LOOKING TO SCORE NEW TALENT?

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1 LOOKING TO SCORE NEW TALENT? FOLLOW THE NFL PLAYBOOK In the National Football League, the teams that are the best talent evaluators are generally the ones that win the most games. So as the talent race heats up, the need to proactively seek out the top talent in your industry is more critical than ever. Take a lesson from the NFL s proven recruitment model to help your business build the best team possible. When it comes to hiring the best and brightest, talent recruiters may want to take a look at how the NFL recruits its players. Each of the 32 NFL teams invests heavily in its talent pipeline and is ready at a moment s notice to fill a position of need. NFL teams wouldn t consider signing a player unless they have a high degree of confidence that he will make a contribution to their team. And it shows on the field. The teams that are the best talent evaluators are generally the ones that win championships. It s a recruitment model that could work well for your business, especially as the race for talent heats up. 1

2 Next Man Up Recruiting specialists divide potential candidates into two groups: Active applicants These individuals are actively seeking new opportunities. They may or may not currently be in the workforce. Passive applicants These candidates have jobs and are generally not looking for a new position, or are just casually looking. Today, your future hire might be working for a competitor or in a similar industry. Even if they aren t actively searching for a new employer, many are open to learning about new opportunities. 2

3 Passive candidates have a few things in common that recruiters should take into consideration: 1They usually don t have a resume ready to go, so you ll need to create other ways of learning more about their qualifications, such as a simplified online application. 2Your current employees are a great resource for identifying qualified passive applicants among their networks of former coworkers, industry contacts, friends, family and neighbors. 3Because passive applicants aren t active in the job market, they probably aren t talking with your competitors. Gain the advantage by identifying and proactively seeking them out first. SCOREBOARD WATCHING: PASSIVE APPLICANTS LinkedIn, the business social networking site, reports as many as 75% of job candidates are passive applicants and defines them as such: Tiptoers: Engaged in a low level of job hunting Not looking: Not actively pursuing a new job, but willing to discuss it Super passive: Not at all interested in changing jobs 3

4 In the Huddle: Turn Passive Applicants into New Hires Unlike the NFL, most companies don t have a draft or free agency to fill positions in need. So where do you find qualified applicants? STAY SOCIAL AND GO MOBILE Maintaining a presence on job websites, such as Indeed and CareerBuilder, plus social networks like LinkedIn, Twitter and Facebook, is essential. An overwhelming majority (83%) 1 of those looking for work use LinkedIn and Facebook to find opportunities. And not being mobile-friendly could hurt your recruitment. If your job posting isn t easy to access on a mobile device, you could be missing out on qualified candidates 43% of job seekers are looking for work using a mobile device. Yet, 59% of recruiters don t invest in mobile career sites. 2 POLISH YOUR BRAND No matter how large or small the company, new talent is attracted to your talent brand and your corporate brand. Your talent brand is your image as a good place to work. And 77% of talent acquisition leaders say that a good talent brand significantly increases their ability to hire good talent. 3 However, your company s customerfacing image is equally important to new hires. Often a recruitment manager and marketing manager will work together to define a brand that will attract the best available candidates. The impression a potential recruit has about your company is usually formed well before they apply for a job. BE OPEN TO THE NON-TRADITIONAL A traditional resume can tell you a great deal about a candidate s past experience, but not a lot about their personality. Video resumes are on the rise and some organizations are requesting them as part of the screening process. Video technology is also expanding into the interview process. Since you re not limited by geography, it enables you and colleagues in other offices to interview long distance. And you can provide candidates with video and web links to review and discuss during an interview. While it s not a replacement for in-person interaction, video interviewing can help you screen candidates before investing in a live meeting. 4

5 CONSIDER BOOMERANG RECRUITS The best person for the job may be someone who did the job in the past. Boomerang employees offer a number advantage: They already know your business and culture They require little training since they re familiar with the position They can bring fresh ideas from their previous employer(s), plus the know-how to implement them for your company You regain your investment in valuable human capital Since both parties are familiar with each other, the hiring process goes faster and costs less However, before hiring a former employee, it s important to address the reason why he or she left in the first place. Building Your Best Team Ask any recruiter about their biggest challenge and they ll tell you it s finding quality talent. Unlike the NFL where the teams that finish last get the first shot at top draft picks, companies that aren t continually looking for quality employees may find themselves sitting on the sidelines. ADP Recruitment Philosophy Candidates have increased their demands for a hiring process that is more transparent, interactive and consistent. They are seeking experiences over transactions and increasingly expect to interact through mobile and social channels. Employers, in turn, are attempting to meet these demands with more strategic employment branding and marketing initiatives by using a greater variety of interactive communication channels. ADP offers comprehensive human capital solutions and products that can help you recruit, engage and manage workers so that you can attract and maintain the best team possible. 1 Jobvite, 2014 Social Recruiting Survey, page 2. 2 Jobvite, 2014 Social Recruiting Survey, page LinkedIn Talent Solutions, US Recruiting Trends, 3 Must-Know Talent Acquisition Trends for 2015, 4th Annual Report, page 22. 5