[Webinar] Supercharge Your Candidate Experience | Snagajob
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Creating a seamless, “wow” experience for candidates gives you a competitive edge in today’s hyper-competitive hiring market. But what are hourly job seekers’ expectations? And what can you do right now to exceed them and win over the best candidates? Check out Snagajob’s free “Supercharge Your Candidate Experience” webinar presentation with recruiting experts from Catch Talent to: -- Uncover what 2,000+ hourly job seekers’ told us they expect during the application, interview and onboarding experience -- Get best practices on developing your talent pipeline to increase candidate quantity and quality -- Learn the latest candidate communication strategies proven to increase engagement -- Find out how to leverage—and create!—your Employer Value Proposition to help your company stand out
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[Webinar] Supercharge Your Candidate Experience | Snagajob
- 2. TODAY’S PRESENTERS Christina Lock Chief Executive Officer Chad Norman Chief Marketing Officer
- 3. What Candidates Expect When Applying, Interviewing & Onboarding
- 4. 5 Most Common Perks Employers Offer Discounts, Rewards, Coupons: 56% Flexible Shift/Work Schedule: 52% Free Meals: 44% Higher Wages: 38% Career Advancement: 37%
- 5. The #1 Perk? Freedom to wear whatever you want on the job (within reason)
- 6. Most Important Factors When Considering a Job: Pay: 93% Location: 91% Enough Hours: 90% Workplace Culture: 85% Opportunity for Growth: 84%
- 7. Develop Your Talent Pipeline to Increase Candidate Quantity & Quality
- 8. Poll Question What’s your #1 hiring challenge right now?
- 9. Careers Websites Focus on what it takes to do the job, not who the company is as a brand.
- 11. Your Job Postings and Application Process Need to be Mobile Friendly 11% Increase in Mobile in 2016 82% of Job Seekers Search on Phone
- 12. Referral Campaigns If You Like Your Team, Get Them to Recruit Their Friends!
- 13. Your Employer Reputation Affects Applications AND Customers: Social Media Engagement Glassdoor Management Community Involvement
- 14. Communication Strategies To Increase Candidate Engagement
- 15. Poll Question How quickly do you follow up with job applicants?
- 16. Time to Fill: Can You Fill/Find a Job in 1 Week? Job Seekers: 64% Employers: 16%
- 17. True Engagement: Focus on Most Important Communications Initial LinkedIn or Email Message The First Phone Screen The First time they walk in your Door The Offer and/or The Rejection The End of their First Day
- 18. Create and Leverage Your Employer Value Proposition (EVP)
- 23. Employer Value Proposition (EVP) EVP is a collection of formal and informal, tangible and intangible, benefits offered by an employer in exchange for employment. 1 2 3 Conduct Focus Groups, Surveys, & Interviews Use multiple methods to reach across company and determine perceived benefits. Determine Underlying Value of Benefits If healthcare is a benefit, the value is security for family, being treated as a person, and company is altruistic. Leverage EVP for Attraction, Retention, & Engagement Apply the values to the different stages candidate’s employment lifecycle.
- 24. EVP Implementation What Does it Affect & Where Do Candidates See It? Careers Websites Referral Campaigns LinkedIn Company Pages Job Descriptions Interview Questions Glassdoor Replies Social Media Channels Industry Conferences
- 25. Q&A
- 26. Activity ID: 316364 Credit Hours Awarded: 1 (HR General) Activity ID: 17-THODQ Professional Development Credits (PDCs): 1 SAVE THE DATE BACK TO SCHOOL HIRING Webinar WEDNESDAY, JUNE 21 at 1pm ET
- 27. NEW VENUE. MORE GREAT INFORMATION. MAY 15-17, 2017 BELMOND CHARLESTON PLACE CHARLESTON, SC HOURMINDS.COM Save the date for HourMinds 2017 in beautiful Charleston, South Carolina. Join us for conversation, and networking on all things hourly.
