Recruitment Best PracticesRecruitment Best Practices

"No" Tech Methods for Effective use of Recruitment Technology

PRESENTER:Howard Weintraub - April 19, 2012

Your Presenter: Howard WeintraubYour Presenter: Howard Weintraub

Founder/President, / ,RecruitAd Advertising & OriginHR

• Recruitment Advertising• Employer Branding

R it t O ti i ti lti• Recruitment Optimization consulting• Recruitment Process Outsourcing (RPO)

C O O K i h C i lC.O.O., Knightstone Capital• Real estate development organization• $350 million Ontario portfolio

VP, Business Development, ClearFit• Cloud-based, SaaS recruitment technology startup

Recruitment Marketing h l kIs The New Black

P S l ?Process Sales?OROrderly

FastEfficient

Targeted EffectiveQuality

Online Recruitment MarketingOnline Recruitment Marketing

Companies that embrace online marketing ... areCompanies that embrace online marketing ... are finding that recruiting gets easier, and more efficient.

Companies that embrace a thorough strategy of recruitment marketing will find it easier and easier to g f

hire the best employees.

Dec 2008

Talent Acquisition StepsTalent Acquisition Steps

• Planning & PreparationPlanning & Preparation• Sourcing

i i• Hiring• Onboarding & Talent Management

Sourcing

Filtering and Screening

Interview and Selection

Recruiting tech toolsRecruiting tech tools

• ATS• Job boards• Social tools• On line testing• Matching• Online reference checking• HRIS

l• Talent management• Etc.

GIGOGIGO

PREP AND PLANNING

• ATS

SOURCING

• Job boards• Social tools}Sourcing

SELECTION

• On line testing

}}

Filtering and Screeningg

• Matching

• On line references}ONBOARDING & TALENTMANAGEMENT

Interview and Selection

• HRIS

• Talent mgt tools

• etc}• etc.}

PollPoll

• Do you use internal job descriptions whenDo you use internal job descriptions when posting jobs online?

1 Yes – exactly as is1. Yes exactly as is2. Yes, but we edit each one before it goes live3. No, each online job posting is created from scratch4. We don't have internal job descriptions5. We don’t post jobs online

Effective Position MarketingEffective Position Marketing

• Job TitleJob Title• Company information

l l i i• Employment value proposition• Job description• Requirements/Qualifications• WIIFMWIIFM• Keywords

Job TitlesJob Titles

Job TitlesJob Titles• First thing a jobseeker will see

– Indexes, job alerts, searches

• Choose conventional job titles descriptive of the actual job.– more relevant to a broader number of candidates. – as generic as possible to maximize candidates’ understanding and

appeal– increase the potential for the number of people who apply to your

postingposting.

• Try to avoid “Manager” or “Executive” unless....• Avoid witty or trendy titles in postings

i H i Ad t S i l M di T ilbl H d Ch Di it l– i.e. Happiness Advocate, Social Media Trailblazer, Head Cheese, Digital Dynamo, Copy Cruncher, First Impression Ambassador

– Assign another title to your new employee after they’ve been hired

Job TitlesJob Titles• Happiness Advocate • Pressure Washers• Social Media Trailblazer• Head Cheese

i i l

• Sandwich Artist• Ground Support

CO CIAL h• Digital Dynamo• Copy Cruncher• Experienced bra fitter

• COMMERCIAL space hunter• JOB COACH• KIDS KAMP INSTRUCTORExperienced bra fitter

• PlayStation Brand Ambassador• Eyebrow Threading

KIDS KAMP INSTRUCTOR• POOLS SUPERVISOR• HOUSE MANAGER/TEEN

SUPERVISOR• Saltlick Cashier• DoodyCalls Technician

SUPERVISOR• Licensed Seamless Gutter

Contractor

Company informationCompany information• Recruitment marketing = selling a company to a candidate• Important selling points to make it compelling and exciting – to make

the candidate WANT to apply, to join the organization, to stay...

