3 insights to get today’s candidates to say "yes" to your jobs | Talent Connect Anaheim
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Understanding what makes a candidate tick is hard. LinkedIn and CareeRealism have new data that can help. To learn more about the candidate mindset, LinkedIn surveyed 10K+ recent job changers and CareeRealism polled 1K+ readers to find out more about the job changing process. What's the #1 reason people change jobs? (Hint: it's not money.) How did they find their new job? And what do they want to know about you, the recruiter? We'll reveal the answers to these questions and provide tips to help you close the right candidate more effectively. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
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3 insights to get today’s candidates to say "yes" to your jobs | Talent Connect Anaheim
- 1. 3 Insights to Get Today’s Candidates to Say "Yes" to Your Jobs
- 2. On the stage today J.T. O’Donnell Founder & CEO CAREEREALISM.com jt@careerealism.com Allison Schnidman Strategic Researcher LinkedIn aschnidman@linkedin.com
- 3. Revealed in today’s session How people find new jobs Why people really change jobs1 2 What they want to know from you3
- 4. Recruit better with our new survey data LinkedIn surveyed 10K+ recent job changers CAREEREALISM polled over 1.6K readers 10K+ 1.6K+
- 5. Why people really change jobs
- 7. The #1 motive for changing jobs: Career opportunity 45% 41% 36% Concern for the lack of advancement opportunity Dissatisfaction with senior leadership Dissatisfaction with the work environment / culture 59% 54% 47% Stronger career path / more opportunity Better compensation/benefits The work sounded more challenging Top 3 reasons to accept new jobTop 3 reasons to leave Source: survey data
- 8. Yahoo recruiters focus on the long-term Career Coaching
- 9. How people find new jobs
- 10. Source: survey data How job changers heard about the new job: Referrals #2: Third-party recruiter / Staffing firm#1: From someone I knew at the company 26% 15%
- 11. Salesforce enables its employees to be recruiters #dreamjob
- 12. How to: Activate employees to help recruit Share content in 5 major areas: 1) Employee shout outs 2) Executive team spotlights 3) Company wow-factor 4) Fun factor 5) Values Tap new hires for referrals while they’re excited i.e. first 60 days
- 13. What they want to know from you
- 14. Source: survey data Recruiters can help candidates with their #1 obstacle 49% 45% 27% Not knowing what it's really like to work at the company Applying to the company and not hearing back Receiving inconsistent or unclear communication from the company during the recruiting process Top 3 challenges
- 15. Amtrak highlights their employees Employee photos
- 16. Employer Brand Talent Brand Reveal your Recruiter Brand Recruiter Brand
- 17. want to know specifics about the recruiter before applying: • Education • Career History • Reputation • Gender • Age, etc. Source: survey data 76% Candidates want to talk to a person, not a company
- 18. How to: Reveal and promote your Recruiter Brand 1) Tell candidates who you are and what it’s really like to work at the company 2) Share authentic & approachable content on social media 3) Offer calls-to-action like following you or your organization
- 19. Discussed in today’s session How people find new jobs: Referrals Why people really change jobs: For career opportunity1 2 What they want to know: Who you are and what the company is like3
- 20. Q&A
- 21. Helpful resources Get the full report: lnkd.in/jobchangingtrends Join Our Recruiter Directory Submit your recruiter profile to join. It’s free!
- 22. Thank you! J.T. O’Donnell Founder & CEO CAREEREALISM.com jt@careerealism.com Allison Schnidman Strategic Researcher LinkedIn aschnidman@linkedin.com
Hinweis der Redaktion
- [Allison] Welcome everyone! We’re excited to have you join our session on how to get today’s candidates to say yes to your jobs! We’ll look at some new data that helps you understand what makes a candidate tick and how to help you close them more effectively.
- [Allison] My name is Allison Schnidman, I’m a Researcher at LinkedIn. I spend my time surveying members of LinkedIn – those who have a LinkedIn profile. My research focus is to understand what motivates people when looking for and changing jobs or thinking about working at different companies. I share all of this information with people just like you – to help you effectively recruit candidates. I’m thrilled to share the stage with J.T. O’Donnell – who you all have seen a few times on the main stage over the past couple of days. J.T. why don’t you introduce yourself? [JT]
- [Allison] Thanks JT! We’re excited to talk about a few things today. Specifically…we’re going to reveal the answers to: Why people really leave their jobs How they find new jobs What they want to learn from recruiters during this process [JT] Allison, let me stop you right there for a minute. I cannot tell you how excited I am that we’re revealing the answers to these 3 questions today. When I saw this data, it made me think back to my days as a Recruiter…if I had known this information at the time, I would have changed the conversations I was having with candidates…I want to tell you about this one time…XXXX (Tech example – fighting for Tech talent / Throwing $$ at them…didn’t feel good) [Allison] Thanks JT! I’m equally excited to share this powerful information – and before we jump in…a bit more context of where the data comes from!
- [Allison] Everything you see today is from survey data – where we talked to candidates directly to learn more from them. At LinkedIn, we surveyed over 10,000 people who RECENTLY CHANGED JOBS. We tapped into the minds of these recent job changers – a group of people I’m sure you all would love to talk to but few people actually have access to this unique group. Let me stop for a second and say – this is an audience EVERYONE knows about because I’m sure almost everyone here has changed a job before. If not – I’m impressed! But you all have had this experience – you know what’s it’s like to move from one company to another. You talk about this process all of the time. But we really wanted to understand what the process was like by talking to people who had done this earlier this year. We asked those who recently made the leap about the whole process of changing jobs -- WHY they changed jobs, HOW they did it – we asked about the entire cycle of moving from one job to another. And today we’re going to reveal this information – which can HELP YOU CHANGE YOUR RECRUITING GAME! But not only that…CareeRealism also ran a study among job seekers to understand what their needs were – which matches what we heard and told us even more. JT – Why don’t you tell us a bit more about the CareeRealism study [JT] (Over 1M readers at CareeRealism….polled 1600 of them…what they look for, etc.)
