Webinar Deck: 5 Improvements You Must Make To Your Recruiting Strategies

This deck was originally presented during Findly’s live
webinar, “‘Good Enough’ Isn’t: 5 Improvements You Must
Make to Your Recruiting Strategies.”
To view the full webinar replay, please visit:
https://www.brighttalk.com/webcast/12037/150079

ABOUT FINDLY
On-Demand Talent
Findly’s talent acquisition solutions are innovative in concept, differentiated in
execution, and proven in the value experienced by customers. The unique
combination of award-winning candidate relationship management (CRM)
technology, employer branding strategy and deliverables, and assessment
testing enable Findly’s customers to address the challenge of finding and
hiring the right talent with a single partner, easily and cost effectively.
The Findly Talent Acquisition Suite is an innovative and flexible talent
acquisition solution. Our cloud-based recruiting tools help companies hire
talent faster and at lower costs. Our one-of-a-kind job seeker tools help job
seekers get hired faster by brands they love.
Learn more at www.findly.com

ABOUT TODAY’S SPEAKER
Mark Hornung
SVP & Brand Strategist at Findly
• More than 20 Years Creating Branding Strategies
for Companies of All Sizes
• Expertise in Branding Research, Employee Engagement
and Messaging Design
@ Findly.com
Facebook.com/getFindly
@getFindly

5(c) Findly Talent, LLC - All rights reserved
WHEN GOOD
ENOUGH ISN’T
If something is not good enough,
stop doing it.
Jonathan Ive
SVP of Design at Apple

WHEN GOOD
ENOUGH ISN’T
If something is not good enough,
do it better.
D. Mark Hornung
SVP & Brand Strategist at Findly

#1
5 Improvements You Must Make To Your Recruiting Strategies:
Make Sure You’re Really Mobile

Desktop
49%
Mobile
51%
8
#1:
MAKE SURE YOU’RE REALLY MOBILE
Source: Indeed Research, 9/2014
33%
50%
0%
10%
20%
30%
40%
50%
60%
January 2013 June 2014
Half of worldwide job search on
Indeed is now mobile
Over half of all applications
submitted on Indeed are mobile
200K mobile applications are
completed each day
50%+ increase in the last year
and a half!
GOOD ENOUGH: Enabling a mobile candidate experience
because job search is increasingly mobile
(c) Findly Talent, LLC - All rights reserved

#1:
BETTER: Providing a best-in-class mobile
candidate experience
Source: March 2014 Aberdeen Group Report http://www.aberdeen.com/Aberdeen-Library/8916/RR-talent-acquisition-social-recruitment.aspx ≈
When it comes to
recruitment technologies…
of Best-in-Class Companies
have the ability to allow job
seekers to apply through
their mobile devices.
73%

After April 21, your search rankings could sharply decrease if your site is not mobile-
friendly. Even for desktop searches.
#1:
“Starting April 21, we will be expanding our
use of mobile-friendliness as a ranking
signal. This change will affect mobile
searches in all languages worldwide
and will have a significant impact in our
search results.”
February 26, 2015
EVEN BETTER: Optimizing your mobile experience to align
with search engine ranking changes

#2
Keep the Process Short(er)

#2:
KEEP THE PROCESS SHORT(ER)
How long does it take for a candidate to find a job?
How long does it take to apply for a job?
• If you can buy a TV on Amazon in under two minutes,
why should it take 25+ minutes to apply online?
Set expectations
• Let people know how long it will take to apply –
more people will
GOOD ENOUGH: Understanding ways to optimize the

#2:
32%
62%
0%
10%
20%
30%
40%
50%
60%
70%
Job seekers rejected a job
because of a poor candidate
experience
Millennials rejected a job
because of a poor candidate
experience
Source: Montage, Google Survey, Dec 2013
BETTER: Realizing that the candidate experience impacts
your company’s ability to hire and how it is perceived

#2:
71%
58%
49%
Percentage of
Best-in-Class
companies that:
Provide job seekers the option to upload a
LinkedIn profile instead of a resume
Leverage or plan to leverage
video interviewing tools
Are looking for tools to replace
resumes in the next 5 years
EVEN BETTER: Giving candidates
Best-in-Class experiences

#2:
EVEN BETTER: Collect essential
candidate information, such as an
email address, as a first step.
This prevents candidate drop-off
and helps you begin building a
relationship with the interested
job seeker.

