY: Culture trumps strategy and principles beat rules. The entire premise of “What’s Your Green Goldfish” is that employees must come first and that happy engaged employees create happy customers.
Stan Phelps
stan@purplegoldfish.com
919.360.4702
Dispatches From The New Economy: The Five Faces Of The On-Demand EconomyIntuit Inc.
From people determined to be their own boss, to those embracing the flexibility to do something they love, to workers finding a replacement for a traditional job – people working in the on-demand economy are just about as diverse as the labor market itself. A new report from Intuit Inc. and Emergent Research shows that there are a broad range of motivations – and differing levels of satisfaction – among five distinct groups of on-demand workers:
The Business Builders – primarily driven by the desire to be their own boss. They represent 22 percent of on-demand workers.
The Career Freelancers – happily building a career through independent work. They represent 20 percent of on-demand workers.
The Side Giggers – looking to find financial stability by supplementing existing income. They represent 26 percent of on-demand workers.
The Passionistas – looking for the flexibility to do something they love. They represent 18 percent of on-demand workers.
The Substituters – replacing a traditional job that is no longer available. They represent 14 percent of on-demand workers.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
10 Win-Win Staffing Strategies in Senior CareOnShift
In this presentation we discuss how to:
-Identify major workforce issues impacting the industry
-Discuss predictive staffing strategies to improve cost and care
-Provide modern practices to attract and retain staff
-Show how to avoid common payroll-based journal reporting pitfalls
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
to bring in such daring leaders from the shadow to broad daylight, we have come up with another interesting edition, “The 30 Most Daring CEOs in Business”.
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
How to Define, Measure and Ensure Workplace HappinessIndeed
When you keep employees happy, you keep them longer. It’s a simple principle, but not always easy to achieve. Data is changing that by providing the means to more precisely gauge how happy employees really are so employers can respond with programs aimed at increasing workplace happiness. Three talent acquisition leaders share their experiences and challenges with defining and measuring workplace happiness, keeping employee satisfaction front and center and enlisting support for happiness programs.
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 50 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.
Hiring Practices That Build Powerfully Diverse TeamsIndeed
Research shows diverse teams are more creative and harder working. Join Indeed SVP of Human Resources Paul Wolfe as he speaks with talent leaders about tactics they’ve used to attract a diverse pool of talent and create transformational opportunities for their hires. Learn how a strategic investment in diversity recruiting can strengthen and energize your own workforce, setting the stage for long-term success.
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.
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
Women in Tech: How to Build A Human CompanyLuminary Labs
We often think about design in terms of product or service strategy, but what about the design of companies? In the words of Phin Barnes of First Round Capital: “Entrepreneurs are the designers of companies. Great startup CEOs recognize very early that their job is not to build a product, but to build a company — defined by mission, values, and culture.”
Recently, organizations large and small have radically rethought company design by embracing employee-favorable policies such as establishing livable wages, developing creative equity plans, offering paid parental leave policies, and even pulling out of an entire state in protest of discrimination. In addition to sending a strong signal that people come first, these organizations are also making an economic argument to investors that employee-friendly policies pay dividends in reduced turnover and improved business outcome.
In this talk, Sara Holoubek, CEO of Luminary Labs, shares the forces behind this sea change as well as practical examples from companies featured in The Human Company Playbook, including Plated, Etsy, Pinterest, and General Assembly.
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Now you can accurately predict if an opportunity you are considering pursuing will fail - and why. A new, AI-based method predicts the potential survival and growth rate of Horizon 3 opportunities with twice the accuracy of humans. The results are used to kill opportunities when they should be killed and shape Horizon 3 opportunities so they can actually deliver the growth rates your company needs. The Predictive Testing of Opportunities (PTO) service helps turn potential failure into success and helps you achieve the true potential of your most uncertain, highest impact opportunities.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
What’s Your Green Goldfish examines how companies go above and beyond to capture the hearts of their employees. Creating signature extras that help them stand out from competitors, drive engagement and reinforce their culture. This executive summary outlines the Top 9 takeaways from the book, the ingredients / R.U.L.E.S. of creating green goldfish and the 15 different types of green goldfish. OVERALL TAKEAWAY: Culture trumps strategy and principles beat rules. The entire premise of “What’s Your Green Goldfish” is that employees must come first and that happy engaged employees create happy customers.
Stan Phelps
stan@purplegoldfish.com
919.360.4702
Dispatches From The New Economy: The Five Faces Of The On-Demand EconomyIntuit Inc.
From people determined to be their own boss, to those embracing the flexibility to do something they love, to workers finding a replacement for a traditional job – people working in the on-demand economy are just about as diverse as the labor market itself. A new report from Intuit Inc. and Emergent Research shows that there are a broad range of motivations – and differing levels of satisfaction – among five distinct groups of on-demand workers:
The Business Builders – primarily driven by the desire to be their own boss. They represent 22 percent of on-demand workers.
