SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
It's time to modernize your talent acquisition strategy with recruitment marketing tactics. But you can't rely on the ATS alone to find, attract, engage, nurture and convert candidates. Chris Brablc of SmashFly and Rick Rosario of CDW talk how and why a Recruitment Marketing Platform is an essential partner to the ATS.
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
It's time to modernize your talent acquisition strategy with recruitment marketing tactics. But you can't rely on the ATS alone to find, attract, engage, nurture and convert candidates. Chris Brablc of SmashFly and Rick Rosario of CDW talk how and why a Recruitment Marketing Platform is an essential partner to the ATS.
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
Jen Sommesi of CDW shares how the organization built their employer brand through a recruitment marketing strategy focused on engagement, personalization and content. This was originally presented as a keynote at the 2015 HCI Strategic Talent Acquisition Conference.
SmashFly's Chris Brablc and Tracey Parsons deep dive into the 13 recruitment marketing best practices talent acquisition teams need to use in 2016, influenced by findings from the Recruitment Marketing Report Card for the 2015 Fortune 500.
Experts from Glassdoor and SmashFly discuss the candidate journey and nurture's role in recruitment marketing. Learn how to use a nurture strategy throughout each stage of the candidate journey, from attraction to application to hire.
Become a magnet for top talent by borrowing inbound marketing best practices from marketers. Here, you'll see tips for framing personalized content across different stages in the candidate journey. This presentation was given at the Greenhouse Recruiting Optimization Workshop.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
Survey of talent acquisition organizations reveals:
* How to get 28% more hires from referrals by doing this one thing
* Percentage of organizations with formal ERPs and what results they get
* Ways organizations manage and track referrals today, and what challenges they face
* Most popular incentives used to reward successful referrals
* What you can do to generate more hires from referrals without sacrificing quality of candidates
The survey was conducted in April 2015 by SmashFly Technologies, the leading Recruitment Marketing Platform provider: http://smashfly.com
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
17 Recruitment Marketing Optimizations for 2017Recruitics
If recruitment marketing is on your radar in 2017, then this is a must view SlideShare. We spoke with our team of in-house recruitment marketing experts to bring you 17 optimizations that can save you time and money in the year ahead.
A Vision for Total Recruitment Marketing by @SmashFlyMike #HRTechConf 2014SmashFly Technologies
Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
You have zombies lurking on your career site and recruitment marketing channels and you don't even know it. The folks at Fistful of Talent and SmashFly know how to help you turn these zombie visitors into real, live candidate leads using a talent network and nurture strategy.
The Leading Marketplace for Independent Management Consultants and Freelance Executives.
Cognisium provides timely, cost efficient connections between the world's top independent consultants and business organisations.
We help enterprises tackle talent transformation and open innovation, and execute blended workforce strategies.
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
Recruitment marketing is an evolving practice. But innovation in the space has not kept up with quickly rising stakes. Find out where the Fortune 500 win, and where they can improve when it comes to recruitment marketing.
Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Based on LinkedIn's authoritative ‘Recruiting Trends’ surveys and data, learn how how candidates and companies are evolving, to help you get ahead in your annual planning.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Say Something: Using Branding & Social Recruiting to Improve Candidate Experi...Crystal Miller Lay
By creating effective stories, changing what information you share and how you share it; you can arm the candidate with information they need to make better decisions about your job opportunity/opportunities.... and THAT improves the candidate experience.
This slide deck includes talking points and notes discussed in the presentation (so differs slightly from what was shared live. For on-demand presentations, visit http://shrmstore.shrm.org/s/talent-on-demand-attendees.html to purchase the session on demand.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jen Sommesi of CDW shares how the organization built their employer brand through a recruitment marketing strategy focused on engagement, personalization and content. This was originally presented as a keynote at the 2015 HCI Strategic Talent Acquisition Conference.
SmashFly's Chris Brablc and Tracey Parsons deep dive into the 13 recruitment marketing best practices talent acquisition teams need to use in 2016, influenced by findings from the Recruitment Marketing Report Card for the 2015 Fortune 500.
Experts from Glassdoor and SmashFly discuss the candidate journey and nurture's role in recruitment marketing. Learn how to use a nurture strategy throughout each stage of the candidate journey, from attraction to application to hire.
Become a magnet for top talent by borrowing inbound marketing best practices from marketers. Here, you'll see tips for framing personalized content across different stages in the candidate journey. This presentation was given at the Greenhouse Recruiting Optimization Workshop.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
Survey of talent acquisition organizations reveals:
* How to get 28% more hires from referrals by doing this one thing
* Percentage of organizations with formal ERPs and what results they get
* Ways organizations manage and track referrals today, and what challenges they face
* Most popular incentives used to reward successful referrals
* What you can do to generate more hires from referrals without sacrificing quality of candidates
The survey was conducted in April 2015 by SmashFly Technologies, the leading Recruitment Marketing Platform provider: http://smashfly.com
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
17 Recruitment Marketing Optimizations for 2017Recruitics
If recruitment marketing is on your radar in 2017, then this is a must view SlideShare. We spoke with our team of in-house recruitment marketing experts to bring you 17 optimizations that can save you time and money in the year ahead.
A Vision for Total Recruitment Marketing by @SmashFlyMike #HRTechConf 2014SmashFly Technologies
Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
You have zombies lurking on your career site and recruitment marketing channels and you don't even know it. The folks at Fistful of Talent and SmashFly know how to help you turn these zombie visitors into real, live candidate leads using a talent network and nurture strategy.
