NEXT GENERATION FRAMEWORK FOR RECRUITING IN THE DIGITAL AGE
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As the global job market continues to shift and the demand for new skills grows, so does the need to think more strategically about how we attract and engage the best and brightest. This session will provide insights into how organizations can strengthen their existing talent pools while identifying new ways to attract top talent. In this session, we’ll discuss: Modern candidate expectations and behavior Data driven job marketing strategies How to build your competitive advantage by elevating your employer brand
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NEXT GENERATION FRAMEWORK FOR RECRUITING IN THE DIGITAL AGE
- 1. The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
- 2. Tools You Can Use Audio Control – A dial in number will not be provided. – Adjust the volume on your computer or headphones
- 4. 1. May I receive a copy of the slides? YES! Click on the handouts list located on the right portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI or SHRM certified? YES! The HRCI and SHRM certification codes will be sent in the same follow up email as the recording Frequently Asked Questions
- 5. Next Generation Framework for Recruiting in the Digital Age
- 7. 7 Introductions Josh Zywien Vice President of Marketing SmashFly Thomas Boyle Principal Consultant Cornerstone OnDemand
- 8. 8 Work has changed Who – Today we have 4 in some cases 5 generations in the workforce, forcing us to rethink our organization structures and models. What – Roles are changing: Jobs are being redefined to meet the new needs of the organization. When – When we work is also changing. Flex- hours, shared jobs, work-life balance means greater emphasis is being placed on maximizing performance instead of logging hours How – Mobility, and the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- 9. Skills have become the new currency in the digital age 9
- 10. of core job skills will change within three years 10 35%
- 11. 11 We are witnessing a global skills crisis Finding Talent 45% of global employers are experiencing difficulty filling open positions (Manpower 2018) Widening Skills Gap 72% of CEOs are concerned about the availability of employees with key skills (PwC 2016) 72%45%
- 12. Skilled Trades electricians, welders, mechanics Sales Representatives B2B, B2C, contact center Engineers chemical, electrical, civil, mechanical Drivers truck, delivery, construction, mass transit Technicians quality controllers, technical staff IT cybersecurity experts, network administrators, technical support Accounting & Finance certified accountants, auditors, financial analysts Professionals project managers, lawyers, researchers Office Support administrative assistants, PAs, receptionists Manufacturing Production and machine operators Every Industry & Role are Impacted
- 13. 13 Lack of applicants, experience and skills are top drivers of talent shortages 6% 2% 4% 8% 12% 19% 20% 29% Other / Don't Know Applicants expect better benefits than offered An issue specific to my organization Applicants lack required human strengths Applicants expect higher pay than ofered Applicants lack required hard skills Lack of experience Lack of applicants
- 14. 14 This has helped to create a candidate driven marketing 86% Percentage of recruiters who felt the labor market was candidate-driven Source: MRINetwork
- 15. 15 Where candidate expectations have changed 1in5Candidates said they are not willing to complete an application that takes them 20 minutes to more.
- 16. 16 Where experience matters 46% Percentage of candidates who believe they have had a “negative” overall job seeker experience say they will take their alliance, product purchase and relationship somewhere else. This was a 7 percent from 2016. - Talent Board
- 17. 17 Recruiting teams are battling for efficiency and quality while struggling to meet candidate expectations 100-200 The average number of online applicants per job 98% Percentage of job seekers that were eliminated at the initial resume
- 18. What got you here, will not take you into the future 18
- 19. As our workforce changes, our methods much change too 19
- 20. 20 ContentExperience Candidate and Employee Expectations Personalized Relevant Genuine Easy Transparent Fair
- 21. 21 Personalized Relevant Genuine ContentExperience Easy Transparent Fair Attract Screen Interview Hire Onboard Develop Plan Internal TalentExternal Talent Candidate and Employee Expectations Expectation Framework
- 22. Where the journey begins 22
- 23. 23 Candidates spend 1-2 months gathering info before applying 12% 12% 12% 14% 19% 32% 35% 38% 53% Headhunter Facebook Glassdoor HR department Other contacts Contacts at company Search engines LinkedIn Company website
- 24. 24 What happens before a candidate hits apply? 1 2 3 4 6 7 8 9 11 Search's Google Visits Career Site Sees a Job #1 They Like Follows On Social Media Goes To LinkedIn Sees Tweet about Job #4 Sends Friend InMail Applies With LinkedIn Friends #1 Says Stay Away Friend #2 Refers to Recruiter Recruiter Shares Job #3 Joins Talent Community Applies to Job #1 Applies to Job #2 Receives Job Alert Visits Career Site 10 121314Gets Hired for Job #4 5
- 25. 25 Where are you looking? Passive Candidates Active Candidates CareerBuilder Indeed Glassdoor LinkedIn Thousands more LinkedIn Talent pools Social networks Niche content sites Blogs