The Career Freelancers – happily building a career through independent work. They represent 20 percent of on-demand workers.
The Side Giggers – looking to find financial stability by supplementing existing income. They represent 26 percent of on-demand workers.
The Passionistas – looking for the flexibility to do something they love. They represent 18 percent of on-demand workers.
The Substituters – replacing a traditional job that is no longer available. They represent 14 percent of on-demand workers.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
10 Win-Win Staffing Strategies in Senior CareOnShift
In this presentation we discuss how to:
-Identify major workforce issues impacting the industry
-Discuss predictive staffing strategies to improve cost and care
-Provide modern practices to attract and retain staff
-Show how to avoid common payroll-based journal reporting pitfalls
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
to bring in such daring leaders from the shadow to broad daylight, we have come up with another interesting edition, “The 30 Most Daring CEOs in Business”.
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
How to Define, Measure and Ensure Workplace HappinessIndeed
When you keep employees happy, you keep them longer. It’s a simple principle, but not always easy to achieve. Data is changing that by providing the means to more precisely gauge how happy employees really are so employers can respond with programs aimed at increasing workplace happiness. Three talent acquisition leaders share their experiences and challenges with defining and measuring workplace happiness, keeping employee satisfaction front and center and enlisting support for happiness programs.
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 50 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.
Hiring Practices That Build Powerfully Diverse TeamsIndeed
Research shows diverse teams are more creative and harder working. Join Indeed SVP of Human Resources Paul Wolfe as he speaks with talent leaders about tactics they’ve used to attract a diverse pool of talent and create transformational opportunities for their hires. Learn how a strategic investment in diversity recruiting can strengthen and energize your own workforce, setting the stage for long-term success.
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.
Kevin Walker, Director of Employer Insights at Indeed, discussed the importance of data and technology for talent recruiters during a Thought Leadership Spotlight Presented by Indeed at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Walker noted today’s talent recruiters must find ways to connect with “always-on, always-connected” mobile device users, including job seekers from across the globe.
Walker pointed out that mobile devices can help talent recruiters engage their target audiences. Mobile matters more today than ever before, Walker added, and talent recruiters who recognize the value of delivering a first-rate mobile experience can improve their chances of finding top talent: “If I had to say, at least from my purview, of anything you can solve in a talent acquisition funnel optimization, the first and only thing you should be focused on is mobile. That alone opens up the funnel to arguably what I would say is a more qualified candidate pool, a more tech savvy candidate pool and largely where the market is going.”
Understanding the structure of a mobile device, Walker said, is key for talent recruiters going forward. Providing mobile device users with simple navigation options can help an organization bolster its recruitment efforts, Walker noted. In addition, Walker pointed out that an organization should constantly strive to improve its mobile recruitment efforts as well: “You have to figure out … how to let [candidates] apply. There are lots of different technologies out there [and] there are lots of vendors, and I encourage you to talk to them all and find the right solution for you.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-indeed-kevin-walker-director-of-employer-insights-indeed/#sthash.u5mP1oxY.dpuf
Experts Weigh In: Data Discoveries That Changed Our BusinessesIndeed
See how employers used recruiting data to spark dramatic changes in their talent acquisition programs. Learn about the trends they uncovered, the changes they made to address candidate behavior and the impact on their recruiting strategies.
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 50 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.
Inform, Delight and Engage with Talent on Company PagesIndeed
Build your talent brand and attract more quality candidates by promoting your business on the world’s largest employer review site. Your Company Page on Indeed is the place where you can post all the information you’d like job seekers to know about you. It’s also the place where they can see what your business is all about, read reviews, check out your current job openings and more. Indeed Product Director Donald Wysocki shows how to take advantage of this free resource.
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 50 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.
The Science of Talent Attraction: Understanding What Makes People ClickIndeed
Get a fresh perspective based on the realities of what it takes to attract talent today. Learn from Indeed SVP Paul D’Arcy why the old myths about recruiting no longer apply and how to put the new science of talent attraction to work for your business. A graduate of Harvard Business School, Paul is an experienced technology industry leader and expert in workforce trends.
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 50 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.
