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8/20/2019 Four Recruitment Strategies to Get Your Company Ahead
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Anne St. Hilaire
to Get Your Company Ahead
www.recruiter.com
Four
RecruitmentStrategies
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Job seekers create anonymous profiles
Recruiter attracts top candidates who tell us what it would take for them
to change jobs and join a great company like yours. We engage our
candidates on a daily basis.
Recruiter sends curated jobs to candidates
We leverage our proprietary technology to find the right talent for your
company from our pool of passive job seekers. Our algorithm learns over
time to provide more targeted matching.
Recruiting professionals step in and engage
Our team of professional recruiters hand pick potential targets and workclosely with your hiring team to set up a job interview. Recruiter’s platform
is efficient and saves you time and money.
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- Robert RyffDevelopment Datalytics Technologies LLC
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What’s Inside
Intro . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Use Mobile Recruiting
to Communicate . . . . . . . . . . . . . . . . . . . 5
Never Underestimate the Power
of Marketing . . . . . . . . . . . . . . . . . . . . . . . 9
Get Scientific . . . . . . . . . . . . . . . . . . . . . 14
Think Outside the Box . . . . . . . . . . . . . 18
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Effective recruitment strategies are a pivotalaspect of procuring and retaining high-quality
talent to contribute to an organization’s success.
The job market is becoming progressively more
competitive and skill sets continue to grow more
diverse. Given this environment, recruiters are
required to be more selective in their candidate picks,
since under-performing recruitment measures can
have a long-term negative impact on an organization.
Since all recruiters and companies are dealing with
the “talent problem”, it is important that they
differentiate themselves with new and powerful
hiring strategies so that they can stand out in the
eyes of candidates. So how can you get top talent
to notice you in this extremely saturated and
competitive market? It’s time to try these four
unique recruitment strategies the next time you’re
looking to fill one - or many - important positions.
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We’re living in a mobile world—you use yoursmartphone to find out the latest headlines; tablet
to watch videos; and E-readers to learn a little more
about your industry. It’s hard to remember a time
without a gadget in the palm of your hands, and whywould you want to? Everything is done at your
convenience, whenever, wherever. Life is simpler.
So, if you’re more prone to use your mobile
devices to communicate, wouldn’t it make sense
to apply that same theory to recruiting?
Currently, 70 percent of all job seekers search for
jobs via their mobile devices. In addition, 20 percent
search for information about careers through these
devices. These statistics indicate that if you don’t
have or aren’t planning on incorporating mobile
Use Mobile Recruiting to Communicatebased on “Perfect Your Mobile Recruiting Strategy in 4 Easy Steps” by Ziv Eltraz
capabilities into your recruiting strategy, you’re
losing out on candidates, some of whom may be
pretty high caliber. When you’re ready to get started,
you can implement and then perfect your mobile
recruiting strategy by following these four steps:
Create a mobile-ready career site
While you may believe it’s obvious to have mobile
associated with your career site, the truth is, many
organizations have yet to come on board. In fact,
only one in five Fortune 1000 companies hasmobile-ready career sites. Plus, since one in four
come to career sites via mobile, you’re missing
out on a large chunk of qualified candidates
because they either can’t view information
correctly or can’t apply directly.
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However, with remote employees comes a
certain communication barrier. They aren’t in the
office like traditional workers, so they can’t slip you
a lead through your employee referral program if it’s
not convenient for them. Therefore, you have to
ensure your employees
can refer on-the-go. One
tip is to create a mobile-
ready portal or external
website that they can
access in the referral
process. That way, they
can still participate in an
employee referral
program, even if they
aren’t there in person.
Confirm your mobile recruiting strategies
are social networking-friendly
Along with just using mobile devices, many job
seekers use social networking in their searches.
To solve this, make it easy for job seekers to apply
through their smartphones or tablets. This may
require creating a smartphone application or
otherwise ensuring your career site can be
accessed through mobile devices. Either way,
creating a mobile-ready
career site will increase
your chances at receiving
those candidates who
use their devices in the
job search.
Make sure your employees
can refer on-the-go
After career sites, referrals
are cited as the No. 1source of hire. If you pair
that with the fact that 30 million Americans work
remotely at least one day a week, you have the
potential to receive awesome candidates by way
of your employees even if they’re on the other
side of the world.
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For example, 60 percent of Facebook usage is
through mobile. Candidates also use networks likeTwitter and LinkedIn in their searches. Social is the
way to go these days, and when you put mobile
into the mix, you have a match made in job
seeker heaven.