#3
Keep Content Short(er)

#3:
KEEP CONTENT SHORT(ER)
Source: www.statisticbrain.com/attention-span-statistics
GOOD ENOUGH: Catering content to user behavior
According to the National Center for
Biotechnical Information:
Our average attention span is now 8 seconds –
1 second less than a goldfish
This dropped from 12 seconds in 2000

#3:
In television programming, the number of scenes has increased while the average
length per scene has decreased
Source: Yarin, Dave, “What ‘I Love Lucy,’ ‘Cheers’ and ‘Modern Family’ tell us about communicating with younger
employees,” Smarter Communications, 06 Feb 2015 - http://bit.ly/19xpQF5
Show Number of Scenes Average Length
per Scene
Longest Scene Shortest Scene
“I Love Lucy”
(“Lucy does a TV
commercial” – 1952)
5 4 minutes,
1 second
9 minutes,
31 seconds
2 minutes,
19 seconds
“Cheers”
(“Knights of the
Cimitar”– 1986)
6 3 minutes,
33 seconds
5 minutes,
36 seconds
1 minutes,
17 seconds
“Modern Family”
(“The Big Guns” –
2015)
33 38 seconds 2 minutes,
54 seconds
4 seconds

#3:
• Click-to-applies are up to five
times higher for job descriptions
between 2,000 to 10,000
characters.
• For descriptions between 4,000 and
5,000 characters, click-to-apply
spikes at just under 15 percent.
Source: www.ere.net, “Long Job Descriptions and Titles Can Hurt You. And So Can Short ones,” March 18, 2015.
Note: 1,000 to 2,000 characters is 170-250 words
EVEN BETTER: Really catering content
to user behavior

#4
Be More Social

#4:
BE MORE SOCIAL
GOOD ENOUGH: Having a presence on all the major
social media channels
Facebook page
Twitter feed
BETTER: Using these channels to actively communicate
with your audience
• How do you use them?
• Broadcast or dialogue?
• How often do you update them?

#4:
BE MORE SOCIAL
EVEN BETTER: Having a strong presence on social media
channels that really give you an opportunity to express the
unique aspects of your employer brand
Do you own your
• Glassdoor profile?
• LinkedIn Employer profile?
• YouTube channel?
• Instagram or Pinterest for images?

23
#4:
BE MORE SOCIAL
Source: Mystery Applicant, 2011; Careerbuilder Candidate Behavior Study, 2013
63% of job seekers
search for information on a
company prior to applying
What candidates, new hires,
employees, past employees,
and influencers say about
them online as an employer
Online
Employer
Reputation
What a company does/says
online about themselves as
an employer
Social’s Impact on Employer Brand
=
64% share on social media
about their experiences

#5
Be Human

15%
15%
17%
21%
32%
44%
Have a lower opinion of the employer after being
contacted for an interview
Didn't think the recruiter was professional
Didn't believe the recruiter was knowledgeable
Have experienced a recruiter who wasn't enthusiastic
about the company as an employer of choice
Were less likely to buy products from a company who
didn't respond to job application
Had a worse opinion of the company after applying
and receiving no response
#5:
BE HUMAN
25
What Is Your Candidate Experience – the Second Moment of Truth – Like?
Source: CareerBuilder Applicant Experience Study, June 20, 2012
GOOD ENOUGH: Being aware of and improving your

12%
34%
23%
26%
5%
Very poor
Poor
OK
Good
Excellent
Source: Mystery Applicant, 2011
#5:
BE HUMAN
How Applicants Rate Their Candidate Experiences
26
GOOD ENOUGH: Being aware of and improving
your candidate experience

#5:
BE HUMAN
Every candidate since 2012 surveyed in real-time about their experience
• Results shared with recruiters, hiring managers
• Metrics maintained on candidate satisfaction
• Revised job descriptions
• Changes to out of town candidates’ travel arrangements
“Every candidate is potential cardholder.”

#5:
BE HUMAN
Acknowledge interest
Don’t just use canned “bot” responses
Follow up with the disposition of application– don’t leave people hanging
EVEN BETTER: Following “The Golden Rule” and presenting
your candidates with the same level of high touch service
you would want
Good Enough (?) Even Better

1. Really be mobile. In addition to providing a positive mobile experience for
candidates, make sure you know how search engines are assessing your mobile site
for ranking purposes.
1. Keep your process short(er). Your candidate experience can impact your ability to
hire. Provide best-in-class experiences to optimize brand perception as well as
improve your company’s ability to hire.
2. Keep your content short(er). The data proves it: human beings have attention
spans shorter than goldfish. Boil down messaging and content to the essentials.
4. Be more social. Don’t treat social media like a checklist of to-dos. Really engage
followers and fans with thoughtful interactions through all channels.
5. Be human. Use “The Golden Rule” in designing candidate experiences: offer your
candidates the high touch service that you would prefer.
“GOOD ENOUGH” ISN’T:
5 IMPROVEMENTS YOU MUST MAKE
TO YOUR RECRUITING STRATEGIES
29

Findly.com
facebook.com/getFindly
Thank You!
@ @getFindly
sales@findly.com

Webinar Deck: 5 Improvements You Must Make To Your Recruiting Strategies

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