With 50 million resumes in the Indeed CV database, you can target your candidate search to identify the ideal talent for your jobs. Director of Employer Insights, Kevin Walker, will explain why this massive database of candidate information is invaluable to your hiring efforts, introduce the basics of how to use it to find and contact job seekers, present metrics demonstrating its effectiveness and talk about new and upcoming features that will make Indeed CV even more powerful for employers.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Digging Into Data to Create Hiring Strategies That WorkIndeed
Data, data, everywhere—but not sure what to think? With heaps of data at your fingertips, figuring out what data to use and how to apply it to your talent attraction strategy can be intimidating. In this session, Indeed Director of Employer Insights Kevin Walker shares practical advice for breaking down the data to glean insights that make your job easier. Learn to use new analytics capabilities that tap into Indeed’s 6 terabytes of daily collected data to better understand market conditions in the cities where you need to hire, how you rank against competitors and how to harness click data to maximize recruitment ROI.
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.
Employer Brand vs. Recruitment Marketing: Why the Difference MattersIndeed
What exactly goes into a successful recruitment marketing strategy and where does your employer brand fit into the picture? Join Indeed Director of Employer Brand Bryan Chaney along with four talent leaders as they discuss the difference between employer brand and recruitment marketing, and how both pieces contribute to a successful talent attraction strategy. Learn about key recruitment marketing metrics you can use to gauge your success, and see how forward-looking recruiting teams are working to amplify their companies’ talent branding efforts.
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.
Kick off Indeed Interactive with Gerard Murnaghan, VP of Sales for EMEA at Indeed—the #1 job search engine worldwide and the leading source of external hire. He’ll share the company’s vision for Indeed Interactive 2015, where top talent acquisition leaders are joining forces to innovate and work with the forces shaping hiring trends.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Finding Your Next Great Hire With Indeed ResumeIndeed
With 40 million resumes in the Indeed Resume database, you can target your candidate search to identify the ideal talent for your jobs. Indeed Product Director Terence Chiu explains why this massive database of candidate information is invaluable to your hiring efforts, introduces the basics of how to use it to find and contact job seekers, presents metrics demonstrating its effectiveness and talks about new and upcoming features that will make Indeed Resume even more powerful for employers.
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 50 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.
Indeed vs. AngelList - User Engagement TeardownIterable
This is an Iterable User Engagement Teardown comparing Indeed and AngelList's user engagement strategies in the first 2 weeks post-signup.
After evaluating all emails and push notifications received, we identify what these companies do well and where there is room for improvement. Everything shown in the slides (and any recommendations) can be implemented with Iterable.
To see more User Engagement Teardowns, visit http://iterable.com/teardown
[@IndeedEng] Building Indeed Resume Searchindeedeng
Video available: http://youtu.be/qcnP5gQGBaU
Software engineer David Tulig will dive into the architecture of Indeed’s Resume Instant Search and our use of the Google Closure tools. David will explain how we write maintainable, efficient JavaScript components for Resume Instant Search and other Indeed products. He will discuss how we create templates that run on both client and server, providing fast initial page load time and search engine-friendly pages with the responsiveness of client-side rendering.
Speaker:
David Tulig is a software engineer on the Job Search team at Indeed. David has worked on employer, resume, and job search products during his 4 years at Indeed.
Misunderstood Millenials: How the Newest Workforce is Evolving BusinessAmanda Knowlton
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
RESEARCH ANALYZING 1.7 MILLION CASES OF AWARD-WINNING WORK ACROSS ALL INDUSTRIES, POSITIONS, AND PAY-GRADES, PROVES GREAT WORK IS A PRODUCT OF 5 ACTIVITIES PEOPLE DO, AND 1 COMMON INTENTION.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
A Good Hire shares information and real stories from
employers and HR professionals who have considered and
hired qualified people who have past arrests or convictions.
With posts and videos, “we connect you to practices that
can bring undiscovered talent to your door”.
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this presentation. http://www.vladvisors.com/compensation-knowledge-center/webinars/millennial-pay-what-works-and-what-doesnt
"Culture fit" is a phrase that's been buzzing around the recruitment realm for decades--but what does it really mean? It's a concept that's long been muddled and Hueman's here to set it straight. Join Hueman: Your RPO Partner for a webinar discussing the true meaning of company culture, how to define it and, most importantly, how to hire for it--all to bolster your bottom line. The discussion will also feature insights from Hueman founder and CEO, Dwight Cooper: the only individual who has built a Best Workplace in America for 13 years in row.
Webinar Objectives:
*Understand your company’s definition of culture fit
*Provide a framework for assessing and editing your company’s external culture
*Provide a framework on how to properly recruit and hire for your company
Who Should Attend:
*Hiring managers
*HR leaders
*Marketers / Recruiters responsible for employer branding
Find video at: http://resources.rpoassociation.org/recruiting-for-culture-fit-webinar
Similar to The Science of Talent Attraction: Understanding What Makes People Click (20)
When Data Drives Transformation: Insights From Talent LeadersIndeed
From source tracking to employer branding initiatives, you rely on data every day to guide and optimize your recruiting strategy. But could your data contain a recruitment revelation waiting to be uncovered? Hear how employers sparked dramatic changes in their talent attraction programs by creatively mining their own data. They’ll discuss trends they found and share insights into candidate behavior that helped them make crucial decisions. You’ll leave ready to refocus your measurement efforts, inspired by what you can learn if you know how to look.