However, to access these candidates, you have toconfirm your mobile recruiting strategies are social
networking-friendly. For example, is it easy for
candidates to view a job that you posted on
Facebook through their smartphones? If they use
the Apply with LinkedIn feature to apply for jobs on
their tablets, can they do so efficiently? If the answeris no, again, you’re missing out on quality
candidates. Be sure every job listing, career
site link, or external piece of information you post
on social networking sites can be
accessed through mobile.
Open up your mobile recruitment strategy
We briefly touched on the power of referrals.
These referrals aren’t limited to your internal
network, though. External contacts, such as
your business partners, former employees,and vendors, can also help you in the recruitment
process. However, doing so may be harder,
especially since they don’t have to participate in
an employee referral program.
To solve this, implement fun games and rewardsthat be accessed through a mobile employee
referral program. For example, let’s say a business
partner referred you to a candidate via a
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mobile-ready referral portal on their tablet.
When that candidate is interviewed, your businesspartner is placed on a mobile leaderboard for all to
see. They can also receive rewards for their efforts.
This method socially recognizes your business
partner, which engages them, as well as makes
their time worthwhile in simple way. Implementing
mobile capabilities into your recruiting strategy isa great way to amp up your hiring efforts. We’ll
only see the mobile trend grow, so getting on this
bandwagon sooner rather than later will only help
you in your journey to find the right candidates.
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w
hen it comes to branding, your company’s marketing team is on
one side of the coin. The members of the team have advanced sales,
marketing, and promotional skills and know how to position your
company’s product in a way that excites and engages your
potential customers.
Your HR/recruiting department is on the other side of
the branding coin. Your marketing department already
positions your company’s sales brand; how can you
parlay the marketing department’s knowledge into the
creation and positioning of your recruiting brand?
Never Underestimate thePower of Marketingbased on “Recruit Like a Marketing Professional” by Liz D’Aloia
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Marketers Get Feedback from Focus Groups
Marketing starts on your website. For that reason,
you need to evaluate it impartially, just as a third-
party marketing professional would.
Step back and consider your website from a
candidate’s perspective. You may even want to
convene a focus group for feedback. You can easily
create a focus group from recent hires, job seekers,
or from colleagues in your network. Here’s what
you want to find out:
Is it easy to find your career page from
your main website?
Does your career page reflect your
company’s culture?
Is it easy to navigate?
Is it engaging?
Does it help people visualize what it is
like to work at your company?
Is it mobile-friendly?
Remember, Google changed its search
engine algorithm to favor mobile-friendly
sites. Make sure your career site doesn’t just
resize for mobile. It needs to be truly
mobile-friendly, which means easy to
view and navigate on any mobile device.
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Marketers Analyze What Works
Marketers are salespeople, and salespeople love
metrics. Many recruiters focus on metrics such as
time-to-fill, number of open requisitions, and other
tactical numbers. Savvy recruiters know that a
successful recruiting initiative means more than
posting and praying. Step up your analytics and
start asking tough questions such as:
How many hits does your
career page get?
What are the sources of the hits on
your career page (social media, job
postings, grassroots recruiting
efforts, etc.)?
How do your application views matchup to your application completion rates?
What are the mobile application
completion rates versus desktop
application completion rates?
Marketers measure the effectiveness of
these tools. Recruiters should, too.
Once you know what advertising source
works for your recruiting efforts, you can
focus on that source and create more
opportunities to sell your open positions.
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Marketers Tap Into Human Vision, Not Job Descriptions
Here’s a challenge for you: Would you rather read a
page of dense text or a page that has lots of white
space and interesting graphics?
Humans are visual creatures, so we need to make
our recruitment advertising easy on the eyes,
entertaining, and engaging. In other words: weneed to do a better job of marketing our openings.
Consider that most applicant tracking systems are
designed by IT, not recruiting teams. IT always
outlines requirements prior to starting a job. Sound
like a job description? Yes! This is why mostapplicant tracking systems allow you to upload a
job description and then market from there.
Unfortunately, the job descriptions that HR writes
aren’t compelling from a marketing standpoint —
so, stop posting them.
Job descriptions are often full of
acronyms that are only meaningful
within your organization. External
applicants don’t fully understand them.
Job descriptions are also one-sided.
They outline what’s required for the
job, but they usually don’t adequately
market your recruiting brand or company.
Job descriptions aren’t
visually appealing.
Job descriptions are often written so
narrowly that it’s almost impossible to
find “the perfect candidate.” Are you
demanding so much in your job
description that qualified candidates
don’t bother to apply?
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Instead of posting traditional job descriptions,
consider partnering with your marketing department
to create job-opening collateral. Your marketing
team can help you distill the minimum requirements
into exciting, engaging text and also make your
document visually compelling.
There’s no doubt that marketing can work
wonders for your recruitment advertising
efforts. So, start thinking like a marketer instead
of a recruiter, and see how quickly you’ll start
filling your candidate pipeline!