The Leading Marketplace for Independent Management Consultants and Freelance Executives.
Cognisium provides timely, cost efficient connections between the world's top independent consultants and business organisations.
We help enterprises tackle talent transformation and open innovation, and execute blended workforce strategies.
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
Recruitment marketing is an evolving practice. But innovation in the space has not kept up with quickly rising stakes. Find out where the Fortune 500 win, and where they can improve when it comes to recruitment marketing.
Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Based on LinkedIn's authoritative ‘Recruiting Trends’ surveys and data, learn how how candidates and companies are evolving, to help you get ahead in your annual planning.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Say Something: Using Branding & Social Recruiting to Improve Candidate Experi...Crystal Miller Lay
By creating effective stories, changing what information you share and how you share it; you can arm the candidate with information they need to make better decisions about your job opportunity/opportunities.... and THAT improves the candidate experience.
This slide deck includes talking points and notes discussed in the presentation (so differs slightly from what was shared live. For on-demand presentations, visit http://shrmstore.shrm.org/s/talent-on-demand-attendees.html to purchase the session on demand.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Leveraging Assessments For Workplace Success: Recruitment Marketing: More Tha...Aggregage
Talent acquisition functions are fixated on developing an authentic employer brand. However, that's not the be-all and end-all. When it comes to attracting candidates, you need to have targeted recruitment content at every stage of the candidate journey where they may interact with your company - your careers page, job descriptions, and social media.Join Matt Alder, Producer and Host of The Recruiting Future Podcast, to learn how to refresh your recruitment marketing efforts and set yourself apart from competitors.
So John Cotton, CH2M, schooled us on SEO, strategy and technology at SmashFly Transform. John deep dives into search, career site optimization, job descriptions and more to prove that strategy needs to be backed by technology for recruitment marketing success.
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
Marketing Fundamentals for HR and RecruitingMatt Charney
This presentation explores the marketing fundamentals that HR pros need to know in order to build a communications strategy and effective brand both inside and outside of the organization. Attendees get a behind-the-scenes look at corporate marketing to see what it is really all about, what matters most for brand marketing, and how to effectively partner with marketing to achieve HR results. Topics include lead generation/nurturing, message creation and targeting, social media tools and tactics, content marketing, and engagement best practices.
Learning objectives include how to apply marketing fundamentals and best practices to the HR function and how to leverage your HR brand inside and outside of an organization through content, engagement, and campaign management.
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
SalesProfessionals.co.in is a niche job portal especially designed for Sales Professionals, which differentiates it from other generic portals.
Provides a complete end-to-end recruitment solution to an organization, from vacancy posting to screening to shortlisting to hiring.
Also, run sales training program of 3-6 months practical training for freshers to get them ready for the industry.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Similar to Recruitment Marketing 101: Thinking Like a Marketer to Promote Your Employer Brand (20)
Marc Hamel from Amazon as he shares methods for "Sourcing by Source Code."
Marc will teach you how to navigate open-source platforms to find the talented minds behind the code. This is a start-to-finish process of how to find, engage, and message talent on GitHub, an open-source platform with over 73 million active users.
Our very own Obi-Wan Kenobi and Jedi Master Brian Fink is here to take us through 60 minutes of LIVE training on how to develop kick-ass habits that will boost your tech recruiting efficiency.
These takeaways will benefit you no matter what position you hold: recruiter, sourcer, hiring manager, train conductor - you need to be here.
DE&I Strategy: Transparency is Always Key
In this session, Keirsten Greggs, Founder at TRAP Recruiter, guides us through how to effectively, honestly, and openly talk to your candidates about your organization's DE&I strategy.
She'll also dive into your role as a recruiter - you are pivotal in the design and implementation of your company's efforts.
People want to see action. Not just promises.
Candidates are demanding understanding, knowledgeable insight, and to believe that the company they are considering is proactively improving their DE&I strategy for the long-haul.
Answering your candidate's questions mindfully and with proof-positive data (talk the talk & walk the walk) is integral to aligning values and building relationships.
During this session, Keirsten covers:
Transparency: the key to establishing trust
Relationship Building: underrepresented, historically excluded talent communities
Accountability: using data to support your strategy
Proactive Approach: Recruiters/TA involved in developing strategy (not just given to them)
If you're struggling with your candidate outreach engagement metrics, it's time to look at your email deliverability.
Or, maybe your emails are going to SPAM.
If you're changing to a new email service provider, starting a new candidate outreach strategy, or if you'd just like to hear about some killer tips and tricks from Shally...this webinar is for you.
We'll go over what you need to know in 2022 for maximum email deliverability.
Delivery, engagement and bounce rates
SPAM...wonderful SPAM
SPF and DKIM (what did you just call me?)
Your sender reputation
Common issues
New things to consider in 2022
Let's Findem
If you're having trouble attracting world-class, hard-to-find, must-have talent to grow your company, you're not alone.
Pretty much every company is struggling right now to build a high-quality and diverse talent pipeline.
If your recruiters spend more time rejecting talent than closing candidates, then you need a better way.
So how do you find the talent you’re missing and no one else is sourcing?
Findem helps companies like RingCentral, Google, and Booster find and hire talent in a whole new way.
Watch Findem CEO and Co-founder Hari Kolam in this recorded demo, and learn how Findem transforms workforce planning, sourcing, engagement and recruitment analytics with people intelligence and automation.