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.
Sometimes you have to experiment to discover what works. Join Indeed VP of Client Services Sondra Lavin as she shares creative testing tactics from real-world campaigns and the optimizations that brought clients success. Learn how segmentation, keywords and Indeed's Featured Employer product can enhance your campaign performance. From fine-tuning budgets to tweaking job titles, you’ll leave with an arsenal of strategies for creating effective campaigns.
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.
Master Advanced Sourcing Techniques With Indeed ResumeIndeed
The best candidates are just a click away when you know the latest tips and tricks for smart searching. Step up your sourcing skills with Associate Product Manager Kyu-Heong Kim as he provides a deep dive into Indeed Resume. Learn how to employ advanced Boolean search techniques to get the most out of Indeed Resume’s latest features. Walk through real-world candidate search examples from a range of industries to see how recruiters are zeroing in on the skills and experience that matter most.
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.
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.
What are the forces shaping the world economy today? The following slides present a labor market snapshot, an outlook for global hiring, a summary of today's big markets and players, and a look to the future of work.
Read the full report at http://blog.indeed.com/hiring-lab/labor-market-outlook-2016/
Experts Weigh In: Data Discoveries That Changed Our BusinessesIndeed
Hear how four employers in industries ranging from retail to services to technology used recruiting data to spark dramatic changes in their talent acquisition programs. Learn about the trends they uncovered, the changes they made to address candidate behaviour and the impact on their recruiting strategies. You’ll leave with real-world examples of the importance of measuring recruitment performance and the kinds of changes you can make to improve it.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Every type of business now employs tech talent. The challenge for employers is not only finding enough candidates, but also winning out over the competition who is recruiting from the same, limited pool. Hear from Indeed Economist Mariano Mamertino as he reveals key insights on the tech job market across Europe and how tech talent searches for jobs today. Mariano will share new research from the Indeed Hiring Lab, a global research institute committed to advancing the knowledge of human resource and talent management professionals worldwide.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Make the most of what you’ll learn at Indeed Interactive by starting it off right: with a clear view of the new world of hiring. Kevin Walker, Indeed’s Director of Employer Insights, maps it all out, starting with a then-and-now look at the hiring landscape, including trends that are worth watching. Learn what challenges are on the minds of your peers, based on survey data from all of you attending the event, and get an overview of what’s to come during the rest of the conference.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Make your Indeed campaigns even better by incorporating best practices from successful clients. Hear about real-world successes with everything from fine-tuning and testing job titles, to determining the basis for budget allocation decisions, to using Bid Optimizer technology to adjust campaigns automatically. We’ll keep presentations to under a few minutes each to expose you to as much useful information as possible, and you’ll come away with plenty of new ideas for what your team can do to maximise campaign effectiveness with Indeed.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
Join us at Indeed Interactive, where we’ll explore the science of talent attraction and hear from the industry’s brightest storytellers and talent attractors.
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 50 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:
United Kingdom - indeed.co.uk/hire
Germany - de.indeed.com/recruiting
Netherlands - indeed.nl/personeel
France - indeed.fr/recrutement
Ireland - ie.indeed.com/hire
How a Talent Leader Approaches the Candidate ExperienceIndeed
Get an inside look at how a talent leader approaches the candidate experience in this session with Jennifer Terry, AT&T Director of Talent Acquisition and expert on recruitment trends and technology. She’ll share stories about attracting and evaluating talent at AT&T by combining recruitment technology innovations and data insights to create an appealing candidate experience. Rob Williams, Director of MoBolt Product Sales at Indeed, chimes in to talk about the growing role of mobile in providing a seamless application process.
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 50 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.
Make your Indeed campaigns even better by incorporating best practices from successful clients. See real-world successes with everything from fine-tuning and testing job titles, to determining the basis for budget allocation decisions, to using Bid Optimizer technology to adjust campaigns automatically. You’ll come away with plenty of new ideas for what your team can do to maximize campaign effectiveness with Indeed.
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 50 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.
What’s the biggest challenge for employers in an increasingly tight talent market? Many say it’s identifying the right talent sources and finding enough quality candidates with specific skills and experience. Learn how your team can use off-the-shelf data and technologies to uncover insights about the target talent audience for your jobs and the best ways to reach them. Jason Whitman, Indeed Senior Vice President of Client Services, will share successful strategies for capturing relevant data, quantifying opportunities and optimizing hiring results.
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 50 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.
