If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs. Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to: -- Understand the decision-making process for active vs. passive candidates in a talent-driven economy -- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post -- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition -- Uncover how your specific recruiting tactics determine candidate quality

2. Today’s Presenters
Carmen Bryant
Director, Employer Insights, Indeed
carmen@indeed.com
Tim Dillon
Director of Workforce Solutions, PeopleMatter
tim.dillon@peoplematter.com

3. Why we recruit
#indeedinsights

4. Recruiting changes
people’s lives
Recruiting is the #1 source
of business impact
#indeedinsights

5. "The secret of my success
is that we have gone to
exceptional lengths to hire the
best people in the world."
Steve Jobs, Apple
#indeedinsights

6. "Our people are our greatest
asset. And we are constantly
trying to attract and retain
high-quality talent."
Cathy Engelbert, Deloitte
#indeedinsights

7. "The biggest category of mistakes
we've made is in hiring. Over the
past 11 years, bad hires cost the
company well over $100 million dollars."
Tony Hsieh, Zappos
#indeedinsights

8. "The biggest category of mistakes we've
made is in hiring. Over the past 11 years,
bad hires cost the company well over
$100 million dollars."
Tony Hsieh, Zappos
"Human Resources isn’t a thing we do.
It’s the thing that runs our business."
Steve Wynn, Wynn Hotel

9. How will you fill these positions in 2016?
#indeedinsights

10. Part 1: The sociology of job search
#indeedinsights

11. Employer survey
Nationwide survey
of 1,000 recruitment
professionals.
Survey conducted
online April 6-10,
2015.
Job seeker surveys
Survey was conducted online
within the US by Harris Poll
and Decipher Research on
behalf of Indeed from March
15-17, 2016 and March 16-22,
2016 among a total of 8,100
adults ages 18 and older.
Indeed conducted two comprehensive talent studies

12. 20%
Active
80%
Passive
Is it a fact or a myth?
#indeedinsights

13. Poll Question #1
Is it a fact or myth that 20% of
candidates are active and 80% are
passive?

14. 9% 12%
have conducted a
full job search in the
last two years
Source: Indeed job seeker study conducted by Harris Poll and Decipher/FocusVision
It turns out that 91% of people
say that they are either actively
looking or open to a new job
Not looking
and not open
#indeedinsights

15. 9%
Never look at job opportunities
76%
Look at job opportunities
at least monthly
And an even greater percentage say
they actively look at job opportunities
Source: Indeed job seeker study conducted by Decipher/FocusVision
#indeedinsights
91%
Look at job opportunities

16. 18-34
35-44
45-54
90%
84%
75%
55-64
65+
68%
62%
High school or less
76%
Some college
College grad
81%
86%
People who actively
look at job opportunities
are younger and
more educated
Sources: Indeed survey conducted by Harris Poll (Base=Employed or not
employed but looking: 18-34, n=779; 35-44, n=426; 45-54, n=427; 55-64,
n=486; 65+, n=175); High school or less, n= 592; Some college, n= 720;
College graduate or higher, n= 981)
#indeedinsights

17. And the vast majority of them
are currently employed
#indeedinsights

18. Who doesn’t actively look at jobs?
#indeedinsights

19. Who doesn’t actively look at jobs?
People who are very unlikely to change jobs.
#indeedinsights

20. Source: Indeed job seeker study conducted by Decipher/FocusVision
Visiting an online job search site is the
#1 activity for people hired
#indeedinsights
Visited an online job site or job board
55%
Visited company career sites
Used a mobile job search app
Visited an online professional social networking site
52%
45%
25%
95%
of employed adults hired within the
past year took an action to find a
job 6 months prior to being hired
Accepted help from a recruiter
17%

21. Candidates expect jobs to come
directly to them via mobile
#indeedinsights

22. 59%
A large percentage of people have job
alerts that bring new listings to them
Source: Indeed job seeker study conducted by Harris Poll and Decipher/FocusVision
52% 49% 40%
Workers subscribe to
job alerts
College Graduates
or higher
Between the ages
of 18-34
Household Earnings
$100K+
#indeedinsights

23. 91% 85%
Say “highly skilled workers are more likely
to be keeping an eye out on new
employment opportunities”
Say that “people are always keeping an eye on
the job market”
Talent professionals see this every day
#indeedinsights

24. Poll Question #2
What percentage of candidates look
at job opportunities on Indeed within
91 days of being hired at a new job?