What is your employer brand? What is your EVP? What is your employer brand? What is your EVP? What business are in?

– Products and/or services your company provides. What makes you different? What makes you different? Define your corporate culture. Why is your company a good place to work? What is the work environment (i e Casual formal team focused What is the work environment (i.e. Casual, formal, team focused,

telecommuting, flex hours, etc.) Where are you located?

Employee Value PropositionEmployee Value PropositionEverything employees experience and receive while being a part of an organization -

both natural obvious and expected rewards (intrinsic i e Comp and benefits) asboth natural, obvious and expected rewards (intrinsic - i.e. Comp and benefits), as well as extra and unexpected (extrinsic – i.e. trips, charitable contributions etc.).

• Unique characteristics and features re: mission, values, leadership, culture, compensation and benefits philosophy among many other variables.

An effective EVP:• Attracts and retains the best talent.

C titi d t i t i /l lt d ti l b tt li b i– Competitive advantage, superior customer service/loyalty and exceptional bottom-line business results.

• A living entity vs. mere rhetoric in glossy business brochures.• A sentiment one might feel after a positive work experience. Why a talented

l h i i i i b i l d bemployee may choose to remain in your organization versus being lured away by your competition.

• Doesn't require new resources or large amounts of time and energy.

Job DescriptionJob Description• What will they "actually" be doing in this position. • Provides a mental picture of the type of work they will be doing.• In terms that are relevant to the canddiate. Avoid “talking to yourself”

INCLUDEINCLUDE• General overview of the responsibilities the position entails. • General scope of work. (2 to 4 points MAX)• Will they be part of a team managing a team or working independently?Will they be part of a team, managing a team, or working independently? • Reason for opening? (Growth, expansion, new opening, etc.) • Role the position and department has within the organization.

AVOID• Posting the internal job description• Company jargon, internal speak, internal or unconventional terms or

acronyms.

EXECUTIVE ROLE – Financial ServicesWe are one of the leading INDUSTRY companies in North America. Our superior financial strength and consistent record of strong operating returns mean security for our customers - and opportunities for our employees. You will find COMPANY to be full of energy and a workplace in which you truly can make a difference.Solid reputation, passionate people and endless opportunities. That's COMPANY.

JOB DESCRIPTION:COMPANY Canada is currently hiring an POSITION to lead the Commercial Accounts Segment of our Business INDUSTRY Division. The successful candidate will serve as a thought leader, focusing on underwriting strategy and product development intended to achieve profitability, growth, and retention goals for the Commercial Accounts Segment across Canada. Candidate will be responsible for training and developing underwriting skills within the Segment, and in addition will support Regional Operations with target business definition, underwriting guidelines, pricing strategies for all lines of business within the Commercial Account Segment.

JOB SPECIFICATIONS:

14

• Thought leadership for the segment. Develop and execute a well-defined underwriting strategy that is designed to increase the business unit's presence in the market; retain the appropriate mix of business; and achieve overall growth and profit objectives

• Develop underwriting risk appetite and rules as well as underwriting and pricing guidelines for Commercial Accounts in Canada• Manage portfolio results and drive execution strategies to achieve profitable growth• Along with the Line Of Business Management and Underwriting Services team, collaborates in setting referral standards, quality review guidelines and loss control guidelines• Works with Enterprise peers to identify and develop products/services tailored to Commercial Accounts in the Canadian marketplace, by leveraging the Industry Edge suite of products

from our U.S. Organization• Collaborates with Enterprise peers across the organization, leverages resources and identifies best practices14 • Supports all marketing and underwriting activities of Commercial Accounts underwriters to ensure that production and underwriting objectives with respect to profitability are

achieved• Represent the company externally including representation in relevant associations. Work with other business units as appropriate to support the company's objectives and seek out

product density and cross sell opportunities as appropriate• Identify market opportunities from our broker partners• Provide broker and staff training on topics such as commercial risk appetite and COMPANY Industry Edge products• Viewed as an expert in multi-line underwriting with emphasis on the property and liability lines of business• Be involved with key account management• Conduct quality reviews through analysis of management reports and underwriting audits to evaluate book performance and profitability