YOU’LL LEARN HOW TO:
Search for talent no one else can find
Increase diversity in your talent pipeline by 5x
Boost recruiter productivity from search to hire by 9x
The typical recruiter spends almost a third of their workweek sourcing candidates. Take a quick hour to check out an awesome tool that could honestly help save you time and money.
Shally Steckerl walks you through Google CSE new features. Google's Custom Search Engines are a great way to focus and limit your searches to just the relevant databases.
A Google Custom Search can x-ray Linkedin, filtering the results based on the primary geographies where you are focusing your search.
Add “refinements” to build collections of websites and add extra keywords to your search automatically.
Create custom-saved search shortcuts that prompt for keywords, so you don’t have to memorize Boolean and other syntax.
Be more productive with the Favorites and other toolbars.
Have fresh search engine results emailed to you daily or weekly.
Capture all your custom search engine results with one click directly into a spreadsheet you can import with any CRM.
Laura Mazzullo walks us through best recruitment practices in the Covid era.
- Guiding hiring managers and candidates to clarity using emotional intelligence and data.
- Helping candidates ‘stay in their own lane,’ work through their fears
- Acceptance vs. Resistance: Make room for big feelings, it’s your job now
- Questions to make everyone think differently
- The importance of “Hell yes” vs “Hell no!” during a candidate’s job-search journey
Energy Shift
Past
Rewind to two months back. We didn’t “have time” to “think about” how our TA teams were structured or the TA tech we were using. Emphatically speaking, understanding our process or how it may be affected by one swift downturn was not something we were concerned with.
Present
Until now.
We are listening. We’ve heard the RecruitingDaily audience, loud and clear over the last few weeks.
Many companies that we’ve heard from (and there’s been plenty) are simply not equipped to handle a swift change to a once comfortable environment in Talent Acquisition.
The problem? TA Tech and Process.
Does our tech align with our strengths?
Will it exploit our weaknesses?
Is our process meaningful and does it create a wonderful candidate experience?
We are going to help you navigate these questions.
Specifically:
Understanding yourself and where you need to enhance your strengths and/or shore up your weaknesses
Interpret your team’s alignment, how they collaborate, how the workflow works or doesn’t with regards to your team
Outlining your processes, how they’re linked or not, how to effectively audit said processes, how to continually make workflow and quality the responsibility of everyone and of course…
Discovering how talent acquisition technology, from sourcing to programmatic ad buying to recruitment marketing to creating a wonderful candidate experience, works or doesn’t work.
Future
We’ll give actionable advice on all four fronts. You’ll leave the webinar inspired to invest in yourself, your TA team, your TA processes, and your TA technology.
“Oh No… I Got a…”
Can you finish the line? (we’ll ask on the webinar for a free swag give-a-way)
I can.
And it’s not because I’ve got 3 amazing girls at home completely addicted to Tik Tok.
Well, maybe it is.
Or I may just be that much more hip than you.
All views expressed by the Author (Ryan Leary, our treasured CMO) concerning the levels of his own hipness are those of his own. RecruitingDaily does not own the above statement or necessarily even agree that Ryan is hip. At all.
Anyhow…
What does Google and Duck Duck Go have in common?
What does Bing have the power to do that Google cannot?
Did you know that Google is not the only search engine you should try to be using?
You heard that. You’re going to get a list about
It’s like that, AND…
We are going to rip through 10 of these suckers LIVE with Ronnie Bratcher in a 60-minute training session that will only be available to those that register.
Custom Search Engines with Ryan Leary and Ronnie Bratcher
Here’s what we are covering (in-depth)
Exploring other Search Engines (like, outside of the Googs). Stating the obvious, when using a search engine, most people use Google as their default tool.
Believe it or not, there are so many alternatives to find different subsets of data that potentially might not be indexed on Google.
In this session, Ronnie will introduce a few favorites and show you how they work, giving you the sweet gift of awareness to explore other search engines in existence.
Yes. THEY DO EXIST.
You’ll take this back to your desk immediately:
A new arsenal of active and little-used search engines with the playbook on how and when to use them.
Ronnie’s specific workflow for each search engine.
An understanding of how to use each search engine to target and connect with your key prospects.
A refreshingly easy source to use when you are stuck with no prospects to present to your hiring managers.
Don't Be a Hack (That's a punny) 11 Tricks Sourcers Need to Know For 2020RecruitingDaily.com LLC
Straight to the Source
Sarah Goldberg (She/Her), Sourcing Engagement Lead at Objective Paradigm, owns the master-list of sourcing hacks. 2020 has thrown us some curveballs but we’ve learned a lot, and we’re still sourcing! Sarah has agreed to share what you need to fill your toolbox for the rest of the year.
This means live training, take-home materials, and open Q&A.
(Please enjoy this hilarious but totally unrelated GIF)gif-hacker
The Plan
Simple. Sarah is going to show you things you actually need to know when sourcing. No BS.
What this is:
Essential
Useful
Time-Saving tricks that will make your life and your job easier and more fun. Plaintext.
What this isn’t:
Fluff
Clutter
Pointless, waste-of-space tools and extensions that make you question what it is you’re really doing with your life and toss your laptop through the window.
Yeah. Don’t do that, okay?
Take a deep breath.
Here’s a taste of the takeaways:
Remote work survival kits
How to look for people, not candidates
X-ray searches & how URLs actually work
How does data scraping add value, and how do you actually do it?
Build your own boolean library with a free spreadsheet.
Editing tools (yes, you need these)
How do you validate your outreach?
