Upload
jerometernynck
View
424
Download
0
Embed Size (px)
Citation preview
“Hiring the best is your most
important task”
Who are YOU hiring?
Who are YOU hiring?
• The only one we could find?
• The first acceptable candidate?
• Best we’ve seen
• Best on the market
• Best in the market?
What Drives Quality of Hire
1. Having options
2. Not losing them
3. Making the right choice
What Drives Quality of Hire
1. Source
2. Engage
3. Hire
Source
Healthy Candidate Inflow
1. Choice drives quality of hire
2. Volume, numbers game
3. Critical timing of 2 weeks
4. Source of best candidatesis unknown
Clean Job Ad
1
Effective!Drives conversion with clear Call to Action
Clear Jargon free, easy to understand
Informative!Company, position, qualifications, process
Short!500 words or less
Social!Social touch with Poster and Insider Connections
Viral!Easy to share on popular networks
Clean Job Ad
The Job Ad is what converts your sourcing dollars into candidates. A good job ad yields 100% more results than a bad one.
Jobs on Your Website
2
Location!List jobs by location on a webpage or blog
Front and Center!List jobs clearly on careers page
Branding!Configure jobs list to match corporate branding
Department!List jobs by department on a webpage or blog
Jobs on Your Website
50% of your applicants visit your career website before or after applying
Let the Whole Web Know
3
Index Job Ad!Make sure jobs are indexed by Google, Bing
Free Sites!Distribute jobs on free sites
Job Search Engines!Distribute jobs on job search engines
SEO Optimized!Optimize job landing page URL, tags, description
Let the Whole Web Know
50% of job searches start on Google
Ask Your Friends
4
Ask Your Friends
• Share jobs on LinkedIn, Twitter and Facebook
• Ask all employees to share and make intros (vs referrals)
• Don’t spam. Take the time to personalize messages
When done properly, social referrals can become your #1 source of hire
Advertise on Job Boards
5
Advertise on Job Boards
• Use generalist sites for volume (Monster, CB, LinkedIn, Indeed Pro)
• Use niche sites for qualityand precise targeting
• 1 Generalist + 2 Niche boards for every job (cost 1% of salary)
Advertising will give you 10-50 candidates within a week with a great ROI
Leverage Facebook
6
Leverage Facebook
• Turn fans into hires with a social Career Site on Facebook
• Use Facebook Ads to drive hyper-targeted candidates to your job
• Share jobs as posts on your personal page (occasionally)
Facebook is a gold mine for recruiters
Source Directly
7
Source Directly
• Search your existing Talent Pool to find people already engaged
• Mine external databases, not just LinkedIn, but TalentBin, Entelo, Gild, Facebook…
• Don’t Spam. Personal message
yield better results than standard emails
Assume a 10% conversion, i.e., contact 100 people to get 10 candidates. Intense but effective.
Use Agencies
8
Use Agencies
• Retained if you need results
• Contingent if you’re just being opportunistic
• Give a clear brief
• Go for niche/specialized firms
“If you think hiring top professionals is expensive, try hiring amateurs”
Cast a Deep, Wide Net
1. Clean Job Ad 2. Jobs on Your Website 3. Let the Whole World Know 4. Ask Your Friends 5. Advertise on Job Boards 6. Leverage Facebook 7. Source Directly 8. Use Agencies
Engage
Build Your Brand
9
Team!Define roles, display work samples
Video Show testimonials of employees
Culture!Use candid photos of employees and workplace
Be Authentic!Express the benefits of your workplace honestly
Social!Use social networks to spread your brand
Blog!Inbound marketing, personable,…
Build Your Brand
Famous companies receive 10x more candidates. Investing in your employer brand will increase your return on sourcing budget.
Easy to Apply
10
Easy to Apply
• People should be able to express interest in less than 1 minute
• Complex forms waste your money
• Screening questions screen out the best candidates
Aim for >60% conversion from “Apply Now” to “New Candidate Received”
0
10
20
30
40
50
60
70
1 min
3 min
5 min
7 min
9 min
11 min
13 min
15 min
17 min
19 min
21 min
23 min
25 min
27 min
29 min
% Conversion on Apply!
% that Complete Apply
Who are those lost candidates ?
Don’t Leave Anyone Behind
11
Don’t Leave Anyone Behind
• Candidates are customers,partners, coworkers…aboveall, they’re human beings
• Provide timely feedback toeveryone, at every stage
• It’s easy, and not doing so is mean and counterproductive
50% of our rejected candidates end up as followers or fans of SmartRecruiters
Two Weeks
12
Two Weeks
• Top candidates have many options. You have 2 weeks to close
• If your process takes too long, you lose the best candidates first
• Week 1 : Prescreen + 1st InterviewWeek 2 : 2nd Round + AssessmentWeek 3 : Offer and Check
Top performers stay on the market 4 weeks or less and consider 3 offers before making a decision
Engage and Cherish Everyone
9. Build Your Brand
10. Easy to Apply
11. Don’t Leave Anyone Behind
12. Two Weeks
Hire
The Science of Assessment
13
The Science of Assessment
• Assessment is not an art
• Behavioral measures attitude, work style, cultural fit, job fit
• Skills testing measures aptitude for knowledge, skills and abilities
• Reference check provides 360 degree view of past performance
Back your evaluation with science and leverage it to drive more productive interviews
Hire as a Team
14
Feedback!Trigger discussion, structure feedback
4 Minimum!Four interviewers over two rounds
Better for you!You get more perspectives, deeper evaluation and buy-in for the new hire
Better for the candidate!Candidate understands the company better and makes an informed decision
Hire as a Team
Collaboration - not automation - is the key to a successful hiring process.
Check
15
Check
• Ensure that the applicant meets the minimum requirements for the job and company culture
• Meet state requirements for employment offers
• Provide a safe work environment for all employees
• Verify that applicant is suitable for specific tasks on the job
7 out of 10 companies use background checks according to SHRM
Make the Right Choice
13. The Science of Assessment
14. Hire as a Team
15. Check
From Good to Great
Source!Big Bang Multi-Channel Sourcing. 50 Candidates in the first 2 weeks.
Engage!Make everyone feel great and keep a strict timing. 2 weeks for interview.
Hire!Use Art & Science. Involve your team and don’t forget to check.