25. 65% 50%
Of people who make $100K-$110K look at new
jobs again within 28 days of being hired
And our research shows that starting a new job
barely changes people’s job search behavior
Source: Indeed Data
Of candidates look at new jobs again on Indeed
within 91 days of being hired
#indeedinsights

26. The sociology of job search
Truly passive candidates are rarer than you might think
Younger, highly educated candidates are more likely to be active
Online job search is the #1 activity for people who get hired
Job search is never-ending: most new hires look for jobs
again within 91 days
#indeedinsights

27. Part 2: The psychology of job search
#indeedinsights

28. Candidates must make at least
7 major decisions before they become an
employee with your company
#indeedinsights

29. The Career Decision Making Process
01
Consider a change
02
Consider your company
06
Accept the offer
07
Appear at new job
03
Consider a position
05
Commit to the process
04
Apply
#indeedinsights

30. Research Observation #1
Career decisions are among the
most stressful life decisions
#indeedinsights

31. After family and health, career events have
the biggest impact on stress and happiness
#indeedinsights

32. 20 Change in
residence
65
23 Trouble
with boss
36 Change to
a different line of work
40 Pregnancy 50 Marriage 63 Death of a
close family member
29 Child leaving home
Career Changes
Other Life Changes
0
20 Change in
working hours
or conditions
45 Retirement
30 Foreclosure of
mortgage or loan
29 Change in
responsibilities
at work
47 Dismissal
from work
Source: Holmes and Rahe Stress Scale #indeedinsights

33. Research Observation #2
Most people are wired to be resistant
to career change
#indeedinsights

34. The Problem: Research shows that most people will
overestimate risks associated with a change
Probability of failureBenefit of change
Choosing
a Job
#indeedinsights

35. Research Observation #3
Career changes are major life changes
and change takes a lot of work
#indeedinsights

36. The forces against career change
are incredibly strong
Career changes
are high stress
We underestimate
the potential benefits
Making a career
change is hard work
1. Consider
a change
We overestimate the
chance of failure
#indeedinsights

37. So what leads employed people to
make the decision to change jobs?
#indeedinsights

38. 26% When I see posts about
an interesting company or job
19% When I feel dissatisfied
with my current job
21% When I feel discouraged
about my current job situation
18% When I feel stressed
about money
10% When I don’t get
recognized for an
accomplishment at work Source: Indeed survey conducted by Harris Poll
People look for jobs when they are inspired by new opportunities
or disillusioned with their current work
Career changes are
high stress
We overestimate the
chance of failure
We underestimate the
potential benefits
Making a career
change is hard
1. Consider
a change
#indeedinsights

39. The Career Decision Making Process
01
Consider a change
02
Consider your company
06
Accept the offer
07
Appear at new job
03
Consider a position
05
Commit to the process
04
Apply
#indeedinsights

40. Poll Question #3
What is the number one benefit that
attracts candidates to a new job?

41. 8% none
Good pay / compensation
Good location
Flexible hours
75%
52%
51%
92% would be attracted by:
Benefits
Meaningful work
49%
46%
43%
Company reputation
Clear path for advancement
Good fit for my family
38%
34%
33%
Company mission/vision
22%
Source: Indeed survey conducted by Harris Poll
(Base=Employed or not employed but looking , n=2,213 )
Work environment

42. 18-34
35-44
45-54
51%
40%
43%
55-64
65+
41%
52%
High school or less
39%
Some college
College grad or higher
45%
52%
Generational and life-stage
differences in the importance
of “meaningful work”
Selected meaningful work as factor that would most
attract them to a job
Source: Indeed survey conducted by Harris Poll (Base=Employed or not employed but looking , n=2,293 )

43. Research Observation #4
People feel better about decisions that they fully control
#indeedinsights

44. Source: Indeed job seeker study conducted by Decipher/FocusVision
Candidates believe it’s
important to direct their
own job search
#indeedinsights
79%
agree or strongly agree
“When deciding whether or not
to accept a job offer, it’s important
to me that I’ve looked around at
other opportunities first.”
72%
“If a recruiter or a friend proactively
contacted me about a position I
would consider other available jobs
as well (rather than only consider
that specific position).”
agree or strongly agree

45. Even candidates believe they will
be more successful if they actively
look at new opportunities
Source: Indeed job seeker study conducted by Decipher/FocusVision #indeedinsights
60%
Think they would be more successful
in a job they found on their own versus one they
got from a recruiter or company that contacted
them.
of employed adults

46. The psychology of job search
Career changes involve a stressful, multistep psychological process
For passive candidates, the psychological obstacles to change are enormous
Active candidates, by definition, are ready for change
Candidates prefer to be in control of their job search so that they find the best fit
#indeedinsights

47. Part 3: Your tactics determine your talent
#indeedinsights

48. There have never been more ways to recruit talent
Social Recruiting
Talent Marketplaces
Staffing Firm
Employer Brand
Campaign
Job Search
Referral
Professional
Profile
#indeedinsights

49. The candidate applies first
Inbound
You contacted the
candidates first
Outbound
But they all fall into two
basic approaches
#indeedinsights

50. People finding you in job search
Referrals who apply
Career fairs
Responses to job postings
Applications from social
recruiting
Visitors to your career site
Inbound candidates apply to your jobs
Inbound
People finding you in job search
Referrals who apply
Career fairs
Responses to job postings
Applications from social
recruiting
Visitors to your career site
#indeedinsights
The candidate applies first