Chrome extensions (plus when to use each one and when not to)
Useful templates for…ha. You have to join to find out.
Keyboard shortcuts
Last but not least, the one free tool Sarah cannot source without.
Materials Required
Your brain
A pat on the back for committing to an incredibly valuable learning session that will fill your toolbox with tried and true sourcing hacks, tips, and tricks.
We’ll do the rest.
I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring ManagersRecruitingDaily.com LLC
The Sweet Art of Persuasion
6 Authoritative Hits for Recruiters
Motown really knows relationships, so of course it stands to reason that Motown is hiding the holy grail of influencing hiring between its funky lines (i.e., they know how to work with hiring managers).
"Why does that stand to reason?" you ask? I dunno. I don't have time to explain it to you.
We asked Steve O'Brien - an especially groovy dude who just so happens to be President of Staffing at Job.com - to go on a mission through Motown. What he found was pretty far out, and that (you guessed it) is why we're here.
Motown’s 6 Principles of Persuasion
You want to work on requisitions that are actually approved? More hires? Feedback!? Here's the thing: You gotta rule The Man...or The Man rules you.
We're going to take a deep look at your relationships with your hiring managers and what it takes to be an advisor instead of a paper-pushing, interview scheduling, support role.
Here's what you're going to learn.
Track List
Reciprocity, Reach Out (I'll Be There), Four Tops
Scarcity, Needle in a Haystack, The Velvelettes
Authority, Super Freak, Rick James
Consistency, Keep on Truckin', Eddie Kendricks
Liking, What Does it Take (To Win Your Love), Junior Walker and the Allstars
Consensus, Let's Get it On, Marvin Gaye
BONUS B-SIDE: Lean on Me, Bill Withers
Hey - We're all sensitive people...
...with so much to give. Just think of how sweet and wonderful life can be if you take the lead with your manager.
We don't want to push, but...see you on the webinar.
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...RecruitingDaily.com LLC
Recruiters are really bad at marketing.
Yeah, I said it. And I’ll say it again.
Here’s the deal.
I (Ryan Leary) will be hosting this webinar along with my pal Mike “Batman” Cohen to help bring marketing back to recruiting.
Wait, it left?
That depends on who you are talking to.
Some might say, “It was never a thing.”
Recruiters are Marketers. Ryan Leary RecruitingDaily
So… Here’s what we are going to do
We communicate for a living, but when it comes to communicating with prospects and candidates, we often fail.
Strike that. We FAIL at communicating and connecting.
Using a combination of personal experience, recruitment community education, and scientific research – let’s talk about 3 best practices for each stage of the recruiting process (top and middle of the funnel).
Sourcing.
Messaging.
Qualifying.
What are the industry-agnostic best practices during each stage? And why? Who says?
The Takeaways:
3 Sourcing
3 Messaging
Qualification Call
Best Practices with data and market research validation and (of course) abdominal exercise (from laughing – Batman’s pretty funny).
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
It’s Over.
It Came. It Went.
Now, we DEMO.
Hours spent sourcing with the same half-baked strategies and tactics. The frustration. The head banging insanity feeling that you get trying to fill the same slate of candidates over and over with little success.
Is this how you want to source?
Nope. (at least I don’t)
We’ve put together what we consider to be the absolute best sourcing webinar in the history of sourcing webinars.
The 12 Days of Sourcing delivered 12 days of hard hitting tips and tricks in December. On this webinar we are going to wrap up the 12 Days of Sourcing, demo the tips, and talk sourcing with some of the best contributors we’ve had this year.
What to Expect:
We’ll be demoing and reviewing all 12 tips that we’ve shared
Brian and I (Ryan Leary) will be taking questions and answering live, classroom style.
Here’s what we are going to cover:
The single biggest networking or business development opportunity of this decade – Instagram DM.
Brian’s favorite search engines and WHY.
Ryan’s box of hacks. Hello, ingenuity.
Tools, chrome extensions, tricks.
The whole bag of gifts and more…
Out with the old.
Diversity recruiting does NOT start with sourcing women or gay or (insert minority here) candidates.
Instead, it starts with the company understanding their place in the world. Which minorities are the significant members of the company's local (and global) society? Moreover, which groups and sub-groups are considered a minority within the company?
Only after this acknowledgment will companies start targeting and attracting members of the various minority groups.
And In with The Balazs.
Balazs Paroczay is the Global Sourcing Strategist for Balazs.com and a world-wide diversity authority.
He's agreed to hand you 60 minutes of live training and Q&A targeted at moving you into the modern era of naturally diverse hiring. To sum up, he's going to show you how to Do Diversity Right.
The Balazs is on Facebook, Twitter, Instagram, and LinkedIn, and we highly recommend you hop on over and take a look. In other words, if you're not already following him, you're missing out - he's kind of a big deal.
What You Will Learn
We're going to cover some serious ground, including this:
The start and the actual hard work of D&I recruitment
Tons of real recruiting and sourcing best practices
Honest, down-to-Earth words from a D&I practitioner
And a whole lot more...
And hey, if you can't make the live webinar, we'll send you a copy of the slide deck and recording just for registering.
What do you say?
The State of College Recruiting: What The Emerging Workforce Really Wants.RecruitingDaily.com LLC
Who are YOU hiring?
A Deeper Look at Gen Z
For years, much of the talk about how to engage, recruit, and retain talent has centered around Millennials, also known as Gen Y.
This group is now the largest cohort in the workforce but no longer are they the youngest. The oldest members of Gen Z are currently entering the workforce. They’re full-force ahead with competencies, interests, and values of their own.
