Date post: | 23-Jan-2017 |
Category: |
Recruiting & HR |
Upload: | lever-inc |
View: | 291 times |
Download: | 3 times |
Thank you for coming to Clever Hacks for Hiring!
Here’s what we shared
How to writePhil Blaydes, Talentful
‘Most communication in recruitment sucks’
Phillip Blaydes, 2016
‘We have a totally different approach to recruitment, where we focus on reaching out to the right people, first time, and not wasting your time with candidates who do not suit the role/company. ’
Mr. A. Recruiter, 2016
‘‘Your name has come up 2 times now, and I find that intriguing.’ ’
Mr. A. Recruiter, 2016
‘I have some “cream of the cream” of these guys’
Mr. A. Recruiter, 2016
‘‘We are making the world’s first mobile platform for voice applications’’
Mr. A. Recruiter, 2016
The bible‘Writing that works’ by Kenneth Roman and Joel Raphaelson
David Ogilvy
Why?
Why?
What kind of academic programme best prepares business school students to succeed in their careers?
“Teach them to write better.”
Why?How we write as hiring managers and recruiters is the first impression a candidate will often have
Why?
‘Your writing is you’
Do I want to work with a sloppy, slap-dash team?
Why?
‘Your reader does not have much time’
Are they likely to read beyond the first sentence?
Techniques
TechniquesThink before you write
Brevity
Address the individual
TechniquesThink before you write
What do you want them to do after reading?
What impression are you trying to give?
TechniquesBrevity
Edit. And then edit again.
Plain English, no jargon.
TechniquesAddress the individual
Speak to the person, not to the crowd.
Write as if you’re talking to them in person.
How?
How to structure an email
Flattery
Hook
Action
Credibility
1. I’ve done my research
2. Make them feel special
3. Show them this isn’t a mail merge
Flattery‘Our CTO read your recent paper on Bayesian Statistics bit.ly/8ujnkfe and was really impressed.’
‘He thought you’d be interested in our work applying similar techniques to the visual domain.
We think we can solve the problems that video platforms face in the developing world.’
Hook
1. Apply what you’re doing to them
2. Why that’s cool
3. The mission: make it emotive
Hook
‘We’ve been recently featured in Forbes bit.ly/09jfjnk and TechCrunch bit.ly/nj890 and our CEO has recently been named in the 30 under 30 bit.ly/noi904
We’re backed by BigTreeVC, early investors in Facebook.’
1. Who’s backing us
2. They say: links
3. Content
Credibility
‘We’re going to the ATN conference in Montreal in July, are you going to be there? Reply to let me know.’
1. There MUST be a call to action
2. Tell them exactly what to do
3. But make it easy and non-committal
Action
RecapOur CTO read your recent paper on Bayesian Statistics bit.ly/8ujnkfe and was really impressed.
He thought you’d be interested in our work applying similar techniques to the visual domain.
We think we can solve the problems that video platforms face in the developing world.
We’ve been recently featured in Forbes bit.ly/09jfjnk and TechCrunch bit.ly/nj890 whilst remaining in stealth. And our CEO has recently been named in the 30 under 30 bit.ly/noi904
We’re going to the ATN conference in Montreal in July, are you going to be there? Reply to let me know.
Questions?
Nailing Candidate Experience
Hi.I’m Jess.
Talent Manager & HR Projects Lead
-
Thoughts from the ivory tower of recruitment
• Candidates are people (yes, just like you and me)
• They’re assessing you, just like you’re assessing them
• Your system can help (you just need to ask it to)
• Feedback and frequent communication are the most
important parts of the recruitment process*
• Return applications
• External referrals
• Word of mouth + positive brand
• 59% want to hear from you whenever you have an update
• 94% want interview feedback even if they are rejected
• But only 41% have received interview feedback after a rejection
Some of us really suck at our jobs.Don’t be part of the problem
5 things to do to make getting a job with you not “a total ball-ache”
• Give candidates a way to contact you + make them comfortable
doing that
• Email/call/text/skype “Update there’s no update”
• Ask how to use your system to help you (and if no one is
answering, figure out a way yourself – and tell other people)
• Give people feedback, and make it useful
• Treat others the way you would want to be treated
1
Give candidates a way
to contact you + make them comfortable
doing that
2
Email/call/text/skype “Update there’s no
update”
3
Ask how to use your system
to help you
(and if no one is answering, figure out a way yourself –
and tell other people)
4
Give people feedback, and
make it useful- Reading lists
- Phone calls
- Stay in touch
5
Treat others the way you
would want to be treatedBecause you’re better than the
competition, and your mumma raised
you right
Questions?Comments?
(thanks, guys)
How to Punch Above Your Weight in Employer Branding
Leela Srinivasan, CMO
Sorry folks, we’re still in a candidate-driven market
@leelasrin @lever Source: MRINetwork, May 2016
#recruitingsecrets @lever @hired
Awareness
Consideration
Conversion
Loyalty
Advocacy
Your prospect knows who you are
Your prospect is actively thinking about choosing you
Your prospect becomes a customer!
Your customer stays a customer and feels good about it
Your customer is out telling the world how great you are
Are we talking marketing… or recruiting?
#recruitingsecrets @lever @hired
Awareness
Consideration
Conversion
Loyalty
Advocacy
Your candidate knows who you are
Your candidate is actively thinking about choosing you
Your candidate becomes an employee!
Your employee stays an employee and feels good about it
Your employee is out telling the world how great you are
Are we talking marketing… or recruiting?
Either way, it all starts with awareness & consideration
Do candidates know who you are?Do they think of your company as a place they’d
like to work ?
54% of applicants read company reviews online
1. Start with your employee connections
vs.
Employee connections on LinkedIn beat Company Page followers by a mile
at least 45x@leelasrin @lever
Every profile matters!
“At Lever we really walk the talk when it comes to talent. We put a ton of thought into how we hire and onboard people, as well as how we help them grow in their careers
@leelasrin @lever
“I used to think being a woman in tech meant simply accepting and overcoming aggressive workplaces… At Lever, I am thrilled to be an integral piece of a diverse, inclusive, engaged, and impassioned team.”
2. Get the word of mouth going before day one on the job
How to turn your newest hires into rabid brand evangelists
@leelasrin @lever
3. Get the team sharing and sourcing
Encourage sharing and referrals for a ‘double brand halo effect’
Lever sourcing jam in progress
4. Encourage everyone to blog
Our best bloggers don’t work in marketing
5. Use your company all-hands for covert EB ops
Your marketing job of the week: watch & share our new videos!
3 chances to share great news tomorrow
What Where
Blog post reflecting on some epic Lever hires that helped us get to 1,000 customers
By Sarah, on LinkedIn and the Inside Lever blog (lever.co/inside)
Blog post announcing Lever Nurture
By Randal, on the Lever blog (lever.co/blog)
Press release announcing Lever Nurture
Quoting Sarah and Chris Shaw, on the wire
Your Marketing Job of the Week: share our good news liberally!
Because ALL branding boosts your employer brand, y’all
The mashup continues...
Thanks for joining us!
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