The Long View: Expert Perspectives on the Future of Talent AttractionIndeed
See the future of talent attraction from the perspective of three talent leaders. Learn about the talent acquisition trends that are challenging them now, as well as the challenges they see coming.
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 50 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.
Gain a deeper understanding of how job seekers make decisions. Leading experts in labor economy, cognitive science and brand marketing discuss some of the more subtle reasons why candidates may look at certain jobs or companies: factors such as wanting a flexible work environment, a specific company culture or the chance to make a difference in a company or community. Learn what goes into making job decisions, and how that can inform the way you find and retain the best talent.
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 50 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.
In a tight labor market, intense hiring competition is the only guarantee. Where will you find tomorrow’s talent and how will you retain the best?
This on-demand webinar provides an unprecedented look at the factors influencing people's desire to change jobs. See where they're headed and get new insights to gain an edge in the fight for talent.
Based on the first in-depth research to examine how employees search for jobs before they make a job move, we'll cover:
-Talent supply vs. competition
-How salary and training affect job satisfaction
-What's motivating people to seek new occupations
-Opportunities to find hidden pockets of quality candidates
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
4. "The secret of my success "
is that we have gone to
exceptional lengths to hire the
best people in the world."
Steve Jobs,
Apple
#indeedinteractive
5. "Our people are our greatest
asset. And we are constantly
trying to attract and retain "
high-quality talent."
Cathy Engelbert,
Deloitte
6. "You can’t deliver high
performance unless you"
have the right people and the
best practices to engage and"
develop people."
Rachel Argaman,
TFE Hotels
#indeedinteractive
7. "There is nothing more
important for a business
than hiring the right team."
Richard Branson,
Virgin Group
#indeedinteractive
8. "The biggest category of mistakes we've
made is in hiring. Over the past 11 years,
bad hires cost the company well over
$100 million dollars."
Tony Hsieh, Zappos
"Human Resources isn’t a thing we do. "
It’s the thing that runs our business."
Steve Wynn,
Wynn Hotel
9. Indeed customers, including the people in this room,
will shape the lives of millions of hires next year
#indeedinteractive
10. How will you fill your positions in 2016?
#indeedinteractive
11. Part 1: The sociology of job search
#indeedinteractive
12. Indeed commissioned a comprehensive talent study
Washington, DC-based research
and consulting firm
Leading global market research firm
Survey was conducted online by Harris Poll on behalf of
Indeed from July 1-8, 2015, among 8,093 adults ages
18 and older within Germany (n=2,030), France
(n=2,029), Netherlands (n=2,008) and United Kingdom
(n=2,026). A global post-weight was applied to ensure
all countries received an equal weight in the total global
data.
Survey conducted online April 6-10, 2015
Survey of 1,000 recruitment
professionals
14. 31%
of people 18-24
looked for a new job
less than a year ago
Source: Indeed survey conducted by Harris Poll "
Base=Employed or not employed but looking, n=5,133)
It turns out that 68% of people
say that they are either actively"
looking or open to a new job
32%
not looking "
and not open
#indeedinteractive
16. 78%
22%
Never look at job opportunities
59%
Look at job opportunities
at least monthly
Look at job opportunities
And an even greater percentage say
they actively look at job opportunities
Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking, n=5,133)
#indeedinteractive
17. 85%
85%
79%
62%
Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking, n=5,133)
Ever look at"
job opportunities
Look at job opportunities
at least monthly
63%
65%
62%
48%
And an even greater percentage say
they actively look at job opportunities
France
Germany
United Kingdom
Netherlands
#indeedinteractive
18. 18–24
25–34
35–44
87%
84%
80%
45–54
55+
76%
65%
Younger people most actively"
look at job opportunities
Source: Indeed survey conducted by Harris Poll"
(Base=Employed or not employed but looking:18-24, n=475; 25-34, n=1,110; 35-44, n=1,230; 45-54, n=1,268; 55+, n=1,050)
#indeedinteractive
19. And the vast majority of them
are currently employed
#indeedinteractive
20. Who doesn’t actively look at jobs?
People who are very unlikely to change jobs.
#indeedinteractive
21. Who doesn’t actively look at jobs?
People who are very unlikely to change jobs.