We know their demands and necessities differ from Gen Y & Gen X, even wildly so from Baby Boomers.
So, how do we distinguish between generational vs. age-based differences?
What strategies do leading employers use to better engage with these young adults (Gen Z), the oldest of whom are entering college – and your workplace.
Who’s Talking?
Steven Rothberg, Founder of College Recruiter, has made a living out of not only understanding what the emerging workforce needs and wants, but helping the youngest of our society enter the career field.
College Recruiting is kind of his thing. And we think that’s really cool.
He’s agreed to join us for 60 minutes of live training and Q&A, giving you the insider’s knowledge you need to win extremely valuable, in-demand talent.
The Answers
This is what you’re going to learn:
Generational Differences vs. Age Differences
Honing in on Gen Z attributes, goals, and tools: what they bring to the job and a look at the future.
Gen Z priorities in the workplace, ethics, marketing, and life in general
A heck of a lot more…
The Evolution
Means learning. Action. Movement. Understanding. Adaptation.
Join us here.
Film School for Recruiters: Video Content & Visual Storytelling Best Practices RecruitingDaily.com LLC
Time to pull out your thinking cap…
We want you to take a moment to picture your current job postings.
Does this sound familiar?
Long text document with 20 to 30 beneficial traits or skills you’d like in a candidate
A few paragraphs (for appearance’s sake)
Some bullet points
Required EEOC language
The word “ninja”
Now, imagine that same post scrolled in quill pen, gently floating away via carrier pigeon.
Sound a little outdated? You can do better than medieval, and we’re going to show you how.
This is Where Video Comes In
Elena Valentine, CEO & Co-Founder of Skill Scout, has dedicated her entire career to modernizing the Talent Acquisition through video content and visual storytelling.
Elena is an expert in leveraging video stories in the workplace. With the motto “you cannot be what you cannot see” Elena started filming jobs as a way to get young people excited about the world of work. Since then, her team at Skill Scout has built a world class media company. Their films have helped clients like Nike and American Airlines engage candidates and employees alike.
She was recently named “HR Superhero of the Year” by DisruptHR Chicago. She is also the co-founder of Mezcla Media Collective. A non-profit that elevates women filmmakers of color. Next up for Elena and her team is the Humans@Work documentary series that shares stories of people who find passion and meaning in their work.
Her daily mission is “Helping Teams Attract, Engage, and Retain Talent Through Workplace Media.”
Her mission for this webinar: To take to you through a step-by step-process that will create candidate engagement and help you snag your best talent (and also get rid of those boring old job posts).
What you’re going to learn:
How to use photos and video to take your job postings from “Bland to BAM”
How to improve your company’s image
Using video and photo to entice qualified candidates who want to work with you
More…
These are tools you have at your fingertips and can be utilized to promote you from Carrier Pigeon to Magnificent Job Posting Magician.
Convinced? Yeah, so are we, along with the entire TA industry.
Video is a must if you’re going to stay on top of your game. Elena will teach you how.
And no worries, if you can’t sit for the webinar, simply register – we’ll send you the video and slide deck so you can learn on your own time.
What do you say?
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
11 steps you must take before purchasing talent acquisition technologyRecruitingDaily.com LLC
Buying TA technology can be complex and often daunting.
We feel ya.
For this special occasion, we're pulling out our "Short-List of Things That Annoy the Heck Out Of Us When Trying to Find TA Tech."
Long title, yes, but it fits.
Variety of tools.
Infinite categories of tools.
Burning bridges TA Leaders face on a near-daily basis.
An explosion of solution providers.
Over-marketing of tools.
Sound familiar? We thought so.
As a buyer, you need a way to approach the market and find the right tools at the right time.
This webinar is here to help.
Martin Burns is VP of Consulting Services for HireClix, founder of the Facebook TA tech group “Talent Product Plays”, and an experienced practitioner in corporate talent acquisition. He has led multiple recruitment organizations, selected, purchased, and implemented technology for firms ranging from 50 employees to over 50,000, as well as built products for the industry.
He brings a practical, informed view of TA technologies to the table and a rational blueprint for what can seem an overly complex challenge.
2. Webinar Tips for Attendees
• You can connect to audio using your
computer’s microphone and
speakers.
• Or, you may select “Use Telephone”
after joining the Webinar.
• All lines will be muted to avoid
background noise.
• You can ask questions at any time
by typing them into the Questions
Pane.
4. • Why Sourcers/Recruiters/HR Pros Should
Care About Recruitment Marketing
• The 4-Step Recruitment Marketing Process
• Content & Engagement Best Practices
• Q&A
7. 60% of the online recruiting
process happens before a
candidate ever directly contacts
an employer
or recruiter
- Conference Board
Reputation Matters
9. The Impact of
an Employer Brand
Poor Employer Brand
Low Brand Awareness
Attrition
Declined Offers
Low Productivity
Long Time-to-Hire
High Cost-Per-Hire
Poor Referral Programs
Strong Employer Brand
High Brand Awareness
Retention
More Job Offers Accepted
Revenue Goes Up
More Quality Applications
Lower Cost-Per-Hire
Higher Number of Referrals
10. 69%would not take a job
with a company that
had a bad reputation,
even if they were
unemployed!
