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View more webinars: http://www.bright.com/recruiter/webinars When top talent decides to start actively looking for a new job, they can be difficult to pin down. They're actively searching, interviewing and networking to move into a better role as quickly as possible, and they won't be on the market for long. This webinar discusses what you need to do to attract these top, active job seekers and how to keep them interested in working for your company.
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5 Keys to Successful Active Candidate Recruitment
Join the conversation on Twitter: #BRwebinar
Presenters
Jen PicardMarketing Director, Bright
@JenAtBrighthttp://www.linkedin.com/in/jenpicard
Jason WebsterCo-Founder, Ongig@WorldWideJWeb
www.linkedin.com/in/jasonwebster99
Most Candidates are at Least Semi-Active
2011
2012
0% 20% 40% 60% 80% 100% 120%
Employed, but openActive Job SeekersEmployed, not open
Active Candidates
Tip 1: Write a Killer Job Description
Reasons that Candidates are Considering a New Job
Not confident in employers future
Change careers and/or professions
Career/advancement
Need a change
Salary
0% 10% 20% 30% 40% 50% 60%
Top reason active job seekers
(42%)
Authenticity Is A Difference-Maker
The Use Of Visuals Is On The Rise
Tip 2: Advertise Your Opening Everywhere
Casting Lines All Over The Internet
Don’t Sleep On The Value Of SEO
Tip 3: Create a World-Class Employment Brand
Employer Brand is Top of Mind for Recruiting Professionals
Employer Brand is Top of Mind for Recruiting Professionals
The Role Of Candidates & Employees In Branding
• The experience a candidate has determines your brand’s perception…for them, as well as their friends
• The stories communicated by your employees are far more powerful than any “commercial” you create
• Provide these two audiences with a venue to be in the conversation
• Advanced concepts can include hashtag campaigns that allow people across the organization to share pictures and video
• Listen and respond!
People Determine Your Brand
Tip 4: Source Candidates through Multiple Channels
All Roads Should Lead Back To You
Engage Candidates On Your Turf• Utilize multiple channels to drive candidates to your environment
• Create content that is worth sharing
• Think differently about how to advertise jobs (i.e. LinkedIn Ads, Google AdWords, Promoted Tweets)
• You must have a great landing page and community management strategy to capitalize on a social advertising strategy
• Capture interest from candidates that don’t see the right job for them right away (i.e. Talent Networks)
Give Candidates Options
Tip 5: Be Personable and Communicate Often
Candidate Experience Matters
Didn't think the recruiter was professional
Have a lower opinion of the employer after being contacted for an interview
Didn't believe the recruiter was knowledgeable
Have experienced a recruiter who wan't enthusiastic about the company as an employer of choice
Were less likely to buy products froma company who didn't respond to job application
Had a worse opinion of the company after applying and receiving no response
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
The Personality Of Your Team Can Be Persuasive
Don’t Do Social, Be Social!• Pick a set of social channels you can be sure to handle
• Make sure you are listening to those channels, and can respond quickly
• Create a “buzz team” to help with consistency, and authenticity in communication
• A trail of breadcrumbs makes it easy for active candidates to find current, authentic content about your company as they search
Thank You!
• Questions? Email jen@bright.com• Find us online:– LinkedIn– Twitter– Google Plus
Sign up for your Free Trials
Bright Recruiter: bright.com/register/employer
Ongig: ongig.com/create-job
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