- [Allison] Great! So let’s start off with some interesting things we discovered First and foremost…Why do people change jobs?
- [Allison] Let me guess…you think it’s for more money. Articles you read often talks about this…and your own experience probably tells you this as well – compensation is often a hook. Offer better benefits and potential candidates will perk up. There’s no denying that money does HELP. And people honestly do say that they think money is a key motivator. But THIS (Sorry Benjamin) is actually NOT the #1 motivator for why people change jobs
- [Allison] What IS motivating people is “more opportunity” We asked both sides of this – Why did you leave your previous company? And what made you accept the new offer? So why do people leave? Turns out the #1 reason to leave a company is because of concern for the lack of career opportunity. People also leave because of senior leadership and the culture of their old company. And why do people accept the new job? Because the company offered a better career path / more opportunity. Money came in second. Challenge came in third. You’ll notice…the reason to leave and the reason to accept is the same! More opportunity is really #1 for why people recently changed jobs. This is huge – talking to people about the long term plan – how you can grow and develop is huge. When a company is invested in you, it makes people motivated to join you for something new, and it motivates people to stay. In fact – almost half of these recent job changers said that they would have considered staying at their company if their previous employer had done something different. And the biggest push that got them out the door was not knowing how they’re going to advance! Consider this when thinking about recruiting candidates – talk to the candidate about the long-term. JT – what tips do you have on how to do this? (Sophisticated Job Seekers want to work with you not FOR you… They want mutual trust…Get to know the candidate!) [JT]
- [JT] (Discuss the Yahoo! Example -- Yahoo! Recruiter Rachel Sanders is doing – acting as a Career Coach and offering the VIP treatment)
- [Allison] Thanks JT – I love the idea of a Career Coach and that true VIP experience. If every recruiter who reached out to me talking about how to focus on my career – I probably listen more attentively. Now we know people are looking to advance their skill-sets and their careers... So, how do they find out about the job?"
- [Allison] Through referrals. Recent job changers said the #1 way they first heard about the new job was “from someone they know at the company.” The 2nd way? Third party recruiters, headhunters or Staffing firms. In fact, the #1 channel to find a new job is almost TWICE as important as the 2nd channel. Referrals have that much impact on new hires. Feel free to think about your own experience changing jobs again. I can tell you this really resonates with me. I heard about my job at LinkedIn from someone I knew here. He helped me get it. I wouldn’t have known about this opportunity if it weren’t for him reaching out to me one day to see if I was interested. Referrals are a HUGE part of this process. And you just saw Eduardo announce today how important your employees networks really are and how you can leverage them to recruit top talent. JT – what recommendations do you have about leveraging referrals at a company? [JT]
- [JT] (Discuss the Salesforce #dreamjob example – how employees are sharing this hashtag, how easy it is to provide this to employees especially new employees!) You might be thinking oh this is SFDC…big budget…I cant do this! But NOT true. YOU CAN! Here’s a few ways…
- [JT] (tips on how to do this)
- [Allison] Thanks JT. So you need to chat with candidates about the opportunities they’ll have to advance their career at your company. And you can leverage your employees to help you recruit – as referrals are the #1 way people heard about the new job. What else do candidates want to know about you when they consider changing jobs?
- [Allison] Candidates still don’t know what it’s really like to work at your company! Recent job changes struggled to find out what it’s really like to work at the organization! It’s hard to know what it’s really like to work at a company when you’re not there. Candidates will do a lot of research to find out about you. The more you can shape that brand the better – and it’s not just about your talent brand (what people THINK about it)….it’s really about your Recruiter Brand as well. You all have the power to overcome this key obstacle and help candidates learn more about what it’s really like to work for you. As a Recruiter, you are often the first contact at the company – so it’s up to you to tell them what the company is really like. The more honest you are, the better. JT – What advice do you have about building your brand – anyone doing this well right now?
- [JT] (Discuss the Amtrak example of how transportation can still be fun – by showing picture of their employees on the Careers Page…pictures of conductors, pictures with customers, etc.) Gets you more excited to work there (employer brand) and be a customer (talent brand)...Give candidates information
- [JT] (Discuss the difference between the Employer Brand + the Talent Brand – and the intersection of the two – Recruiter Brand…how Recruiters have the power to blend the two together)
- [JT] (Discuss what job seekers are looking to find out about the Recruiter - And how important it is for the Recruiter to be honest / genuine!)
- [JT] (tips on how to do this)
- [Allison] Thanks JT. A lot of helpful examples of how to reveal your recruiter brand, how to feel empowered as the first contact at the company when chatting with potential candidates! To review --- we encourage you to leverage these new survey findings by: 1. Talking about the long-term plan. People recently left their jobs because they were concerned about the lack of opportunity for advancement. Make sure you’re appealing to the top reason people change jobs when you’re having conversations with candidates! 2. Invest in referrals. The #1 way people recently found a new job was from “someone at the company.” Activate your employees to help you with the recruitment process – Launch your employee referrals program, motivate and encourage your employees to help shape your company. 3. And build your Recruiter Brand. Tell candidates what it’s really like to work at your company – help them overcome their #1 obstacle when changing jobs. Be honest and genuine when telling them about you! They’re going to look you up and want to learn more about you – so as you build your Recruiter Brand, be sure to be authentic. JT has given some great tips throughout the session on how to do this – and discussed a few examples of companies who are doing this. JT – anything to add here before we take questions? [JT]
- [Allison] Great! What questions do you have? Please step up to the mics so everyone can hear you.
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