51. Outbound candidates respond to your recruiters
You contacted the
candidates first
Outbound
Contacting people through
Indeed Resume
Contacting people via LinkedIn
Contacting people in a
resume database
Referrals that you call
#indeedinsights

52. Companies that fully measure cost per hire find additional
reasons why outbound recruiting is more expensive
Labor intensive
Low candidate response rates to inquiries
Low offer acceptance rates
Long lead times
Uncertain cultural fit
Time-consuming to overcome psychological barriers to change
#indeedinsights

53. 1. Some roles get too many applications to screen
2. Some roles are hard to quickly fill
3. Difficult to control who applies
4. Some open roles need to be kept confidential
5. Resume often don’t provide enough data to find best candidates
Inbound recruiting has
its challenges as well
#indeedinsights

54. Practices to Find
the Right Talent5
#indeedinsights

55. 1. Sequence recruiting tactics to maximize
quality, cost and performance
#indeedinsights

56. Sequence investments to maximize
quality and minimize cost
Inbound first Outbound if needed
Free Inbound
Paid Inbound
Outbound
#indeedinsights

57. 2. Shape your candidate pipeline
#indeedinsights

58. In the era of search, you
control your talent
Job titles
Job descriptions
Career site
Apply process
Company reviews
5 key levers to shape your talent pipeline with search
Source: The Polling Company (n=1,000) #indeedinsights

59. Science and the future of recruiting
We’re looking for thoughtful, well-rounded front-end
engineers to join our team. If you’re the right one for us, you
love the Web, take great pride in your work, think of coding as
more than just a job, and have a few great projects to show
off. You can take a concept and transform it into an awesome
Web-based experience with your own technical and UI/UX
expertise.
Write great job descriptions that draw talent
and perform well in search
Spotify job posting
#indeedinsights

60. Science and the future of recruiting
We’re looking for thoughtful, well-rounded front-end engineers
to join our team. If you’re the right one for us, you love the
Web, take great pride in your work, think of coding as more
than just a job, and have a few great projects to show off. You
can take a concept and transform it into an awesome Web-
based experience with your own technical and UI/UX
expertise.
Write great job descriptions that draw
talent and perform well in search
#indeedinsights
Spotify job posting

61. Make it easy for candidates to
browse and apply on mobile devices
Source: Indeed Data
#indeedinsights
68%Use mobile
Don’t use
mobile
32%

62. Poll Question #4
What is the reduction of applicants
after 30 screener questions?

63. Science and the future of recruiting
Be careful not to lose good candidates
to overly complex application processes
50.0%
0 5 10 20 30 40 45+
90%
80%
70%
60%
50%
40%
30%
20%
10%
0
ReductioninApplications
16.5% 17.2%
44.1%
50.0%
70.8%
88.7%
# of online screener questions
Source: Indeed Data
#indeedinsights

64. 3. Build a brand that brings talent to you
#indeedinsights

65. #indeedinsights
Your brand determines your candidates
Say reviews impact
where they apply
Increase in apply rate
when employer reviews
are available
Say company reputation has
a big impact on decision to
accept a job
Source: Redshift Research Study for Indeed
%
20%
40%
60%
80%
100%

66. 4. Optimize the inbound and outbound
candidate experience for top talent
#indeedinsights

67. Science and the future of recruiting
Airbnb recognized that their candidate
experience needed an overhaul
1. What do we want them to know?
2. What do we want them to feel?
3. What does rejection look like at this stage?
4. What makes this stage uniquely Airbnb?
Storyboarding Exercise | Mapped experience end-to-end
#indeedinsights

68. 5. Build a platform for inbound recruiting
#indeedinsights

69. Recruiting technology
will continue to evolve
to look more like
marketing technology
Using technology to get great at
matching applicants and opportunities
Website and Landing Page
Lead Capture
Predictive Scoring
Marketing Automation
CRM
Performance Analytics
Marketing
Technology
Platform
Career Site
Apply
Screening
Candidate Marketing Automation
Candidate CRM
Talent Performance Analytics
Recruiting
Technology
Platform

70. 1. Sequence recruiting tactics
2. Shape your candidate pipeline
3. Build a brand that brings talent to you
4. Optimize candidate experience
5. Build an inbound recruiting platform
#indeedinsights

71. Follow us at blog.indeed.com | @indeed
#indeedinsights

72. PeopleMatter Demo
Indeed Integration + Talent Analytics

73. Q&A
Carmen Bryant
Director, Employer Insights, Indeed
carmen@indeed.com
Tim Dillon
Director of Workforce Solutions, PeopleMatter
tim.dillon@peoplematter.com

74. HRCI & SHRM
Today’s Webinar
HRCI Activity ID: 285533
Recertification Credit Hours Awarded: 1
Specified Credit Hours: HR (General)
SHRM Activity ID: 16-FX4AB
Professional Development Credits (PDCs): 1