Editor's Notes
- http://www.snagajob.com/employers/erc/article/2017-recruitment-strategies/ 1. Worker scheduling in 2016 (regulation and worker behavior trends) 2. Managing employee scheduling for who work multiple jobs (focusing on timing of schedule creation / distribution and communication) 3. Snagashift product demo 4. Hourminds call out
- Chad Norman, CMO, Catch Talent Christina Lock, CEO, Catch Talent You can grab headshots from either Catch Talent website (http://catchtalent.com/about-us/) or SAJ landing page (we got the images here from CT website http://www.snagajob.com/employers/2017-supercharge-candidate-experience-webinar/)
- It’s Competitive, and Jobs are filling NOW! 97% planning to hire 93% will hire the same or more people than they did last year 74% plan to have all positions filled by May For employers: ○ More competition; 5% increase in # of employers planning to hire this summer vs. last ○ Start recruiting early before all (and best) candidates have found jobs ○ Monitor applicants and reply as quickly as possible so they don’t accept another position in the meantime
- The #1 perk requires no money! ● Monthly stipend to purchase food 29% ● VIP vouchers for friends/family 13%
- Think outside of traditional perks; align with Millennial and Gen Z values. Highlight these if you offer them in your job description. You might already be doing these things but not think to promote them as a perk to attract great workers Perks that don’t require employers to spend money-these are what job seekers are saying are MOST important to them ● Freedom to wear whatever (30%) ● Longer break periods (9%) ● Freedom to use phone not in front of customers (7%)
- Results from 2017 Summer Hiring employer survey (1,000 industry employers): Getting quality candidates 57% Evaluating which candidates are the best fit 41% Filling open positions quickly 37% Receiving enough applicants for each position 32% Scheduling candidate interviews 29% Increasing job posting exposure 28% Completing and managing hiring paperwork 28% Ensuring compliance across all employees and locations 26% Communicating with job candidates and new hires 25%
- Don’t forget about your company careers page. Optimize for mobile and make it easy for job seekers to apply right there. Especially if you’re sending people from a job posting to your careers page. Job seekers don’t care about your brand or what industry. They are looking for a job they’re qualified for that’s near them. And then prioritizing based on pay, location, hours, career growth Based on perks/benefits preferences, job seekers also evaluate employers based on the level of freedom/respect they feel they have with your brand Don’t take it personally, it’s actually a positive for employers. Job seekers want a find a job they’re qualified to work and that works for them … meaning the ones who apply are more likely to be a good fit for who you actually need in that role and they’ll stay longer with you; they’re not just looking for a job with your company and won’t have the skills necessary to actually do the job
- Hubspot Spotify Hootsuite
- 55% of job seekers say not hearing back from an employer is their #1 hiring frustration It’s not that difficult to exceed expectations here and make a great impression for your candidates. Setting goal to follow up with every applicant within 48 hours—good news and bad; even just setting up an automatic email letting applicants know you’ve received their application is a step in the right direction—is realistic, especially with tools like Gmail templates and custom email templates within a lot of ATSes JOB SEEKER SURVEY: How soon do you expect to hear back from an employer after applying? <24 hours 4% 1-3 days 47% 4-6 days 27% 1-2 weeks 19% 3+ weeks 2% I don’t expect to hear back 2%
- If you don’t let them know you’re at least evaluating them, they’re moving on so if you’re not proactively communicating with job seekers, they’re moving on to their next best option. Today’s job seeker needs a job now. They don’t have the luxury of waiting for an employer to respond or being too selective with who they want to work for
- Why did you seek employment with our company? What elements of your job are most engaging? How do you view your position with this company? What formal benefits are most important to you? What informal benefits are most important to you
- HRCI—1 Hour Recertification Credit | HR (General) | Activity ID: 316364 SHRM—1 Prof. Development Credit (PDC) | CP or SCP | Activity ID: 17-THODQ
- Approved for 9 HRCI recertification credits Highlight keynote and general session speakers Highlight major brands attending