94%are likely to apply to
a job if the employer actively
manages their employer brand
12. Recruiting = Marketing
Similar job
responsibilities
Externally focused
Common business vision
Concentration on future
Recruiter Marketer
Attract
candidates &
convert to
hires
Attract
prospects &
convert to
clients
18. Today’s Candidates
51%have buyer’s remorse
due to an inaccurate picture of the job
70%trust online reviews
and ratings as a source of brand info
95% are influenced by reviews
from those inside the company
Every 46 seconds a job
seeker is visiting a COX
Glassdoor company profile
24. Points of Conversion
• Job Descriptions
• Tailored Landing
Pages
• Opt-In Forms
• Your ATS messaging
• Calls-to-Action
25. Job Description Best Practices
Include the Basics
Incorporate Search Engine Logic
Be Clear
Develop a Checklist and add HTML/Notepad to it!
Be Authentic
27. The “lead” should be able to glance at
your email and, within five seconds,
know the value it provides them.
Lead Nurturing: E-mail Automation (drip marketing)
28. Applicant ConversionTalent Pool Generation Seamless Apply
Process
Turn Employees into
Talent Ambassadors
Recruiting Methodology
Step 3: Close
35. Applicant ConversionTalent Pool Generation Seamless Apply
Process
Turn Employees into
Talent Ambassadors
Recruiting Methodology
Step 4: Delight
36. • Job seekers are looking for the personal touch. About 2/3 expect more personalized communication, and
about 2/3 also expect to get a call from HR after submission.
More Communication
• Base: All Qualified Job Seekers (n=316)
• Q1180 Do you expect more personalized communication?
• Q1185 Do you expect a call from a recruiter or hiring manager after submitting your applications?
Yes
62%
No
38%
Expect More Personalized
Communication
Yes
67%
No
33%
Expect A Call From A Recruiter After
Submitting Applications
37. Improving Candidate Experience
• Base: All Qualified Job Seekers (n=316)
• Q1110 What does a good job search / candidate experience mean to you?
40%
48%
48%
54%
56%
61%
61%
The application submission process allows me to highlight to an
employer my relevant experience and work history
Open jobs for the company are easy to find
Employers respond with phone calls
The application submission process is quick
I am updated on where I am in the process
I am notified if I am not the correct fit for the position
Employers respond quickly throughout the process
Improving Candidate Experience
38. The Bottom Line
• Win on Price Point:
Pay Your People Well (easiest fix)
• Win on Word of Mouth:
Treat Your People Well (way tougher)
• Win Share of Voice:
Train Your People Effectively (Brand Ambassadors, Policy, Formal & Informal
Learning)
• Win Sentiment Analysis:
Make work aspirational.
• Win Brand Equity:
Change the perception of HR by changing the way HR gets done.
40. Brand Ambassadors
• Social Media TRAINING.
• Governance is important, providing the proper training and
resources is key.
• Departmental Alignment
• Identifying Influencers
• Leadership
• Recruiters
• Marketing/Communications
• Other
• Define, then reinforce the “Why”
• Data, Data, Data!
41. Why Glassdoor for COX
• Stakeholder Objectives
• Senior leadership expressed desire to pursue “Top Employer” status and improve
the overall rankings of companies on Glassdoor (clout/pride)
• Brand reputation destination to empower employees share their experience.
• Data and Analytics
• Client groups requesting insight around employer brand analytics
• GD provides real-time robust metrics gateway; data of this nature typically had to be
derived in an engagement survey. Our team’s now have on-demand access relevant
data points.
• Data creates a catalyst for action.
• Content Distribution/Microsites
• Successful pilot that resulted in 15X more traffic to our GD enhanced profile over
competing social channels.
• Search Engine Optimization
• Humanize the story; outlet to create employee ambassadors.
42. Internal Outreach Campaign - Outline
Tactic Execution Date(s) Details
Intranet article Who/What/When/Where/How/Why
Onboarding Drip to Candidates
30/60/90 day drip email reminding new
hires to complete a review on Glassdoor
Email Campaign via company
newsletters
Embedded calls-to-action in company
newsletters prompting employees to
leave reviews on GD
Display ads on company intranet Link back to intranet article
Display ads on company loop monitors Promote resource destination
Campus Activations
Target, educate and engage general
employee population about Glassdoor,
the survey, and the decision to become
an Open Company
Share results Determine reporting cadence
43. Fastest Growing Career Site
Unique Users Mobile Users Content
Job Clicks
Visits
76%
23,000,000+
Unique Users Worldwide
66% 141% 84%176%
-10%
0%
10%
20%
30%
40%
50%
60%
70%
Jan Feb Mar Apr May Jun
Hi and thank you for joining our webinar “Recruitment Marketing 101: Thinking Like a Marketer to Promote Your Employer Brand”
A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Matt and Holland will be happy to answer them at the end of the session. If we don’t get to your question on today’s webinar, we will follow up with you after the webinar.
Holland Dombeck: Employment Branding Specialist for Cox Enterprises
Holland is a marketer in the human capital and talent management arena, focused on delivering compelling content to you social streams and inbox daily. She is the former Editor of Fistful of Talent (now contributor) where she worked hand-in-glove with the site’s owner to create, produce, and manage The CYA Report (podcast) and The FOT Monthly (B2B webinar series).
Holland Dombeck is currently an Employment Branding Specialist for Cox Enterprises, focused on developing a unified brand for the Cox Talent Acquisition function both internally with Cox employees and externally to future talent. Her scope of work spans Cox Enterprises, including: Cox Communications, Cox Media Group, Cox Automotive Inc. (AutoTrader.com, Kelly Blue Book, Manheim) and related subsidiaries of the Cox Enterprise.