#indeedinteractive
22. 9%
When you look at people hired in the past year,"
virtually none of them were truly passive
8%
Between the ages of 35-44
Of people hired did not actively look
for a job in the preceding 6 months
Source: Indeed survey conducted by Harris Poll (Base=Employed but not self-employed adults who were hired in the past year, n=951)
#indeedinteractive
23. % of people hired who did not actively look for a job in the preceding 6 months
Source: Indeed survey conducted by Harris Poll (Base=Employed but not self-employed adults who were hired in the past year, n=951)
#indeedinteractive
10%
United Kingdom
8%
Netherlands
11%
France
9%
Germany
And these numbers remain consistent across Europe
24. Source: Indeed survey conducted by Harris Poll "
Base=Employed but not self-employed and hired within the past year, n=871)
91%
of employed adults hired within the "
past year took an action to find a "
job 6 months prior to being hired
59%
37%
Visited company career sites
24%
21%
16%
Asked friends/family for a referral
Visited an online professional social networking site
Asked a professional connection for a referral
Visited an online job site or job board
Visiting an online job site is the
#1 activity for people hired
#indeedinteractive
25. Source: Indeed survey conducted by Harris Poll Base=Employed but not self-employed and hired within the past year, n=871)
#indeedinteractive
Germany
Netherlands
France
90%
60%
91%
60%
92%
59%
89%
55%
% of employed adults hired within the
past year who took an action to find a
job 6 months prior to being hired
% that visited an online job site or job
board
United Kingdom
And this remains true across Europe: Visiting an
online job site is the #1 activity for people hired
27. 40%
A large percentage of people have job "
alerts that bring new listings to them
Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking, n=5133, Ages 24-35, n=1110)
48%
Workers/job seekers"
subscribe to job alerts
Between the ages
of 25-34
#indeedinteractive
28. 65%
50%
Of people who make $100K look at new jobs again
within 28 days of being hired
And our research shows that starting a new job
barely changes people’s job search behaviour
Source: Indeed Data
Of candidates worldwide look at new jobs again"
on Indeed within 91 days of being hired
#indeedinteractive
29. The sociology of job search
Truly passive candidates are rarer than you might think
Younger, highly educated candidates are more likely to be active
Online job search is the #1 activity for people who get hired
Job search is never-ending: most new hires look for jobs "
again within 91 days
#indeedinteractive
30. Part 2: The psychology of job search
#indeedinteractive
31. Candidates must make at least "
7 major decisions before they become"
an employee with your company
#indeedinteractive
32. The Career Decision Making Process
01
Consider a change
03
Consider a position
06
Accept the offer
05
Commit to the process
07
Appear at new job
02
Consider your company
04
Apply
#indeedinteractive
33. 1. Consider a change
The first step is the hardest by far
#indeedinteractive
35. After family and health, career events have
the biggest impact on stress and happiness
#indeedinteractive
36. 20 Change in
residence
65
23 Trouble
with boss
36 Change to
a different line of work
40 Pregnancy
50 Marriage
63 Death of a "
close family member
29 Child leaving home
Career Changes
Other Life Changes
0
20 Change in "
working hours "
or conditions
45 Retirement
30 Foreclosure of
mortgage or loan
29 Change in
responsibilities "
at work
47 Dismissal
from work
Source: Holmes and Rahe Stress Scale
#indeedinteractive
38. Career change requires people to project into the "
future and imagine the potential benefits and risks
Benefit of change
Probability of failure
Choosing
a Job
#indeedinteractive
39. The Problem: Research shows that most people"
will overestimate risks associated with a change
Probability of failure
Benefit of change
Choosing
a Job
#indeedinteractive
40. The Career Psychologist, 2014
“When weighing up the costs and benefits of a decision, we make two errors."
First, we overestimate the probability of failure in a new direction because of our
negative bias. Second, we underestimate the benefits of change because we"
fail to imagine or visualise the results of that change in much detail.”
#indeedinteractive
41. Maslow: Our Brains are wired
for survival, not fulfillment
“Our brains evolved to anticipate and predict the worst"
and we try to eliminate this risk. That’s why our cognitive
functions and emotions evolved too—and why we’re 3 to"
5 times more sensitive to negative stimuli than positive.”
Career Psychologist on Maslow
#indeedinteractive
43. The forces against career change
are incredibly strong
1. Consider
a change
Career changes
are high stress
We underestimate
The potential benefits
Making a career
change is hard work
We overestimate the
chance of failure
#indeedinteractive
44. So what leads employed people to "
make the decision to change jobs?
