Recruit More Talent Now Attract more candidates, boost referrals, and get more jobs filled!

Transcription

1 Recruit More Talent Now Attract more candidates, boost referrals, and get more jobs filled! PRESENTED BY David Searns Agenda The Missing Talent Market 20 Ideas to Improve Recruiting Intro to Re-Recruiting 1

2 THE MISSING TALENT MARKET So many unfilled jobs Unemployment reality? Skills gap? The IDEAL solution Training Compensation But good luck getting your clients to agree to this! 2

3 So where is the talent? 80% of job seekers don t think about using a staffing service. 75% of workers would consider a new job But less than 50% of these people are actively looking. This is the MISSING TALENT market. How to access the missing talent market Get their attention Educate them about staffing jobs / agencies Sell your jobs and your services Make it easy to respond / connect How to educate candidates Your website Blogging Candidate Resource Center Speaking Webinars / Seminars YouTube channel Social sharing 3

4 How to get more attention Strong online presence Your website Social media Your own talent communities Remarketing Reputation management Referral partners Colleges and technical training centers Social, professional and government organizations Your alumni network How to sell your jobs Write better posts. Don t sell a job, sell reasons to change jobs. Sell your company, and when possible, sell your clients. Cross promote throughout your website and online marketing. How to make it easy to respond Mobile search. Mobile apply. Mobile updates. Job alerts. Shorter applications. Be more responsive to your candidates. 4

5 20 Recruiting Ideas Tips & Tactics 9 ideas for Active Job Seekers For Active Job Seekers #1: Improve response to the jobs on your site. Repost the same jobs with different job titles. Include key benefits, location in job titles. Improve writing for job posts (better sell the job / opportunity). Implement the new TwitterCard feature of the job board.* Set up automated job board featured mailings.* * Available with Haley Marketing's job board software. Contact us at to learn more. 5

6 For Active Job Seekers #2: Increase distribution of your posts. Automate sharing of your jobs using an RSS feed of your job data. Feed all your jobs to Twitter. Feed jobs for specific verticals to related Twitter accounts. Feed all jobs for individual recruiters to their LinkedIn status updates. Manually repost jobs to Facebook and LinkedIn Groups. For Active Job Seekers #3: Get more opt-ins for job alerts. Add more calls to action to get people to opt-in for job alerts. Add CTA graphic to the Job Seeker, About and Contact pages of your website. Include CTA graphics at the end of your blog posts. For Active Job Seekers #4: Post jobs to more local / industry-specific job boards and websites. Specific sites will vary by industry and geographic market. Sites may include Craigslist, local tech and professional associations, community newspapers, local chamber of commerce sites 6

7 For Active Job Seekers #5: Test pay-per-click / pay-per-candidate recruiting solutions. Pay-Per-Click: Indeed, Simply Hired Pay-Per-Candidate: Jobs2Careers, Careerco.com Boosting jobs: ZipRecruiter Google Adwords: Target people searching for specific types of jobs. Facebook: Boosted posts to target people in specific job functions and locations. LinkedIn: Sponsored updates to target people in specific jobs, industries and companies. For Active Job Seekers #6: Direct mail to licensed professionals. This can be used to target healthcare, legal and financial professionals. Purchase a list of licensed professionals in your geographic market, and send a letter or card to create interest in job opportunities and/or working with your firm as a career partner. For Active Job Seekers #7: Review Google Analytics. Evaluate your entry and exit pages. Review abandonment rates on your job search and job apply pages. See how much mobile traffic you are getting on your jobs. Determine strategies to optimize Job Seeker, About and Contact pages to get more candidates to convert (i.e., apply or contact your firm). Determine strategies to optimize your candidate experience for mobile job seekers. 7