Matt Charney: Executive Editor at Recruiting Daily.
Matt oversees editorial strategy and content marketing for RecruitingDaily’s portfolio of online properties. Prior to joining RecruitingBlogs, Matt served in marketing leadership roles at leading HR technology companies like Talemetry, CornerstoneOnDemand & Monster. Matt began his career as a corporate recruiter for such companies as Walt Disney and Warner Bros.
My goal here today isn’t to convince you that marketing principals apply here. I think you know that. The goal is to figure out how you can put that mish mash of tips together to actually create an recruitment strategy that works. (Review Agenda Line By Line)
Developing an effective employer brand is the foundation of an effective recruitment strategy. I think all of you can agree that with a powerful reputation comes quality candidates. Your employer brand is your reputation, and if you don’t define it, someone else will! With the rise of social media, your message is out there whether you want it to be or not. And I’m not saying to ignore this message that is out there either. Part of your Employer Brand is about the sentiment of potential applicants, current applicants and employees. However, it’s important to add your perspective and also measure progress over time with your employer brand.
-Job applicants have access to more information about potential employers than ever before. Candidates can now weigh their options, comparing benefits and salary, and decide which opportunity and employer are right for them. It’s as much about the candidate interviewing you nowadays as you are them.
-So, people are increasingly searching for a company to work for in the same way that they would search for a car, house, or restaurant.
-That means that as a recruiter, you have to be able to market the strengths of your employer brand and stand out to the talent that you are trying to reach. This will help you get ahead of competition and ultimately land you more quality applicants and hires.
-69% would not take a job with a company that had a bad reputation, even if they were unemployed! 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. And most in $75-100K salary range would only require a 1-10% salary increase to consider such a move (Allegis Group Services Study, Aug 2012: 1,010 US workers)
*Source: Allegis Group Services Study, August 2012 (1,010 US Workers)
Source: Glassdoor site survey oct. 2014
Smart organizations are joining the conversation to influence candidates. In today’s recruiting landscape, company information is out there whether you want it to be or not. If you aren’t actively managing your brand and reputation, someone else will write the story for you!
Recruitment is marketing. We share similar responsibilities and have a common vision. It’s clear that if we take a step back and look at marketing principles, we can use those to make the recruiting process work more efficiently. It’s even more clear when you see people doing this really well.
-Sometimes it’s hard to make the connection between your day to day and how that all aligns to this marketing campaign view, but in order to recruit like a marketer, you need to begin to think of your CANDIDATES AS LEADS!
-It turns out, candidate behavior isn’t that different from the average consumer when it comes to making a decision online.
We want to do our jobs smarter. We want great candidates coming to us so we can stop stalking our candidates. And in order to do that, we need to align our recruitment strategy to the marketing process.
We are showing these processes aligned because sometimes it’s hard to make the connection between your day-to-day and how that aligns to recruitment marketing. As it turns out, candidate behavior isn’t that different from the average consumer when it comes to making a decision online.
Questions to ask when seeking to understand your audience:
-What is our audience doing in social media spaces we are interested in?
-What motivates this behavior?
-What social communities already are active in our space, or even around your brand?
-Where are the conversations taking place?
-Who is talking?
-Are the speakers influential?
-How are they referencing my brand and in what context?
-Recruitment marketing is all about earning the attention of customers with things they find interesting like great content. Content is the 1 thing you MUST have to be able to do recruitment marketing. I think everyone was onboard until just now when they thought I told them they have to write to make this work. That’s not true.
-If you don’t have much bandwidth (or interest) for creating original content, get creative! Share industry thought leadership or repurpose owned marketing materials.
-In this era of transparency, more than ever, an employer's brand has a direct impact on their ability to attract and retain top talent
-51% new employees have buyer’s remorse, 88% looking to leave within 6 months because hiring process failed to paint accurate picture of job
-As a result, today’s candidates are looking for more than just the employer’s perspective (career site, job description, recruiter conversations)
-They’re seeking out information from new channels that didn’t exist even 5 years ago and actually putting more trust in online research
-95% say reviews from those on the inside are influential when deciding where to work and their turning to sites like Glassdoor to make more informed decisions.
- At Cox we’ve call this change in candidate behavior the “yelp factor”, and for us, it’s impacting how candidates conduct their job search. Currently a job seeker is visiting a Cox profile on GD every 46 seconds!
There are many channels and opportunities to share content
Career Sites, Talent/Culture blog, Job Descriptions, and Social Media, including Glassdoor are all viable options
Developing an effective employer brand is the foundation of an effective recruitment strategy. I think all of you can agree that with a powerful reputation comes quality candidates. Your employer brand is your reputation, and if you don’t define it, someone else will!
You can define your EB through EVP projects, internal surveys, and then use these channels to convey that brand/tell that story.
BUT THE KEY IS to find the right mix of inbound channels for your target audience and use them to market your roles, the same way a marketer would use similar channels to market a product.
Corporate vs. call center
Entry-level vs. C-Suite
Millenials vs. Boomers
Once you’ve found the balance for your recruitment marketing channels, you need to provide a reason for job seekers to engage with your brand. And that reason is CONTENT.
Content can be a scary 7-letter word, but it doesn’t have to be that complicated. Content can be created in-house or via a third-party service like Outspoken Media, Scripted, Blog Mutt.
You can repurpose what you already have but it needs to be created thoughtfully, considering the audience you are trying to reach and how they get information.