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Get Scientificbased on “5 Ways to Use Big Data to Get Scientific About Recruiting” by Meredith Amdur
As a discipline, recruiting has always been on
the front lines of competitive strategy for any
business: finding the talent to execute the vision
while providing valuable insight back to the
business on how factors influencing hiring and
ongoing cultivation of talent might impact
company development. Recruiters are key to
finding the people who will execute their
company’s vision, and are increasingly on the
front lines of the talent wars, especially in markets
where specific skill sets are in high demand.
Until recently, however, recruiting has been more
art than science, requiring a lot of hustle, a rich
rolodex (or LinkedIn network), and — occasionally —
a good-sized checkbook. Practitioners were (and
still should be) valued for their instincts and
market experience. But adding some data science
(in the form of facts, probabilities, and market
clues) to the mix can really kick the strategic
power of the recruiting discipline up a notch. In
fact, research conducted by Wanted Analytics
shows that more and more jobs in the HR field
require analysis of large quantities of data, with
hiring professionals being called on to use big
data in their everyday workflows.
Engaging big data as it relates to talent supply and
demand can help the recruiting team prove its case
for specific hiring strategies and tactics and bring
useful market context to a variety of workforce and
operational decisions. Here are five key areas where
recruiting can use talent market analytics to more
proactively support the overall goals of the business:
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1. Hiring
How would a recruiter’s job change if they knew
before a position was open how difficult or easy it
might be to fill, whether or not the salary proposed
was competitive, and what other companies were
competing for the same skills and roles?
In today’s tight talent market, understanding both
the local and macro conditions that may impact
talent availability, salary and benefit decisions, and
hiring timelines helps recruiters set expectations
and adjust their approaches to attract candidates
for hard-to-fill positions.
Are other companies in the area currently on the
hunt for similar skills? Is the salary being offered
lower or higher than average? Is the skill set
needed easier to find in a different geographic
area? Data captured from job boards and other
sources of information on talent supply and
demand can help answer these questions and give
recruiters the ammunition they need to get business
buy-in on key decisions related to hiring strategy.
Armed with data, recruiters’ discussions with hiring
managers change: recruiters build immediate
credibility and transform their roles from advisors
to decision makers.
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2. Training and Development
Talent market analytics can also inform training
and certification strategies. If the data shows that
specific skills are in extremely high demand,
recruiters can advise the business when it might
be beneficial to invest
in training resources in-
stead of seeking out new
hires. Rather than spinning
wheels in an environment
where hiring is especially
difficult and time-
consuming, training
existing employees may
be the more economical
or timely approach to
acquiring the needed skills.
3. Operational Strategy
Backed by data analytics, recruiters can additionally
help the business make important operational
decisions. For example, choosing the location for
a new manufacturing plant or office expansion
should include the analysis of the local talent
supply and demand data. Getting a read on the
local workforce conditions
can help recruiters estimate
how quickly the business
will be able to staff up when
expanding operations, and
how much budget should be
set aside for staffing costs.
4. Competitive Intelligence
Beyond identifying when
rival businesses are
competing for the same
talent, hiring data can also serve as a bellwether for
other competitive moves, such as the introduction
of new product lines or the opening of a competitor’s
office nearby. Job ads often list locations and
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detailed descriptions of responsibilities, and this
information can reveal clues about what the
competition might be planning. Recruiters can
serve as valued sources of business intelligence
by giving management a head-up when top talent
may be in danger of being poached by a rival, or
when it looks like a competitor’s hiring spree is
related to a new product push.
5. Forecasting and Planning
Finally, recruiters can use talent data to help the business forecast the feasibility of future plans. For example,
an organization that commonly submits bids for projects might want to analyze the talent supply in a
specific location before submitting a proposal. If the needed skill sets in the project area are scarce, it may
not be worth it to make a bid. Conversely, a talent-rich location will give the business the confidence that
it can deliver on the customer’s expectations.
Big data and talent analytics are empowering recruiters to play more influential roles in their organizations’
overall business strategies. Talent is often one of a business’s most valuable assets, impacting the ability of
an organization to grow, compete, and prosper. By applying data science to decisions made around hiring,
training, development, and more, recruiters can bring considerable value to the conference table.
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Although they still prove to be effective in some hiring
situations, most traditional recruitment strategies are too
outdated to provide any kind of competitive advantage
for companies using them. In order to stand out and
find the best employees for their teams, employers have
to get very creative in their recruitment methods - or
risk falling behind in their industry. Today, the only way
to attract new candidates and hire the best talent is to
differentiate yourself, so why not adopt these new and
innovative recruitment strategies?
Think Outside of the Box
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