The Staffing Industry Trends Executive Needs to Know
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The best recruiters act like marketers. By thinking and acting like a marketer you will be more efficient in how you engage with your core audiences. Discover the 3 simple steps we recommend at LinkedIn.
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The Staffing Industry Trends Executive Needs to Know
- 1. The Industry Trends Every Staffing Executive Needs to Know
- 2. 347MMembers
- 3. Create economic opportunity for every member of the global workforce Our vision
- 4. Create economic opportunity Realize your dream jobFind work Be great at what you do
- 6. Connecting talent with opportunity at massive scale
- 7. The world is changing fast… Candidates & Clients More Connectivity More Choice More Channels 1980’s 1990’s 2000’s 2010’s Filing Cabinet Recruiters Offline Database Job Channels Social Media
- 8. Social media is here to stay, embracing its power is the key 1 Source: Harvard Business Review, “The End of Solution Sales”, July 2012 57% of the decision to ‘buy’ is now made before any commercial contact with your business1
- 9. are passive and not looking to move 75% 60% of them are open to opportunity!!
- 10. The best recruiters act like marketers Social media keeps the conversation going1 …because you need to nurture your audience Sales is one-to-one, marketing is one-to-many2
- 11. We recommend 3 simple steps Your followers & your brand Nurture your target audiences Do what you do best Build Engage Recruit
- 12. For three key audiences Reach Engage Differentiate your talent brand In the online ecosystem On talent strategies in the digital era Educate
- 13. Your followers & your brand Build
- 14. Professional networks & word of mouth grow as top channels for promoting brand Source: 2015 Global Recruiting Trends.
- 15. Building your personal brand & online identity Recruiters have 10x more traffic than the average member 10x of page views are members looking at members 76% Activity on LinkedIn is viewing members’ profiles #1Engaging Picture Descriptive Headline Essential Links Custom Public Profile Link Compelling Summary Take the reins on others’ first impression of you
- 16. And your firm’s identity, too Add a logo and an image Add specialties Speak to your target audiences
- 17. Creating ‘followers’ will fuel your success ? ? ? ? ? ? ? ? ? What good is a post on Facebook if you have no friends? Members are 61% more likely to share information as a result of following your company 61% 95% Followers are 95% more likely to respond to an InMail 79% of members are interested in job opportunities from companies they are following79%
- 19. Cut through the noise
- 20. Keys to great content
- 21. Keys to great content Link to Video
- 22. CAREER CONTENT COMPANY Content mix: Rule of 3 Cs
- 23. Companies that post at least one status update on LinkedIn per week get: Leverage Company Status Updates More job views 20% More applications25%
- 24. Leverage Company Status Updates
- 25. Be visible, add value, don’t sell Research and visit where candidates and clients spend their time Find out what they value Engage in interactions to build trust and reputation
- 26. Keep your audience in mind
- 27. Bring customers & candidates through the funnel to action
- 28. Do what you do best Recruit
Notes de l'éditeur
- Here to talk about the industry trends that every staffing executive needs to know… I’m Dave Foley….
- And currently, we have 347M members on LinkedIn. 2 new members join each second.
- Our vision: Create economic opportunity for every member of the global workforce – all 3 billion
- We think about economic opportunities in three distinct ways. For those who are unemployed, it's about finding work. For those who are gainfully employed, but uninspired by what they're doing, it’s about realizing your dream job For those who are already in their dream job, it’s about being great at that work and once you achieve greatness, it’s about giving back and sharing your insights and your perspective with others who aspire to be great as well.
- Our dream is to help people more easily navigate this increasingly challenging 21st century global economy by developing the world's first economic graph, i.e. we want to digitally map the global economy and in doing so, create economic opportunity for every one of the 3B people in the global workforce. You as recruiting leaders play a key role in this vision!