8 For Active Job Seekers #8: Create videos showcasing hot jobs. Post each video to your company channel on YouTube. Feature the videos on your company blog. Feature the videos in job alerts to your talent community. Share the videos on your company Facebook page, better yet, boost the videos to target specific types of job seekers. For Active Job Seekers #9: Grass roots marketing local efforts to raise awareness of your firm and the jobs you offer. Flyers / tear sheets for posting in stores and at local community centers. Bar coasters promoting hot job opportunities give away to bars near manufacturing plants and distribution centers. Advertising in church bulletins and community newspapers. Mass transit and other outdoor advertising. Mall kiosks as mini recruiting centers. 4 ideas for Passive Job Seekers 8

9 For Passive Job Seekers #10: Use social media and PPC to get in front of more (of the right) people. Create a compelling brand message about your staffing firm. Create compelling offers to take action, for example: Check out our hot jobs Opt-in for job alerts Find out what you're worth (local pay info) Access the hidden job market Free resume review or free resume template For Passive Job Seekers #11: Build a larger social following. Follow the followers of other staffing firms and employers on Twitter (about half of the people you follow will then follow you back). Aggressively ask people to follow your firm on your company website and on social sites. Boost posts on Facebook to focus on building likes, use affinity targeting to promote your message to the right people. Regularly share content on LinkedIn, ask people to follow your company. For Passive Job Seekers #12: Increase visibility for individual recruiters, and help them to build their personal brands. Be active in local talent communities. Speak at local events about career management. Regularly share content on social sites candidates regularly visit. 9

10 For Passive Job Seekers #13: Use remarketing to stay top-of-mind with people who have visited your website. Google remarketing to show ads throughout Google s ad network. Facebook retargeting to show adds within people s timelines. 4 ideas to Reactivate Former Candidates and Increase Referrals To Reactivate Former Candidates #14: Actively engage talent already in your ATS. Create a compelling content. Create compelling offers to take action: Send to every candidate asking for an update. Share a list of hot jobs and ask for referrals. Call blitz to reach out to all former candidates, ask for referrals. Invite candidates to opt-in for job alert s or text updates. 10

11 To Reactivate Former Candidates #15: Contact people you previously placed. Get an update on their career status. Ask for referrals or about other hiring needs at their company. To Increase Referrals #16: Build a network of referral sources. Local trade and professional schools. Organizations that provide continuing education. Local department of labor office. Church groups and other organizations that help people find work. Retail stores that sell tools and equipment. Even your clients! To Increase Referrals #17: Develop brand champions. Invite top employees and referral sources to be part of a referral network. Provide incentives to these people to refer candidates. Reward brand champions with cash and non-cash incentives. Provide low-cost or no-cost branded safety gear and other apparel. Encourage brand champions to share jobs and other content on social sites. Provide new articles and graphics to be shared multiple times per week. 11

12 3 ideas to Improve the Candidate Experience Improve the candidate experience #18: Benchmark your candidate experience against other staffing firms. Evaluate every touchpoint with candidates. This could include: Job search and application process Screening, interview and assessment process Onboarding process Assignment notifications New assignment orientation Ongoing communication Determine how to make your experience better than anyone else. Improve the candidate experience #19: Implement Haley Marketing s Talent Showcase Develop profiles of top candidates. Use the Talent Showcase to skill market available candidates. Also use the Talent Showcase to recruit, show candidates. Show people that you do more to get candidates hired! 12

13 Improve the candidate experience #20: Develop messaging that promotes the value of working with a staffing firm. Your firm may need a different message for each vertical market, for example: Access to jobs. Top-paying temp opportunities. Boost your career. A job that fits your schedule / lifestyle. Take control of your career. A staffing firm that actually puts you first. Why are you settling for a job you hate? It's your life. Get a better job. Switching to a career that offers more growth potential. Gaining experience while getting paid. Getting a job right out of college, trade school, etc. One Last Idea Re-Recruiting Returning visitors are 2 times as likely to apply to your jobs. Re-Recruiting 13

14 Any Coming Next: Sales. Marketing. Recruiting. Innovative ideas for 2016 Thursday, January 14, 2016 at 2 p.m. EST Reserve your seat: 14