13

• Conduct quality reviews through analysis of management reports and underwriting audits to evaluate book performance and profitability• Monitor competitive landscape

JOB QUALIFICATIONS:• A university degree or a minimum of ten (10) or more years related P&C underwriting experience, including commercial marketing and sales experience or equivalent combination of

education/training and experience• Strong technical underwriting and coverage evaluation experience, foucsed in the Middle Market Commercial P&C space• Ability to work effectively in a highly matrixed and collaborative environment• Maintain and develop external contacts in the community through membership in professional associations and attendance at seminars and conferences

13 • Demonstrated commitment to professional development• Proven ability to effectively market and sell products, build relationships, communicate, and present to groups• Working knowledge of the broker distribution system• Must have excellent interpersonal, presentation, organization, negotiation skills• Strategic thinker, ability to articulate the big picture• Strong attention to detail, and accuracy coupled with excellent leadership, client relationships, analytical, and negotiation skills• Is adaptable in the face of change• Exceptional time and project management skills• Willing to travel occasionally

NOTE: Job descriptions are not intended to be exhaustive lists of all responsibilities, skills, efforts or working conditions associated with a job, but are intended to accurately reflect principal job elements.

Requirements or QualificationsRequirements or Qualifications• Think about these as “Knock-outs”

– Provides you with a clear format to determine fit, and for the candidate to self-disqualify

– Differentiate between actual required qualifications and “nice-to-haves“

• Most important attributes required for this position? (MAX of 5)– Incl. work experience and desired or minimum years of experience.

• Education or certifications (2 to 3 MAX)• Education or certifications (2 to 3 MAX)• Soft skills (i.e.: time management, organization skills, leadership,

communications skills, willingness to travel, etc. (5 MAX; 3 ideal)

• Preferably in a list or bullet format. • Use dashes (-) or asterisks (*) rather than bullets.

– online forms don’t convert word processing bullets in to HTMLonline forms don t convert word processing bullets in to HTML.

WIIFMWIIFM

• Closing statementClosing statement– Compensation model

• i e Generous base plus bonus ESOP etci.e. Generous base, plus bonus, ESOP, etc.

– Training and development– “Fulfilling work with a purpose”– Fulfilling work with a purpose– “Build your skills and enjoy growth opportunities”

“Being part of something”– Being part of something– “Learn why we enjoy 88% retention”

Candidate ExperienceCandidate ExperienceBegins “when they have hit the ‘submit’ button”. g y

• Make apply instructions clear and easy• Set accurate expectations• Avoid standard, impersonal statements

– i.e. “don’t call us, we’ll call you”

HR professionals do not only need to provide a great EmployerHR professionals do not only need to provide a great Employer Brand, a streamlined and efficient application process...

...they also need to establish a corporate culture aimed at treating a candidate as if he or she would be a future andtreating a candidate as if he or she would be a future and

welcome colleagueThe Candidate Experience – The Next Big Thing?

March 2011 – Gunnar Lübbe

KeywordsKeywords• Postings will never be found if job seekers choose words

that are not found in your ad. • Make it obvious and easy to be picked up by search

algorithms. • List the common words candidates may search.• Include keywords In each of the sections of your posting• Have a separate section for keywords• Have a separate section for keywords. • i.e. : Accounting Manager

– Keywords = Accounting, Accountant, CGA, CMA, CA, Chartered, Certified Accountant Finance CFO Accounting ManagerCertified Accountant, Finance, CFO, Accounting Manager, Finance Manager, Director of Finance, Accounting Director.

• Will increase hit ratio and targeted applications

ContactContact

Howard WeintraubHoward Weintraubhweintraub@rogers.com

416-616-8469