For example, this presentation today is a piece of content I could repurpose. I could host a webinar, record this and post it on YouTube or even write a blog post about it and then embed my slides. I can get a lot of legs out of this without necessarily creating new content.
Once you have your base set of content, you’ll want to begin breaking it up and plugging it into a content map and determine which pieces you’ll want to schedule using tools like Buffer, Hootsuite, CrowdBoost, and which you will push organically and who will own that process. Creating a content map aligned to specific goals helps ensure that you are sharing content that is relevant to your target audience and provides max ROI.
You should aim to connect with potential new hires on these channels and use image rich, authentic and relatable content whenever possible.
You should strive to continuously listen to our talent community, and be authentic by providing a means for two-way communication. Basically, don’t “set and forget” your recruitment marketing strategy. Have a plan and timeline to audit and update static channels like your career site to ensure the content being shared is CURRENT and RELEVANT.
On social media, encourage participation and respond to inquiries – even negative ones. Remember, transparency requires you as a marketer to take on the good and the bad.
With the rise of social and real-time information exchange, your message is out there whether you want it to be or not. And you should NOT ignore this message that is out there either. Part of understanding and marketing your Employer Brand is about the understanding your brand’s sentiment with potential applicants, current applicants and employees. However, it’s important to add your perspective and also measure progress over time with your employer brand. You can use tools like Radian6, Social Mention, TrackUr, or even Glassdoor, to help you measure brand’s sentiment externally. You can also launch internal employee opinion surveys to collect this data internally.
Moving on to the second step in the marketing process – Covert.
This is your opportunity to start collecting progressive information about your candidates so you can start to build that pipeline with candidates that are as ready to go as possible. No old contact information. In this phase, we really start to bring in those marketing principals and really the marketing tool belt – calls to actions, landing pages and forms. So how do you as a recruiter use the marketing tool belt to convert more applicants?
You have a really important job. You have to create content that convinces someone that they want to wake up at 6:30 every day, sit in traffic, work all day and be grateful for the opportunity to do it. It’s an important decision and convincing is event more important right. Your great content and inbound marketing methodologies help you make potential and current employees make the right choice.
Source: http://blogs.hbr.org/cs/2012/09/an_unlikely_partnership_when_h.html
Be Clear
-When no one is clicking on your Job Ads, review the first thing that candidates see when they find your job listing – job title.
-Not using ambiguous titles
-A/B testing, inside sales, account exec, account manager- test different titles and figure out what works for your company
Incorporate Search Engine Logic
-Because many candidates might be researching their current position’s salary or preparing for an interview, it’s important to incorporate search engine logic when naming the job.
If it’s a tech job, avoid a title like “Coding Superstar.” Instead, use what search engines (and most people) will look for, like “Software Engineer,” “Web Developer,” etc.
THE 140 RULE – ROLLED OUT A ‘CREATING COMPELLING JOB DESCRIPTIONS TRAINING’
Include The Basics
-Perhaps you’re seeing a job generate lots of clicks but no one is applying. Check if your job description has all the right ingredients!
-Believe it or not some of the above are left out of job ads.
-Basics to include:
Job title
Location
Details about the role
Responsibilities
Requirements
Next steps to apply
Develop a Checklist or a Template
-Tailor the mission to the job
-Avoid lengthy paragraphs
-Use bullet points and LOTS of whitespace
-illustrate your company’s value prop
-provide minimum requirements or preferences
-avoid too many requirements that might deter quality applicants from applying
-Be consistent! Standardize once you have your template
Be Authentic
You don’t’ want to sound like everyone else. To attract the right candidates to your company, who will work out in the long run, you need to have an authentic voice and be open and transparent about what it’s like to work for your company.
-Include links to reviews (the more candidates know about your company the better)
Drive awareness to your site by investing in SEO
The Landing Page is what people see once they click through on your offer
If your goal is conversion, what can you share on that landing page that will maximize points of conversion?
Serve up RELEVANT and COMPELLING content
Day in the life
Employee testimonials
Video overview in :90 Seconds or Less!
“How To” apply or land the job
Links to reviews/featured reviews
OR…
Create a call to action via opt-in forms
Develop a candidate persona and
E-mail automation is simply an e-mail that sends without you having to type it again. I think an automated thank you or an automated no thank you is absolutely ok. It’s better than forgetting to do it altogether, right? The point is that you can start to put people into automated welcome streams to progressively contact them, check in and update details. Think of all the e-mails you manually type that don’t have a ton of detail in them. How could you automate that if you linked it up to your CRM and it triggered bc you marked the candidate as unqualified, for example.
Drip campaigns in recruiting are any written communication that touches prospect after they take action (apply, register)
Marketers would treat automated messaging in ATS as a marketing opportunity.
Stale “thank-you for applying” emails – NO
Offers, Learn More, Brand Building - YES
Just taking those two steps, you’re inevitably starting to close more because your pipeline is more flush with candidates. This is where it’s so easy to get lazy and say “ok, we have more candidates. I’m sure there are great people in there. I’ll call them up, close them, done deal.” But that data from the last slide suggests that when you close can be now or later. So what marketing philosophies can you apply here to either follow up or ideally close the deal without the headache. Again, I know we don’t want to create any daily extra work so I brought some 1 time investment suggestions.
Last but not least, let’s talk about delighting your customer. In this context of course, we’re really just talking about employer branding and employee engagement. How do we use marketing to do that?
Source: Hodes
Respond to reviews, aggregate data, drill into anomalies, create actionable plans!