- We want to create a digital profile for every member of the global workforce We would like there to be a digital profile for every company in the world, and who you know at those companies up to three degrees to help you get your foot in the door. We would like to have a digital representation of every job offered by these companies, full-time and part-time for profit and volunteer. We would also like there to be a digital representation of every skill required to obtain these jobs. And a presence for every higher educational organization and learning and development tool that would enable the members to obtain those skills. And lastly, we want to be in a position where we can overlay the professionally relevant knowledge for every one of those individual members, companies and universities to the extent they want to share it. Then we want to step back and allow capital, all forms of capital, intellectual capital, working capital and human capital to flow, to where it can best be leveraged and in doing so, help lift and transform the global economy. All of these components together provide us access to a tremendous amount of data. This data, combined with working closely with our customers and partners in the staffing space, has allowed us to develop a perspective on current trends in the recruiting industry, which I’m excited to share with you today.
- The world of work has been changing at a rapid pace for both clients and candidates as well as recruitment businesses. Recruitment companies have had to adapt over the years in the facing of evolving technologies. Connectivity – networking Choice – volumes of jobs and suppliers Channels – job boards, social media and job aggregators Explain changes – from off to online. The most recent technology to disrupt recruitment is that of the social web.
- One of the most common misconceptions around LinkedIn is that most recruitment companies treat us as a job board and a database, but to fully understand how to get the best from LinkedIn you need to treat it as a social media channel. The social web has also dramatically changed how we process information, make decisions and look for work. We want and expect information to be as relevant and as personalised as possible. We now trust social platforms to help us make purchasing decisions e.g. trip advisor etc …. We are so research focused now and have so much more information that 57% of the decision to ‘buy’ is now made before any commercial contact with your business. This now applies about how we think about recruitment and finding our next job.
- Passive candidates are exhibiting the same researching before you “buy” behavior – you need to think of them in the same way
- So if you want to effectively engage with your target audiences you need to start to think and act like a marketer. You are trying to build a relationship with people who are passive i.e. not ready to buy so these guys need to be nurtured to ensure you receive a positive response when you start to engage. Social media helps you build and maintain these relationships outside of the points of direct contact you may have with them. And by thinking and acting like a marketer you will be more efficient in how you engage with your core audiences.
- So, your strategy should consist of three very simple steps.
- Targeted at three key audiences
- Build is all about your brand (personal and company) – building your online presence According to our 2015 recruiting trends global survey, professional networks and word of mouth are growing as top channels for promoting brand Meanwhile, firm websites and traditional job boards are steadily declining as effective sources for promoting firm brands
- LinkedIn is a professional social network, and your LinkedIn profile is the center of your professional brand online. Take these steps to make your profile great In addition, your employees are an extension of your brand and your best advocates. You should account for that and regularly ask them to share important company updates and high-quality content. This way their networks will be exposed to your message.
- Your goal should be to grow your Followers on LinkedIn – by building relevant Followers you will be far more successful both placing candidates and winning new business
- Here’s our formula for what great content looks like: your content should do one of these four things.
- Here’s a great example of “entertain” content from Betts Recruiting and Dollar Shave Club
- Some tips: Get targeted: use targeting criteria like job function, seniority and geography. 79% of followers are interested in job opportunities from companies they are following so you can target your open reqs to the right audiences Use videos and rich media: status updates with videos have a 75% higher share rate. Posts with an image have a 98% higher comment rate. Engage with members through comments: monitor discussions and respond in real time Link to relevant “best-of” lists: posts with “top” lists can get almost 40% more amplification
- Some tips: Get targeted: use targeting criteria like job function, seniority and geography. 79% of followers are interested in job opportunities from companies they are following so you can target your open reqs to the right audiences Use videos and rich media: status updates with videos have a 75% higher share rate. Posts with an image have a 98% higher comment rate. Engage with members through comments: monitor discussions and respond in real time Link to relevant “best-of” lists: posts with “top” lists can get almost 40% more amplification
- If you follow these steps, you’ll be even more successful in doing what you do best: recruiting. Good luck!