5 Keys to Successful Active Candidate Recruitment

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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

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Bright Recruiter: bright.com/register/employer

Ongig: ongig.com/create-job