- 26. 26 Where should you be looking? Passive Candidates Active Candidates CareerBuilder Indeed Glassdoor LinkedIn Thousands more LinkedIn Talent pools Social networks Niche content sites Blogs Employees Internal career site Internal talent communities Employee referral portal Succession planning
- 27. How are top companies attracting talent? 27
- 28. 28 Tactics adopted by the majority of the fortune 500 0% 20% 40% 60% 80% 100% 120% INI - Military / Veteran Content PER - Job Family, Key Skills Content EBR - Employee Stories (Written) SEO - Career Site Optimized for Google Jobs SEO - Job Landing Pages EBR - Employee Stories (Video) MOB - Mobile Friendly Apply INI - Diversity Content INI - Campus Student Internship Content MOB - Mobile Friendly Job Search MOB - Mobile Friendly Careers Homepage SEO - Career Site First Result in Google when Smashfly 2017
- 29. 29 Tactics adopted by the minority of the fortune 500 0% 10% 20% 30% 40% 50% 60% PER - Career Site has Chatbot EBR - Images/Video in Job Description EBR - Glassdoor Widget PER - Auto Reminder Email to Complete CON - Blog and/or Candidate Resources EBR - Link/Icon to Glassdoor INI - Events Content NUR - Talent Neetwork or Talent Community Sign INI - Option/Program to Refer People NUR - Job Alerts Sign Up CON - Outline Application Process/Expectations CON - Publishes Content vs. Job Reqs on Social EBR - Social Careers Profile or Hashtag Smashfly 2017
- 30. 30 Moving in the right direction Smashfly 2017 2015 2016 2017 27% 33% 35% Talent network / Community usage is growing. When we first conducted this study in 2015, just over a quarter of the Fortune 500 (27%) offered an option to join a talent network. That number grew to 33% in 2016 and 35% in 2017. It’s interesting to see the positive momentum, but it also shows how much opportunity still remains for the rest of the Fortune 500.
- 31. 31 The good news is top companies focus on relationships Top performing companies that have a talent network (Smashfly 2017) Send monthly communication that have a talent network (Smashfly 2017) 89%76%
- 32. 32 The bad news is that focus is limited of companies with a talent network only share jobs of companies send personalized job recommendations of companies with a talent network or job alerts NEVER send comms after confirmation 95% 41% 33%
- 33. It’s SHOCKING that … Not one Nurture criterion is adopted by more than 50% of Fortune 500 companies. There’s a huge OPPORTUNITY to … Utilize personalized career site content in nurture campaigns. Only one-third of the Fortune 500 have a way to capture talent lead information without having to apply. Stop the talent network (or CRM) from becoming the new black hole for candidates. The right content to the right people at the right time The process needs to be easy and inclusive It’s SHOCKING that … There’s a huge OPPORTUNITY to …
- 34. What does your candidate experience say about you 34
- 35. It’s SHOCKING that … There’s a huge OPPORTUNITY to … 59% of companies don’t provide any transparency into the application process. Truly adopt artificial intelligence ahead of the pack. The communication disconnect… #1No. 1 frustration during the overall job search is the lack of response from employers (cited by 52 percent of all job seekers). - Indeed …Deliver targeted relevant content
- 36. It’s SHOCKING that … Employee stories and videos aren’t more prevalent in the age of employer branding. Social careers channels aren’t tablestakes. There’s a huge OPPORTUNITY to … Associate employer brand with specific talent segments. Differentiate your employer brand through more than one channel. Career sites are still boring Social channel effectiveness It’s SHOCKING that … There’s a huge OPPORTUNITY to …
- 37. 37 Top performers not only win the public opinion war
- 38. 38 Engagement FrameworkContentExperience Attract Retain Internal TalentExternal Talent Power your career site and talent pools with genuine content Share what candidates can expect from the screening process upfront Provide interview team members relevant Interview guides Invite remining remaining candidates to join talent communities Capture employee career interest during onboarding Create dedicated time for job shadowing Hold Internal career fairs Create multiple career site landing pages targeting key audiences Be specific with your job descriptions Clearly outline your Interview process online Provide any remaining candidates as much detail as possible Educate new employees and managers on internal mobility Provide employees visibility into career paths Educate employees and managers on growth plans Make talent communities a native part of your process Don’t ask for more than what you need when you need it Share interview feedback with candidates When dispositioning remaining candidates make it personal Paperwork should be online easy a not redundant Provide continuous opportunities for learning Distribute openings and news to internal talent first Create external talent communities for key roles Allow candidates to see where they are throughout the hiring process Make scheduling easier by allowing candidates to schedule online Wait 24 hours before dispositioning candidates Start before day one and continue beyond week one Measure managers on employee mobility Create Internal talent communities for employees
- 39. 39 Questions Josh Zywien Vice President of Marketing SmashFly Thomas Boyle Principal Consultant Cornerstone OnDemand
- 40. Thank You!
- 41. Register for part 3! CREATING A RECRUITING STRATEGY THAT EMBRACES CHANGE Thursday, December 13, 2018 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at workforce.com/webinars