#indeedinteractive
45. People look for jobs when they are"
inspired by new opportunities or"
disillusioned with their current work
#indeedinteractive
46. 24% When I feel dissatisfied"
with my current job
19% When I feel discouraged"
about my current job situation
16% When I see posts about an
interesting company or job
12% When I feel stressed"
about money
14% When I don’t get recognised"
for an accomplishment at work
Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking, n=4,718)
Career changes are "
high stress
We overestimate the
chance of failure
We underestimate the
potential benefits
Making a career "
change is hard
1. Consider
a change
#indeedinteractive
47. Active candidates have already
done most of the psychological work to
prepare themselves for change
#indeedinteractive
48. The Career Decision Making Process
01
Consider a change
02
Consider your company
06
Accept the offer
07
Appear at new job
03
Consider a position
05
Commit to the process
04
Apply
#indeedinteractive
50. 11% none
Good pay/compensation
Good location
Flexible hours
89% would be attracted by:
Meaningful work
Variety of benefits
Good fit for my family
Company has a good reputation
Clear path for advancement
Company mission/vision of the organisation
60%
40%
37%
35%
32%
27%
24%
21%
17%
12%
Source: Indeed survey conducted by Harris Poll"
(Base=Employed or not employed but looking, n=5,133)
Work environment
51. Top reasons candidates are attracted
to new jobs vary across Europe
#indeedinteractive
United Kingdom
Germany
Netherlands
France
Good pay/compensation
60%
Good location
43%
Flexible hours
41%
Good pay/compensation
64%
Flexible hours
42%
Good pay/compensation
61%
Good pay/compensation
57%
Good location
38%
Meaningful work
38%
40%
Good location
Flexible hours
40%
Work environment
42%
Source: Indeed survey conducted by Harris Poll"
(Base=Employed or not employed but looking, n=5,133)
53. 76%
somewhat or strongly agree
“When deciding whether or not
to accept a job offer, it’s important
to me that I’ve looked around at
other opportunities first.”
73%
somewhat or strongly agree
“If a recruiter or a friend proactively
contacted me about a position I
would consider other available jobs"
as well (rather than only consider"
that specific position).”"
Source: Indeed survey conducted by Harris Poll "
Base=Employed, n=4,718; Employed or not employed but looking, n=5,133)
Candidates believe it’s
important to direct their "
own job search
#indeedinteractive
54. Even candidates believe they will
be more successful if they actively
look at new opportunities
60%
of employed adults
“I think I would be more successful in a job"
I found and got on my own versus a job
which I got through a recruiter or company
that contacted me.”
Source: Indeed survey conducted by Harris Poll (Base=Employed, n=4,718)
#indeedinteractive
55. The psychology of job search
#indeedinteractive
Career changes involve a stressful, multi-step psychological process
For passive candidates, the psychological obstacles to change"
are enormous
Active candidates, by definition, are ready for change
Candidates prefer to be in control of their job search so that they"
find the best fit
56. Part 3: Your tactics determine your talent
#indeedinteractive
57. There have never been more ways to recruit talent
Social"
Recruiting
Talent"
Marketplaces
Staffing Firm
Employer Brand
Campaign
Job Search
Referral
Professional
Profile
58. The candidate applies first
Inbound
You contacted the
candidates first
But they all fall into two basic approaches
Outbound
#indeedinteractive
59. Inbound candidates apply to your jobs
People finding you in job search
Referrals who apply
Career fairs
Responses to job postings
Applications from social recruiting
Visitors to your career site
#indeedinteractive
The candidate applies first
Inbound
60. Outbound candidates respond to your recruiters
You contacted the
candidates first
Contacting people through
Indeed Resume
Contacting people via LinkedIn
Contacting people in a
resume database
Referrals that you call
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Outbound
61. Inbound and outbound tactics vary greatly
in cost, complexity and workload
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62. More/Equal
87%
Expense of Outbound Recruiting
Less
13%
Source: The Polling Company (n=1,000 )
Talent professionals believe it’s more"
expensive to recruit passive candidates
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63. Easier
Faster
Lower cost
More likely
to result
in success
This is why most talent professionals try first"
to fill open positions with inbound candidates
Source: The Polling Company (n=1,000)
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64. Companies that fully"
measure the cost per"
hire find additional reasons
why outbound recruiting is
more expensive
Labour intensive
Low candidate response rates to inquiries
Low offer acceptance rates
Long lead times
Uncertain cultural fit
Time-consuming to overcome psychological"
barriers to change
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65. Motivational Drive to Succeed Once Hired
Active
51%
8%
Passive
Source: The Polling Company (n=1,000))
Inbound and Outbound candidates"
are different: Once on the job, active
candidates have a stronger desire"
to succeed
About the same
41%
Talent Professional Survey:
"Once employed in the company,
who do you feel has better
motivational drive to succeed:"
an active candidate, a passive
candidate or both (about the same)?"
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66. Lack of passion is
the #1 reason that
passive hires fail
Source: The Polling Company (n=1,000)
45%
40%
32%
31%
16%
Lack of passion and commitment
Can’t adapt to position
Not a good fit
Can’t adapt to culture
Can’t get along with management
When thinking about "passive candidates"
that you have hired, what are the reasons
some are not successful in their new roles?
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67. “Active candidates are already looking and mentally prepared to
switch companies, locations, or careers. [Passive candidates, by
contrast, are] “more difficult to find, engage with, and motivate to
make major life changes, which leads to longer times to fill.”
