Wishrm Presentation Maximizing Your Recruiting Investment

Cytiva Software, Inc.

“Maximizing Your Recruiting Investment”

Hosted By: David FreemanTalent Management Solutions ConsultantCytiva Software Inc.

Slides and other resources

Slides Available

[email protected]

www.slideshare.net/sonicrecruiter

(“WISHRM Presentation Maximizing Your Recruiting Investment”)

TalentTalk Webinar Recordingswww.sonicrecruit.com/company/events.htm


Where to look for common leaks in your recruiting process• Third party (agency) relationships

• Recruitment advertising budget

• Obstacles in the application process




• Obstacles to entering the candidate pool


Controlling Agency Fees

First, you don’t need to eliminate recruiting agencies from your staffing plan.

Establish clear internal guidelines for the use of agencies Establish a strong relationship with a limited number of

agencies. Be careful not to make decisions solely on fees Consider paying a retainer to your partner agencies

Set the expectations and clearly define the workflow for the agency. How to submit an applicant, how/when to follow up, what role they will play once an applicant is submitted, etc

Establish separate metrics for agency hires Quality of hire by agency Number of applicants submitted per hire


Controlling Agency Fees

Take advantage of technology to take control of your agency relationships Use tools offered by your applicant tracking system (ATS)

Define the workflowStreamline communicationPrevent payment for an applicant that is already in your

corporate databaseTrack metrics associated with the agency






Leveraging Your Recruitment Advertising Budget



Make educated buying decisions based on facts Prepare a staffing plan and negotiate your ad rates based on your

annual projections

Avoid one-off ad buys! Consider using an agency to negotiate on your behalf

Get the most from the ads you do place Properly track source codes (Marketing #’s for print) Proper categories, multiple categories Strong titles that set you apart.

IT Manager

or

IT Managers, Our Dynamic, Energetic and Growing Firm is Looking for People as Passionate as we are.



Review your online posting for placement in search results

Maximizing Your Recruiting Investment”


Re-evaluate your employee referral program Allow your source metrics to guide your ad placement

decisions. Is newspaper producing results? Take advantage of free resources – Social Media Outlets Include database search capabilities in your posting contracts

Consider using a search consolidation tool to make your searches more efficient – Platinum Recruiter









Why use social media as part of your recruiting strategy?• Helps build your employment brand

• Allows you to engage applicants that would otherwise be unavailable

• Potential cost savings vs. traditional recruitment media

• Quality of hire vs. quantity of applicants

• Use of social media on the rise for most demographics



Statistics by Accenture



Twitter is the fastest growing social media site. It has already surpassed 7.1 unique visitors since this survey





Why YouTube? (www.youtube.com)• Multiple uses for embedded video

• Career Site

• Facebook/Myspace Pages

• Job Ads

• Incredible amount of traffic• 80MM unique visitors monthly





Facebook (www.facebook.com)• Quickly becoming the #1 social media site

• Large number of apps dedicated to jobs

• Relationship with CareerBuilder provides additional opportunity to tap the community

• Easy to manage advertising campaigns

• Easy to update: more updates = more interaction with your target audience (TweetDeck)







Twitter (www.twitter.com)• Fastest growing social media site

• Information moves very quickly across masses of people

• Easy to update: more updates = more interaction with your target audience (TweetDeck)
























Obstacles to entering the applicant pool• Career site difficult to navigate

• Jobs challenging to find and/or apply for

• Cumbersome online forms

• Lack of resume upload capabilities (additional document upload)

• Asking for sensitive information in the “courtship” phase

• Not providing tools to keep the applicant engaged

Put your applicant experience to the test!











Online Application• One Page – Single Step

• Avoid Collection of Sensitive Information

• Include Pre-Screening Questions – not too many

• Easy registration process

• Should be able to be completed quickly

• Should only require information that is likely to be immediately available to a passive job seeker


Career Site Navigation• Is our jobs/careers section easily found from the home

page? Is it prominent and eye catching?

• Is navigation to the jobs/career section available from every page of the website?

• How many clicks are there between the home page and the search functionality? Goal = 1, but never more than 2-3

• Is the site navigation consistent throughout the site? Can I easily navigate back to the home page?


Navigation• Do we have any pages that open in a new window?

Ideally, you always want new pages to open inside the current window.

“Career Center 101”

“Career Center 101”





Cytiva’s Free Webinar series

• Sourcing Talent in a Time of Scarcity

• Six Steps To Implementing Performance Management Software

• Interview Techniques and Strategies for Hiring top Performers

• Retention: The Key to a Successful Recruiting Plan

• Recruiting 2.0: Recruiting and Social Media

• Career Center 101: Enhancing Your Applicant Experience

Register at: www.sonicrecruit.com/company/events.htm


Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts.

Talent Acquisition System• Custom career sites• Employee referral management• Career agents• Ad posting and tracking • Manager self-service• Contact management/Outlook integration• EEO/OFCCP compliance• Vendor Management Module• Onboarding Module• Hourly Recruiting System

Consulting SonicPerform Performance Management System

To learn more contact: David FreemanTalent Management Solutions Consultant877-775-0888www.sonicrecruit.com

Business

Wishrm Presentation Maximizing Your Recruiting Investment