Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.

2. Rusty Lindquist
V P O F S T R A T E G I C H R I N S I G H T S
B A M B O O H R
Thad Price
V P O F P R O D U C T
J O B S 2 C A R E E R S
J O I N T H E C O N V E R S A T I O N O N T W I T T E R U S I N G # B A M B O O H R

3. The World Has Changed

4. 1
Recruiting
10 years ago

5. Achangedperspective

6. Organizational Power
Organizational power goes to the group that
deals with the biggest problems
Alfred Marshall
economist

7. 1
Employment marketing

8. 1
Candidate Personas
“A candidate persona is a fictional
representation of your ideal hire for a specific
role. It is based on as much real data as
possible, along with educated guesses about
experience, goals, motivations, and
concerns.”
-Recruiting Social

9. 1
Candidate Personas
• What is their demographic (answering: who is this person)?
• What inspires and motivates them?
• What concerns are they likely to have?
• What does their career history likely look like?
• What constraints may they be having?
• What pains might they be experiencing?
• What is their level of seniority?
• What do all these things imply about who they are?
• What predispositions might they have?
• Where do these people hang out?
• What type of message do these people respond to?
• What type of writing do these people respond to?
• What does their typical day look like?
• What is the best time of day to reach them?
• What do they value most?
• Where do they go for information?
• What do they care about from an employer?

10. 1
Candidate Personas
• Identify the highest-performing recruiting channels
• Identify potential ad-placement opportunities
• Build a message, and job description that resonates
• Communicate in a language they respond to
• Build a job description that addresses their pains
• Create differentiation for your “product” and “message”
• Elicit an emotional response from your candidate
• Prepare you to interview for ideal characteristics and
attributes, not just job history and talents
and their results

11. 1
Market Differentiation

12. 1
Employer Brand

13. 1
Employer Brand
v
HOW
OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)
WHY
Values
Mission
Beliefs
Culture | Corp. Brand
HR ActivitiesEmployee Perception Candidate Perception
WHAT

14. Employer Brand
Recruitment costs
Awareness
Recruitment funnel
Candidate quality
Candidate quantity
Acceptance rate
Negotiating power
Employee Retention
Employee Engagement
Employee Performance
Work Culture
Organizational Performance

15. J O B D E S C R I P T I O N S
Employer Brand

16. 1
Millennials
of the workforce by 2018
50% expect to stay less than
three years
91%

17. 1
Millennials
Company culture is
critical, where they
work is part of their
social story.
culture
and their mindset
Millennials place an
especially high focus on
finding work that is
meaningful to them.
They look for a “cause”.
meaning
Millennials have an
“always on” job-
seeking mentality,
even when satisfied
with their current job.
search

18. 28 15
1
Millennials
and their job-search
weeks on average
Take
Search resources
Use

19. 1
Millennials
Optimize it!
53%Visit a company’s website
what you can do about it

20. 1
Millennials trust peer reviews
Be transparent
Millennialswhat you can do about it

21. 1
Company wins
Share
Millennialswhat you can do about it

22. for awards
Apply
Millennialswhat you can do about it

23. Create talent communities
and take advantage of all the
resources job seekers use
to look for work.
Communities
Attract millennials through
several channels: social,
awards, company pages,
job boards etc.
Channels
what you can do about it
Millennials

24. 1
The gig economy
The same thing is happening in
recruiting. On-demand employment is
an alternative, or a supplement, to a full
time job.

25. US workers
are 1099
42million
Projected
increase by 2020
of the workforce
has a second job
34%
Millennials freelance
1of 3
65million
The gig economy

26. 1
The gig economy
Recruiting technology has to
keep up! 10% of the jobs on
Jobs2Careers are gigs.

27. The gig economy
Whatcanyoudoaboutit?
• Understand Your Enemy
• Think Differently
• Be accommodating
• Think like a marketer
• Try before you buy

28. The role of mobile
of job seekers search
jobs from a mobile device
70%
of them expect to be able
to apply on a mobile device
27%

29. The role of mobile
VS
Mobile
Friendly
Mobile
Optimized
Whatcanyoudoaboutit?

30. The role of mobile
decrease in
time to hire
13%
increase in quality
of applicants
19%
BENEFIT OF
OPTIMIZATION:
W H A T C A N Y O U D O A B O U T I T

31. The role of mobile
Whatcanyoudoaboutit?
Urge your
ATS to get
mobile
optimized
Use sites that
let you use
mobile in their
strategy

32. Employees are your
greatest assets
• Get involved in the community
• Build CSR programs
• Promote company involvement
• Wear company gear
• Turn employees into brand ambassadors
• Build referral programs

33. • Understand your value.
• Understand and speak to the goals
• Speak their language and advocate
Advocating for your
Recruiting Needs

34. Thank you!
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bamboohr.com/blog | jobs2careers.com/news

35. Questions?
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