—Jonathan Turner, Corporate Director of Human Resources at B/E
Aerospace, in the Wall Street Journal, “Companies are Chasing the
Wrong Hires”
Companies are chasing the wrong hires
Wednesday, June 10, 2015 – VOL. CCLXV NO. 1
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68. 1. Some roles get too many applications to screen
2. Some roles are hard to quickly fill
3. Difficult to control who applies
4. Some open roles need to be kept confidential
5. Resumes often don’t provide enough data to find best candidates
Inbound recruiting has
its challenges as well
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69. So how can you shape your recruiting "
organisation to best take advantage of the "
changing nature of job search?
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71. 1. Sequence recruiting tactics to maximise"
quality, cost and performance
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72. Science and the future of recruiting
Sequence investments to maximize
quality and minimize cost
Paid Inbound
Outbound
20% of roles
60% of roles
Set budget based on
conversion rates and #
of candidates required
20% of roles
If insufficient pipeline after 14 days
begin outbound recruiting
Inbound first
Outbound if needed
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Free Inbound
74. Source: The Polling Company (n=1,000)
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In the era of search,"
you control your talent
5 key levers to shape your talent pipeline with search
Job titles
Job descriptions
Career site
Apply process
Company reviews
75. We’re looking for thoughtful, well-rounded front-end engineers
to join our team. If you’re the right one for us, you love the Web,
take great pride in your work, think of coding as more than
just a job, and have a few great projects to show off. You can
take a concept and transform it into an awesome Web-based
experience with your own technical and UI/UX expertise.
Write great job descriptions that"
draw talent and perform well in search
Spotify job posting
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76. We’re looking for thoughtful, well-rounded front-end engineers
to join our team. If you’re the right one for us, you love the Web,
take great pride in your work, think of coding as more than"
just a job, and have a few great projects to show off. You can"
take a concept and transform it into an awesome Web-based
experience with your own technical and UI/UX expertise.
Write great job descriptions that"
draw talent and perform well in search
Spotify job posting
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77. Make it easy for candidates
to browse and apply on
mobile devices
Source: Indeed Data
68%
Use mobile
Don’t use mobile
32%
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78. Science and the future of recruiting
Be careful not to lose good candidates "
to overly complex application processes
50.0%
0
5
10
20
30
40
45+
90%
80%
70%
60%
50%
40%
30%
20%
10%
0
ReductioninApplications
16.5%
17.2%
44.1%
50.0%
70.8%
88.7%
# of online screener questions
Source: Indeed Data
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79. 3. Build a brand that brings talent to you
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80. Your brand determines your candidates
Say reviews impact
where they apply
Increase in apply rate
when employer reviews
are available
Say company reputation has
a big impact on decision to
accept a job
Source: Redshift Research Study for Indeed
%!
20%!
40%!
60%!
80%!
100%!
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81. 4. Optimise the inbound and outbound
candidate experience for top talent
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82. Science and the future of recruiting
Your inbound process needs to
be good enough that you would encourage
a great candidate to go through it
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83. Science and the future of recruiting
Airbnb recognized that their candidate
experience needed an overhaul
1. What do we want them to know?
2. What do we want them to feel?
3. What does rejection look like at this stage?
4. What makes this stage uniquely Airbnb?
Storyboarding Exercise | Mapped experience end-to-end
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84. 5. Build a platform for inbound recruiting
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85. If outbound recruiting is akin "
to sales, inbound recruiting is much "
more like marketing
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86. Recruiting technology"
will continue to evolve "
to look more like"
marketing technology
Using technology to get great at !
matching applicants and opportunities!
Marketing Technology
Platform
Recruiting Technology
Platform
Website and Landing Page
Lead Capture
Predictive Scoring
Marketing Automation
CRM
Performance Analytics
Career Site
Apply
Screening
Candidate Marketing Automation
Candidate CRM
Talent Performance Analytics
88. 1. Sequence recruiting tactics
2. Shape your candidate pipeline
3. Build a brand that brings talent to you
4. Optimise candidate experience
5. Build an inbound recruiting platform
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89. What is the impact of becoming great?
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94. The Science of Talent Attraction:
Understanding What Makes People Click
Paul D’Arcy
SVP, Marketing
@paul_j_darcy
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95. About Indeed
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 50 countries and 28 languages.
More than 180 million people each month search for jobs, post
resumes and research companies on Indeed, and Indeed is a leading
source of external hires for thousands of companies.
Learn more
Join us at
Indeed Interactive 2016
United Kingdom
indeed.co.uk/hire
Germany
de.indeed.com/recruiting
Netherlands
indeed.nl/personeel
France
indeed.fr/recrutement
Ireland
ie.indeed.com/hire